“Historically, many physicians — even though they didn’t realize or believe they were doing this — acted as though they were trying to maintain the status quo… To get from where we are today to realizing the triple aim, an organization must have a culture of change.”
- John Chessare, MD, President and CEO, GBMC HealthCare System, Greater Baltimore Medical Center
Culture is a key driver of
innovation and creativity
Think about a time when something made you uncomfortable in your institution or medical school — a time when there was a disconnect between the way you believed something should happen and the way it played out due to culture or policy. Use this as a frame for the rest of these questions.
What if there was as much intentionality around culture as there is around organizational layout and payment structures?
Based on what your organization celebrates and highlights, what does your local culture actually value?
What behaviors in your group illustrate an aspect of your organizational culture?
How do you contribute to these behaviors and values?
How do you cut against them?
What do you bring to your institution’s culture?
What kind of impact do you want to have?
Did anything interesting come up?
Let’s prime it.
QUESTION 1 of 2
What is one aspect of your organization’s culture that could be defined, measured, tracked, and intervened upon.
QUESTION 2 of 2
Brainstorm one thing you could start, stop, and continue doing to influence this aspect of your culture.
A. I will start
B. I will stop
C. I will continue
Complete!
MY ACTION PLAN
An aspect of my organization’s culture that can be defined, measured, tracked, and intervened upon is:
(filled in from above)
To influence this aspect of my culture,
I will stop: filled in from above
I will start: filled in from above
I will continue: filled in from above