Healthcare Accountability vs. Healthcare Incentives | ShawnWhatley.com.
This is my latest post from the other site. I’d love it if you signed up over there and let me know what you think!
Cheers
Shawn
Healthcare Accountability vs. Healthcare Incentives | ShawnWhatley.com.
This is my latest post from the other site. I’d love it if you signed up over there and let me know what you think!
Cheers
Shawn
How Docs Defend Putting Off Seeing Patients | shawns blog.
Hello subscribers to STOPPatientWaiting.com!
I sure appreciate you showing your support for patient process and experience by subscribing to this site! We’ve caught the attention of opinion leaders and interest continues especially around specific things like ED scheduling and management.
While I’d like to think that there’s nothing more important in the world than this topic, I’ve been told this is actually quite a narrow discussion.
I know, “Duh!”
So, I started a new site. I called it shawn’s blog, and would LOVE it if you signed up. (You can cancel anytime.)
I hope to broaden our discussion a bit, and find out what you want to talk about. So, share lots of comments!
Looking forward to hearing what you think.
Thanks again,
Shawn
In Calgary yesterday, many conference participants wore ‘I Love Medicare’ pins.
Nietzsche might ask
Do you love medicare because patients benefit, or do you love medicare because you benefit?
Do you love ‘free care’ more than patient care?
People can care more about the idea of universal health care than they do about the care patients receive.
They deny data showing
long waits
poor patient outcomes
lack of access
lack of coordination
high cost
inefficiency
lack of control
provider frustration
Their solutions focus on
more control
more funding
more rationing
more cuts to salaries > 100k
more patient education to divert access
They would rather fight for a failed system than fight for improved patient care.
n. An arrogant, stubborn assertion of opinion or belief
dog-ma-tism n.
1. positiveness in assertion of opinion especially when unwarranted or arrogant
2. a viewpoint or system of ideas based on insufficiently examined premises
Medicare dogmatism will guarantee mediocrity at best. We need a system that:
puts patients’ needs first
makes patient experience central to funding
gives patients great access
offers patient choice
guarantees quality care (Quality should be a given)
demonstrates business excellence
attracts the best leaders
rewards great outcomes; not mediocrity
aligns incentives for every provider
rewards grass-roots provider innovation
gives control to health-care experts
This can happen in a publicly funded system, but it will never happen if people resist change.
We need to stop thinking that health-care is so special, complicated and unchangeable.
Do we love medicare more than patient care? Can we have an adult conversation about change? I’d love to hear what you think! Please share a comment.
RSA Animate – Drive « RSA Comment..
Check out this video. Whether you agree with it or not, I suspect it will stimulate discussion with your colleagues.
How do you foster purpose in your organization? I’d love to hear what you think: just click Leave a Reply or # of Replies below.
Tell someone complaining of chest and upper abdominal pain: “It’s just gas.”
Tell someone feeling short of breath: “It’s just anxiety.”
Dismiss workplace conflict with: “It’s just a personality conflict.”
Carl Jung first wrote about personalities and conflicting opposite types. The famous Myers-Brigg’s personality test uses pairs of opposites:
Extroversion/Introversion,
Sensing/Intuition,
Thinking/Feeling,
Perceiving/Judging.
But the concept of conflict gets twisted to explain all persistent conflict between two people. Why do we think personality conflict can explain so much?
Did Churchill and Hitler have a personality conflict?
Are personality conflicts holding back world peace?
Dr. Russel Watson says personality conflicts are not the true source of conflict in the work place. He describes personality:
“The word itself is complex…unique constellation of one’s consistent behavioural tendencies…Terms used instead of ‘personality’ include: type; behavioural style; preferences; traits; and temperament, among others…closely describe work behaviours…how one does their job, or goes about their normal day-to-day activities.”
Instead of personality conflicts, Watson suggests that we fight over value conflicts: differences in ideology.
“While behavioural style describes how one does their job, Values illuminate why one does their job, ie, their wins, drives, and rushes as they perform their duties.”
