The foundation of my healthcare background is public health. That’s where I started my career and I maintain a passion for addressing community health needs through my work with healthcare organizations of all types and sizes.
Rural Healthcare Challenges
Recently, some of my work has been with Federally Qualified Health Centers (FQHCs). As HealthCare.gov explains, FQHCs are: “Federally funded nonprofit health centers or clinics that serve medically underserved areas and populations.”
These service areas may range from very unpopulated and often isolated rural communities to extremely large urban environments marked by poverty and, often, crime.
Clearly the needs of these communities—and all those that fall between these extremes—are varied. FQHCs play a crucial role in meeting the needs of these communities by providing primary care, mental health services, and dental care to those who might otherwise not have access to those services.
The Impact of Culture
When I worked with the National Health Services Corps, serving on their board, I saw firsthand the challenges that healthcare organizations in underserved communities face. High turnover rates among providers was a constant issue. Many faced a virtual revolving door of providers that threatened the ability to meet patient needs and provide a high standard of care.
That’s when it hit me—stemming the tide of turnover isn’t about events, programs, or piecemeal efforts. It’s about culture—helping providers, and all staff members, connect to the organizational culture and aligning their work and their own values with that culture.
That requires strategy, intent, focus, and ongoing attention. It also requires the creation of behavior-based standards that connect back to mission and values in meaningful ways.
Living Your Stated Mission, Vision, and Values
Do your leaders and healthcare providers need to look at a plaque on the wall or the back of their name badges to recall your mission, vision, and values? Or is their work and passion integrally aligned with those values—and their own?
Many of the organizations we work with fail to effectively integrate their values into daily operations and decision-making processes. We work with these organizations to develop a strong organizational culture aligned with their mission and values—and the work of their clinicians and staff. It’s a process that involves:
- Assessing organizational competencies.
- Measuring employee engagement.
- Developing action plans based on feedback.
- Creating behavior-based standards that connect to organizational values.
- Fostering a sense of pride and purpose among staff members.
The results? Lower turnover, better patient care, and positive community change.
A Focus on the Community
Healthcare organizations have rich histories of community support and so much potential for building pride and spirit among staff by rallying them around their purpose. But it takes work and concerted effort.
Engaging staff through a connection to purpose and values can boost their commitment to your organization and its mission and vision. The end result: a values-driven culture that supports positive patient care and engagement and the community.
What kind of cultural connection do your providers and staff have? We can help you forge meaningful connections to drive real change—in your organization and the communities it serves. Learn more.
