This week, I’ll begin to introduce concepts of organizational development in healthcare settings and in our personal lives. The term “organizational” can be used to refer to businesses and institutions or pertaining to organizing our lives. “Development”, of course, is the formulation of a plan to improve the organization in either concept.
In The NTL Handbook of Organization Development and Change (2014), author Ted Tschudy outlines the models of organizational development while Robert Marshak explains the uses of this development on ourselves. By first discussing what is working and what is not working, decisions can be made on how to change or maintain these behaviors. After data and feedback has been collected, a plan is developed and implemented. The cycle restarts and feedback is collected along the way for effectiveness. His design can be used for large institutions down to individual brands but can also be executed by ourselves as people to effectively problem solve in our everyday lives.
The idea of using organizational development on personal terms, not only as a personal brand but for assessment and betterment of an individual is a major concept. Short of physicians and practice managers, those of us who work in healthcare tend to shy away from the business operations in the practices in which we work. In having an organizational mindset, we can overcome many challenges that we face in and outside of the office. For us to do better for ourselves and others, we need to first take a look at ourselves and figure out what is working and how to change what is not.
Jobs in healthcare can be very demanding and a lot can be expected of us. Heavy schedules, irate patients and long hours can easily cause burnout but using development models like this can help us figure out what is working for us, what isn’t and how to make meaningful changes. Organization development models can also be beneficial when improving our time management. I personally can attest that this type of system works. By thinking of my time in terms of productivity, I have been able to work full time, attend school and find time to write a book. Although I did not follow the exact development structure as listed above, using a similar system can be beneficial on many levels.
Feedback is something that I either find organically or, to my discredit, ignore. A considerable part of the organizational development models is the use of feedback in the evolution of the cycle. The opinion of others is valuable in business and personal growth and matters as much, if not more so, than our own opinions. Whether in editing my book or learning new ways to improve patient care, keeping an active ear out for what others have to say is going to be hugely important going forward.
Jones, B. B. (2014). The Ntl handbook of organization development and change: principles, practices, and perspectives (2nd ed.). San Francisco: Wiley.