A three hour tour: How we can survive when leadership fails us
PREFACE: Urgency is needed. What we are doing isn’t working. Despite the national attention on burnout in healthcare the numbers keep getting worse. Several recent articles suggest that last year 1 in 10 physicians considered or attempted suicide and that the burnout rate continues to climb to well over 50%.
In other words next time you are in a meeting of 20 physicians statistically 2 may be wrestling with suicide and 10+ are likely showing signs of burnout. The question is how will we respond? Will we finish the meeting and continue like there is nothing we can do or will we commit to doing something different and doing it now?
Will we continue doing the very things that contribute to burnout, maybe even do more of it faster? If it is worked so well in the past how did we get here?
It’s not just physicians; nurses, administrators, the rest of the team are likely hurting just as bad if not worse.
Hopefully we will admit that something has to change and agree that today, not tomorrow is the best day to begin that change? If not today then tomorrow as soon as the sun rises?
THE QUESTION: How do we survive even thrive when leadership fails us? It isn’t too hard to look around and find an area of our lives where leadership is failing us. It is likely that no sector is immune to a failure of leadership at some level.
A THREE HOUR TOUR
Much like Gilligan, the skipper and the party that set out on a tropical three hour tour many find ourselves feeling like we are on the shore of an uncharted desert isle. We’ve been looking on the horizon for a ship to rescue us but it appears no one is coming. Today is not a discussion about why they aren’t coming, it’s for dealing with our present situation on the tropical island and making for a better tomorrow.
So what can a 1960’s sitcom teaches about survival in our present situation?
Who would have thought that an afternoon boat ride would end up like this? No one signed up for this. All survived the storm and the remains of the boat have washed on shore. The traveling party is exhausted, thankful to be alive and determined to survive. It seems like a nice enough island but no one wants to stay here for ever.
Unfortunately or is it fortunately; there is a whole cast of others who are on the island in the same situation. They too are dealing with the realities and very likely many of the same concerns.
Looking out for #1 isn’t an option, survival depends on everyone working together. Each brings unique talents and experience to the island which must be used to advantage. Convincing each member that we are on the same island and have a common goal will help align our limited resources for the common good. Together we can create a powerful culture for positive change.
领英推荐
There will be the temptation to complain about the storm, the skipper and his navigation skills or any number of other grievances. Much better if we we can acknowledge that we need to build shelter, secure a water source and begin prioritizing next steps now while there is still daylight.
We could choose to wait for a tent to be air-dropped or we can get to work making things better with what we have. It might not be the Ritz Carlton but it will be better than taking our chances out in the elements.
Soon we begin to assess our options:
WWGD - What Would Gilligan Do? (sorry………..I tried to pass on it)
Don’t quote Gilligan but I would venture to say he would agree with the following:
We may never get off the island. That doesn’t mean we can’t spruce it up. We can have a better tomorrow. Each one of us on the island can make a difference. The sooner we start the sooner we will find something that makes things better. We can wait for leaders to do it, but they would have already sent a ship if they could…………
Certainly there are solutions coming from the mainland which is great. In the meantime we are on the island and we must work together to make positive change. Should we discover our leaders don’t want us helping each other I’m willing to ask for forgiveness when they show up.
Remember - If every system (insert “Island”) is perfectly designed to get the outcomes it gets - we can change the island.
If our island is creating burnout, let’s begin making change. We are the ones on our island and we are the ones that must take care of each other at least until a rescue ship arrives…………….
Executive Director Clinical Quality Improvement at Logan Health Medical Center
1 年It's no secret to most people who know me, that Pat Rankin has been a long time mentor for me and for many others. Keep writing Patrick, even if it helps one person to think a little harder, try something new and different. I'm sharing this one with lost of people.
Owner and President @ L2 Consulting, LLC | Healthcare Management Expert
1 年So Pat the comp for hospital admins and top jobs at health systems is now akin to a lottery ticket. Colleagues of mine in my last job at two of our competing systems were making 3x what I was making. It’s become life altering $$$$. I’d love to hear from others in their experience who ascends to those jobs. Is it someone who takes risks? Someone who attempts to balance local needs and politics vs system demands? Or is it someone who’s skilled at navigating the system’s politics and/or a loyal friend of the system’s top executives? The way comp works in our industry big and poorly managed pays A LOT better than not so big and well managed. If one ascends to one of these 7 figure jobs, it’s human nature to do whatever it takes to survive. I know several former system execs who did what they thought was right only to be tossed aside because “they were not loyal to the system.” WTH does that mean? It’s not going to improve as long as these jobs resemble members of Congress. What’s sad is the rank & file, incl many employed MD’s, sees right through this. They toil while leaders often have their fingers in the air. My comments are harsh but I guarantee you this is how clinicians and support staff feel in this climate.
Family Physician
1 年The idea of working together is excellent. I remember when you were my boss at banner health. You listened to the physicians and worked to change things that needed changing. Banner was better for having you as part of it.