Lencioni tells us to ‘mine for ideological conflict‘ in his book, “Death by Meeting”. He says we need to debate how our ideas differ or meetings are a waste of time.
Wrestling with conflicting ideas and values seems odd to a post-modern leader. Post-moderns put weight on opinion, context and environment; everyone’s opinions are equally valid; you just have to be tolerant and get along. We’ll dig into this in another post.
Do you find yourself relying on ‘personality conflict’ to explain difference of opinion? Are you avoiding the hard work of digging into the real issues? I’d love to hear what you think by clicking Leave a Reply or # of Replies below. Thanks!
Unions helped improve working conditions in the mid-19th century industrial revolution. But what have they done for PATIENTS lately?
Unions did great things for manufacturing, but have they done ANYTHING to improve service?
In a publicly funded healthcare system, does it make ANY sense to have unions? Don’t government jobs already have good salaries and benefits?
Have unions improved anything for patients?
Have they increased efficiency?
Customer service?
Quality?
Innovation?
Choice?
Do unions improve anything other than salaries and benefits for their MEMBERS? Are unions all about protecting seniority instead of promoting skill? Are all unions the same, or do some care about something other than themselves?
Jeffrey Simpson writes in ‘Chronic Condition‘, that governments can’t “…break union rules that make surgeries happen to fit the convenience of providers instead of patients…” (p. 41).
In a world of evidence-based decision making, is there any proof that unions add value for patients?
Unions drive up wages and create MANY extra layers of bureaucracy in hospitals just to manage union issues. A platoon of nurse leadership and human resources staff spend hours managing unions. Not employees . . . unions. Would the public support the extra costs of dealing with unions?
Increased wages, increased hospital costs, patient access decreased…
We need reform based on patient need.
We need to measure outcomes and hold unions accountable. We need to look at the total cost of unions to healthcare and have them find efficiencies. We need to examine the impact unions have on patient mortality and morbidity due to unions refusing care unless wages go up or work effort goes down.
Unions exist for themselves. Unions do not exist for patients. This has to change.
Should we empower hospitals to get rid of unions or expand them? Do you have evidence showing that unions benefit patient access to care, quality, and customer service? Please leave a comment by clicking Leave a Reply or # of Replies below. Thank you!
Innovations at Newmarket hospital earn visit from Ontario health minister | CTV Barrie News.
What a difference 5 years can make! The whole team can be proud.
Thank you, Minister Matthews for dropping by!
Nurses and doctors think patients belong in buckets.
Not literal buckets; buckets of care: primary care bucket, emergency medicine bucket, inpatient bucket…
How do we know providers believe in a bucket concept of care?
They tell patients they’re in the wrong bucket!
They tell patients to get out of the bucket!
They tell patients to go to a different bucket next time they need care.
Hilton hotels suggests staff should be empowered to handle ANY issue that arises for guests during their stay.
What happens in healthcare?
Sorry, ma’am. You’ll have to go somewhere else for that.
Sorry, sir. I don’t have time to discuss that with you. The ED isn’t the place for that kind of problem.
Subtitle: And don’t come back next time!
Patients should seek care where THEY choose. How they choose and how we can help them make a great choice will be discussed in another post. For now, once patients present with a concern – no matter where they present – we should be prepared to help to whatever extent we can. Sending them away with a dismissive, “This isn’t an emergency” is unacceptable.
The funnel starts where patients choose to access care. The funnel continues to more and more specialized care until patients get what they need.
With bucket-thinking, we expect patients to make their own clinical judgment. Then, we berate them for poor clinical judgment:
“Why didn’t you go see the family-doc/walk-in-clinic/anywhere-else?”
But without clear, available access, patients are forced to attend the ED. EDs refer patients to their family docs for follow-up far more than family doctors refer to the ED. Referral patterns have reversed. We could make the ED a referral only facility like an ICU – no entry without a referral letter. Family Docs and clinics would need advanced access, longer office hours, basic resuscitation equipment…
System issues force patients to seek care wherever they can get it. It’s our job to help them when they get there; not send them away.
