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The University of Texas Medical Branch
Developing Physician Leaders: UTMB Health Physician Leadership Academy
Ronald B. McKinley, PhD, MBA, SPHR Chief Human Resources Officer, UTMB Health
Vice President, Human Resources and Employee Services
Associate Professor (Adj.), Preventative Medicine and Community Health
Chair, US TAG ISO TC/206 Human Resources Management
Working Together to Work Wonders
• UTMB Overview
• Today’s Healthcare Environment
• Engaging Physician Leaders
• Academy Objectives
• Key Components
• Organizational Impact
• Fast Facts
• Academy Outcomes
• Looking Forward
• Closing
Agenda
2
Working Together to Work Wonders
UTMB Overview
3
Workforce
• 12,126 – Total headcount
• 4,070 – Academic Enterprise
• 3,477 – Health System
• 2,919 – Correctional Care
• 1,663 – Institutional Support
Education
• Oldest academic medical center
in the state of TX
• 4 health sciences schools and
3 institutes for advanced study
• Enrolling more students than
ever – 3,211 in Fall 2014
• $126M in research awards
• Galveston National Laboratory
• WHO Collaborating Center for
Vaccine Research, Evaluation
and Training for Emerging
Infectious Diseases
Research
• 70 clinics at 30 sites
• Level 1 Trauma Center
• Magnet Recognition for nursing
• 1 of only 9 designated Ebola
treatment centers in the US,
serving adults and children in
TX, OK, AR, LA and NM
Patient Care
Figures as of fiscal year 2014
Working Together to Work Wonders
• External factors affecting today’s healthcare environment:
‒ Economy
‒ Healthcare reform
‒ Changing demographics
‒ Politics
‒ Court decisions
‒ Technology and social media
Today’s Healthcare Environment
4
Working Together to Work Wonders
• UTMB Physician Leadership Academy launched in 2012
to address:
‒ Increased government oversight
‒ Greater emphasis on patient-centered care, accountability,
transparency and outcomes
‒ Decreased reimbursement from payers
‒ Increased competition for healthcare delivery
‒ Greater need for management and leadership skills for
physician leaders
Engaging Physician Leaders
5
Working Together to Work Wonders
• Physician leaders who take part in the academy:
‒ Gain a better understanding of their leadership and
communication styles
‒ Increase their knowledge of management practices
and the business of healthcare
‒ Develop skills for leading people and processes
‒ Build a community of practice
Academy Objectives
6
Working Together to Work Wonders
Key Components
7
Capstone Project
Internal Coaching
Didactic & Experiential
Learning
Individual Assessments
Development Plan
Working Together to Work Wonders
Individual Assessments
8
LH-STEPTM
Assess
potential for
success
EQ-i
Measures
emotional
intelligence
MBTI®
Determines
personality
type
Assessment Center
Evaluates
reactions to
work-related
scenarios
Working Together to Work Wonders
• Development plan is based on:
‒ Assessment results
‒ Simulation outcomes
‒ Personal interests
‒ Organizational needs
• Internal coach provides:
‒ Constructive and continuous feedback
‒ Advice for achieving goals
‒ Ongoing support and guidance
Development Plan and Internal Coaching
9
Working Together to Work Wonders
Didactic and Experiential Learning
10
Independent study – 2 to 5 hours Learning areas:
• Academy’s roadmap for success
• Contemporary issues in healthcare
• Management communication styles
• Employment law and employee relations
• Leading organizations
• Contemporary issues in management
• Creating the future – strategic thinking
and action
• Accounting, finance and revenue
cycle for healthcare leaders
• Change management
• Quality and performance improvement,
patient safety and accreditation
• Recruiting, hiring and onboarding
• Presentation skills
Capstone project – 10 hours
• 3 to 4 physician leaders
• Presentation to executives
Internal coaching – 10 hours
Online instruction – 6 hours
• Meeting management and team facilitation
• Diversity and inclusion
Classroom instruction – 48 hours
• UTMB administrators
• UHCL faculty
Assessment Center – 8 hours
• LH-STEPTM, EQ-i and MBTI®
• Simulations
Evid
ence-B
ased &
Pra
ctitioner-
Focused P
rogra
m
12 M
onth
s o
f D
idactic a
nd E
xperiential Learn
ing =
+
/- 8
2 H
ours
Working Together to Work Wonders
• Capstone project must:
‒ Receive executive approval
‒ Feature a team of 3 to 4 physician leaders
‒ Expand on a specific business or operational need
‒ Demonstrate analytic and interpretive skills learned
‒ Conclude with an oral presentation
Capstone Project
11
Working Together to Work Wonders
• Benefits are:
‒ Engaged, well-trained staff members
‒ Operational improvements
‒ Clinical service expansion
‒ Outcome-based business strategies
‒ Increased collaboration
‒ Improved performance
‒ Culture of learning
‒ Knowledge sharing
‒ Networking opportunities
‒ Greater career satisfaction
Organizational Impact
12
Working Together to Work Wonders
Fast Facts
13
2013 Class
Capstone Projects
• Increasing internal referrals to
specialty services by UTMB
primary care physicians
• Improving patient outcomes and
eliminating complications from
central venous catheters
• Increasing the number of employees,
dependents and retirees using UTMB
• Improving inpatient satisfaction
13 Graduates – Aug. 5, 2013
2014 Class
Capstone Projects
• Growing health care volumes and
share in a competitive market
• Improving access to and continuity
of healthcare
• Overcoming the hand hygiene gap
• Easing the relocation transition
for faculty
14 Graduates – Aug. 6, 2014
2015 Class
Capstone Projects
• Improving length of stay greater
than 10 days
• Improving patient engagement
• Optimal clinic team membership
and function
• Optimal clinic space design
15 Expected Graduates
Working Together to Work Wonders
• Outcomes of the academy include:
‒ Improved management and leadership skills
‒ Enhanced awareness of the interpersonal skills needed
to be a successful leader
‒ Increased knowledge of the business of healthcare
‒ Better understanding of how physicians are viewed by others
‒ Greater appreciation for the value and contributions of
non-physicians, clinical administrators and support staff
‒ Increased collaboration across disciplines and departments
‒ Greater organizational engagement
Academy Outcomes
14
Working Together to Work Wonders
Looking Forward
15
Create a more-interactive learning environment Didactics
Invite participants’ supervisors to serve as coaches
and introduce peer coaching
Internal Coaching
Projects to be selected by UTMB’s senior leaders
to address specific business development needs
Capstone Project
Engage in more team building activities and social
networking events
Relationship Building
Working Together to Work Wonders
• Dr. Ronald McKinley, Executive Sponsor ‒ +1 (409) 772-2636
• Dr. Ian Barrett, Lead Program Administrator
‒ +1 (409) 772-8692
• UTMB Health Physician Leadership Academy website
‒ http://hr.utmb.edu/tod/physicianleadership.aspx
For More Information
16
Working Together to Work Wonders 17
Questions?