Workforce Tools

Using techniques such as small group meetings, large group meetings, and a coalition of participants (crossing the organization horizontally and vertically), Huggins facilitated conversations for quick strategy and action planning.

This presentation provides practical guidance to health care leaders and prepares them for the inevitable challenges they will face personally and professionally during integration.

In this session, we will explore examples of real health systems’ varying approaches to positioning employed physician groups, from complete autonomous enterprises, to adjuncts and extensions of hospital-based services, to primary drivers of downstream revenue.

Hear a national perspective on the implications and drivers of burnout and how organizations are refocusing on purpose to improve health care delivery and support their teams.

Workplace violence is an increasingly recognized safety issue in the health care community.

From concept to completed submission, this session will walk you through all of the major components of writing an effective business plan. We will also provide tools and templates to guide you and help you focus on the important elements of business planning.

In this session you will learn how progressive strategy teams are restructuring, reprioritizing, and reskilling to take on new roles and responsibilities, and how you can position your team to drive change, rather than be driven by it.

This session will demonstrate how onboarding is more than a nice thing to do, it is critical to not only ensure the practice minimizes financial subsidies, turnover rates, and recruitment costs, but also to fulfill the organization's strategic objectives.

This presentation will provide an overview of the challenges the current healthcare environment places on traditional planning processes, the imperative for change, a new approach to planning based on best practices from across the country, and a guide to applying this new approach to planning in your organization.

Applicable to all levels of personnel, this competency model can be used not only to guide development conversations, but also to put an accountable structure and focus around your development plans.

Carlion Clinic needed better insight into physician demand. The goal was the team was tasked with developing a model to project the organization's primary care and specialty physician needs over the next five years.

The results are based on 1,109 hospitals and indicate a slight rise in cultural competency training. However, minorities represented in leadership positions remained flat.