What do you think? Would you want your family to be sent away from the ED? Is that safe? Is it good customer service? Click Leave a Reply or # of Replies below.
ED visits are growing.
ED costs are growing.
If the ED was a bakery, we could send customers away at the front door when the pastries were gone. Some still suggest this dangerous practice. Here are 5 better ideas that will work.
1. Increase access to imaging and labs. A patient can’t wait weeks to find out whether the lump in her breast is a cancer or headache is a tumour. Patients come to the ED even though they’d often rather go anywhere else.
2. Provide clinics for ‘in-between’ patients (CTAS 3). On a scale of 1 to 5, CTAS 3 patients aren’t dying but have more than a sunburn. These patients needs tones of care and investigations. A few are acutely ill, but most suffer from chronic issues. Either give them direct access to clinics, or let emergency physicians send patients directly to specialty clinics (same day appointments).
3. Get admitted patients out of the ED. Admitted patients get horrible care in the ED and cost the most, by a very wide margin. ED care costs more than ward care. Get admitted patients were they can get the care they need: up to the wards!
4. Don’t transfer dying patients to the ED who never wanted to come to the hospital in the first place (signed advanced directive).
5. Close EDs. In Canada, we close rural EDs and refuse to expand the size or number of EDs to keep pace with population. It’s a terrible option for customer service, but it does save money.
What do you think? Click Leave a Reply or # Replies below.
Have you ever noticed that some things everyone seems to know and believe, end up being false all along?
“If the ED only saw ‘true-emergencies’, ED crowding and costs would improve.”
“Many patients don’t need to be in the ED. We would save money by sending them somewhere else.”
The dream of High-Acuity, ‘true-emergency’ EDs assumes:
1. It’s possible to educate patients to go elsewhere.
2. Patients have somewhere else to get care.
3. Staff can safely tell who is a ‘true-emergency’ and send all others elsewhere.
4. Low-acuity patients crowd the ED and shouldn’t be there.
5. We can save money by decreasing low acuity ED visits.
This is nonsense. Here’s why.
1. Patients attend the ED for access, not because they are stupid. Most patients don’t need education.
2. Patients come to harm if sent elsewhere. (JAMA)
3. Low-acuity patients do NOT crowd the ED. They cycle through quickly. Sick, admitted patients crowd the ED.
4. Marginal costs for minor patient complaints are minuscule: pennies compared to the cost of keeping the ED open.
One more point:
‘True-emergencies’ don’t trickle in one at a time. ‘True-emergencies’ often present in batches. In larger EDs, three critically ill patients often present at the same time, and most providers can recall a time when 4 critically ill patients showed up within minutes. Each critically ill patient requires up to 4 nurses, a physician, a respiratory technician, and more.
Efficiency: What kills it, and what can we do?
Why do governments close low-volume EDs even if they have money to keep them open?
Small EDs often have many hours when they see very few patients. An acute care resource running at anything less than full capacity wastes money. Idleness equals waste; it kills efficiency.
Has anyone solved this in healthcare?
Consider a trauma room: most hospitals keep one or more operating rooms open (staffed), at great cost, in case trauma or emergency surgeries come in. Idle trauma rooms cost a ton of money. Hospitals often recover some cost by managing non-emergent cases, especially if the team has already been called in and a suitable admitted patient awaits surgery.
Hospitals eliminate idleness to increase efficiency. Hospitals recover cost and gain efficiency by using the trauma room for less urgent, non-trauma patients!
Even IF there was a way to figure out which patients were ‘true emergencies’, EDs large enough to manage all the ‘true emergencies’ in a community would stand idle much of the time at HUGE cost. EDs recover cost and gain efficiency by seeing less-acute patients!
How do you approach efficiency in your ED? How would you deal with ED idleness if you could identify and safely send away all the non-true-emergencies?
In another post we’ll discuss safe ways to meaningfully reduce demand on EDs. Please leave a comment by clicking Leave a Reply or # Replies.