Shaping the Perfect Value Analysis Team
We are now working with a new client to re-tool, re-energize and re-structure their supply value analysis program, but one of our first objectives in doing so is the shaping of their “perfect” value analysis teams.
By perfect I mean that this hospital’s reconstituted value analysis teams (surgical, clinical, and support services) will have the right people, with the right competencies, attitude, aptitude and passion to get this hard value work done. This decision won’t be left to happenstance, luck or coincidence! It requires logical methodical judgment!
As I have mentioned in previous columns and blogs, we actually have a logical methodical rating system to select our client’s value analysis team leaders and team members. We use this system instead of selecting team member candidates by their titles, influence in their organization or volunteers who just show up and say they ready to work.
For many years, I too selected value team members by a toss of the coin and yes, I had a few “super stars” that showed up for this important value work, but not enough of them to grow a team of champions. I’m sure you too are experiencing this same observable fact, which is that too many of your team members aren’t a good productive fit for your value analysis teams.
That’s why you need to fire, retire or transfer these “imperfect” members to other teams where they might be a better fit. We do this all the time with our client’s value analysis teams until we get “perfect” value analysis teams that work.
In the final analysis, if you don’t have the right people on your value analysis teams, you will never reach peak team performance. This team perfection can only be reached if you have a logical, methodical, and precise rating system to identify the right people, with the right competencies, attitude, aptitude and passion who will raise your level of team performance exponentially.
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