Management Lessons from Mayo Clinic

1、Management Lessons from Mayo Clinic Drthe Prestel BUS 550 Minder Chen May 24, 2011 Practicing destination medicine Historical Background Dr. William W. Mayo, settled in Rochester, MN, in 1863 sons, Drs. William J. Mayo and Charles Mayo, joined 1883 /1888 1893 patients came from 11 different states t

2、o receive medical care 1914 Mayo Clinic worlds first integrated private group practice was found 3 campuses: Minnesota; Arizona; Florida 1983-2003: number of physicians & scientists increased from 838 to 2,700 Number of employees increased from 6,000 to 42,000 Patient care revenue increased from $34

3、5 mill to $4 bill 2003: 500,000 patients served at 3 campuses How it works Mayo clinic is not a single-specialty boutique but rather a department store of medical care capable of addressing virtually all medical needs from cancer care to cosmetic surgery to joint replacement or organ transplantation

4、 Mission To inspire hope and contribute to health and well-being by providing the best care to every patient through integrated clinical practice, education and research. 3 Key Principles Continuing pursuit of ideal service, not profit Continuing sincere concern for the care and welfare of individua

5、l patient Continuing interest by every member of staff in professional progress Human Resources Top of talent pool: team players, commitment to high quality care and service, positive attitude, strong work ethic, understanding of cultural diversity Hiring for life: behavioral interviewing techniques

6、 extensive, expensive process Employees are salaried, no incentive payments unbinding self interest Technology / Infrastructure 1 1907 implementation of medical records and MR numbers 1914 Conveyance systems to move medical records 1928 lifts and chutes system Strategic investment of millions of dol

7、lars each year in industrial engineering Technology / Infrastructure 2 Starting in the 1990s, in 2005 EMR replaced paper charts In- and outpatient records are instantly available to Mayo caregivers via 16,000 computer terminals on site 7.5 million transactions processed between 8-9 am Around noon up

8、 to 15 million transactions Scheduling 1 Rapid growth in 1950s urged development of central appointment desk (CAD) Initial system adopted from railway company Pullman 1950s: card system 1960s: telephony system replaced card system Scheduling 2 1970s: computer technology with software ideas from Boei

9、ng and NASA to accommodate complex rules of Mayo schedulers establish time intervals between appointments and determine length of appointment types using Six Sigma and Lean net operating income increased by 40% in 3 years 85% of patients complete clinical itineraries in 5 business days Radiology dep

10、artment reduced time per appointment by average of 6 minutes Team Leadership Model Physician-led institution: clinical practice, education, research Physicians experience learning-by-doing leadership training at the clinic while practicing medicine Physician leader + administrator = marriage Adminis

11、trative partner = management coach, confidant, reality checker, implementer Balancing business-vs.-caregiving tensions Teaching for tomorrows patients its okay for highly trained providers to ask for help strong collegial attitude Destination Medicine Each year 140,000 patients travel more than 120

12、mi to receive medical care at Mayo Clinic Patients receive efficient, time-compressed care that can usually provide definite diagnosis and sometimes initial treatment including major surgery within 3 5 days Scheduling system is backbone of destination medicine Learning from Mayo 1 Customer demand is

13、 unevenly spread Customer needs are diverse Speed and accuracy are essential to performance Multiple service providers contribute to customers service experience Service chain is complex Combining talent where its needed, encourage and enable internal communication, foster organizational competence

14、Learning from Mayo 2 Molding firms resources and talents to each individual customer Practice “patience” hiring Invest in systems that help employees practice well and encourage to teach coworkers Continuously stress organizations core values Candidates for organization designs like Mayo: high relia

15、bility organizations atomic energy plants, aircraft carriers, petrochemical plants Conclusion Cutting edge advantage of Mayo TIME! Mayo clinic is constantly working on solving the customers whole problem, using technology to support values and strategy, and innovating with systems engineering However, Mayo Clinic does not work flawless 85% success in their goals How will they be affected by healthcare reform? Quiz Which of the following is NOT a success driving factor for Mayo Clinic? a)Strong organizational culture b)constant innovation c)Time efficiency d)Location of their c