Strategy and Vision in Health Care (Part 2)

In Part 1 of this series, we discussed the need to have a strong vision based on values and a core ideology. The struggle for many organizations is to identify their core values. unfortunately, many try to create values for their organization, rather than uncover the values that exist and recognize the value of each person and the values they bring to the organization. Uncovering values can be difficult and many organizations are hesitant because they are afraid they will uncover "negative" values.

Values are not "negative" or "positive", they exist and how they are translated into an experience for each person will determine the positive outcomes that organizations are seeking. For example, one fear is that there may be a pervasive value of making money. It is unlikely this is posted on a poster or plaque, but is this value "bad". The outcome of this value can be either negative or positive depending on how the individual and the organization are motivated to make money. Other values that might be attached to this value include trust, honesty, and loyalty. These values when put together can unify an organization but not negating the need to make money but begin to structure how to make money and with what values.

Once values are discovered and put together throughout the organization, individuals can begin to align and not feel alienated. There values have a place in the organization. This can begin the process of team based solutions and can be used to help bring people back to the table in conflicts.

Core ideology in a very similar way can begin to form a framework in which individuals treat each other, treat customers, find solutions, and manage conflict and performance. Every organization has stated values and ideology and real values and ideology. The best organizations are those that align them to be one. No one wants to be told what there values are, they want to connect and feel proud of the organization they are part of; they want to feel like they are part of the team.

As we worked with one organization identifying values and core ideology, the team became stronger and more productive. They felt like they had a sense of purpose and value to the organization. As we moved from forming the framework, it became easier to create a vision.

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