Page 387 - CEO Orientation

Domain #8: Organizational Capacity: The current capacity for additional change as it
relates to the integration process – engagement vs burnout

Within this domain, participants were asked two questions:

• What worries you regarding the integration?
• How can we support you?

Unlike the other domains, this category solicited a wide range of diverse concerns (as seen in the full
report). Here are some of the key response themes:

 The risks and perceived vulnerabilities by the staff and physicians regarding how tangibly
different the cultures are across sites
 Regardless of the pace of change we cannot lose focus on our core business – patient care
 The ability to articulate and realize tangible success for our disadvantaged population
 The ability of each organization to collaborate on the best strategic directions that will benefit
all
 Maintaining focus on the local community and not devaluing the excellent work of our
professionals
 The number of projects currently underway in addition to integration work will stress the
capacity of leaders and staff
 Taking time to review the best practices of each organization and valuing their contributions
 Leadership having adequate EQ skills to manage through the change
 How to align academic vs community hospitals and honor both
 Physicians losing their autonomy and having to change their current approach to care
 Transparent and open communication from leadership
 Losing community values in a corporate bureaucracy
 Job security, pension, benefits
 Less leaders and staff doing more work when already at full capacity
 Losing our name and identity in the community – a concern consistent across all three sites

Recommendations:

Support for issues raised are noted specifically within the Communications, Leadership and the Wellness
sections of the larger report, however, there are a few additions to those recommendations for
consideration when planning for future staff and leadership capacity:

1. Recognize the need for mental health support and stress relief
2. Provide adequate coverage for those working on integration implementation planning
3. Provide leaders and managers with the skills and knowledge to manage and recognize
“burnout”
4. Make a conscious effort to support career-growth opportunities
5. Increase options for EAP services

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