Historically our department, in a large academic medical center, had relatively little physician leadership and clinical operations were controlled by non-physician administrators and managers.\u00a0 As new, eager physician leaders have joined our program to effect change, there is tension in clarity of roles.\u00a0 Would love to have input on methods to support effective, positive, nimble, collaborative physician-administrator dyad leadership to support high quality, patient centered care.\u00a0 Am looking for concrete evidence-based methods that have demonstrated success at other large medical centers (beyond “encourage everyone to get along with each other” and “go on a retreat!”)\u00a0 What are best methods to move away from separate organizational structures where one side is administrators\/managers and the other side is physicians?\u00a0 Our \u201cfunctional\u201d organizational structure has led to the two groups having challenges implementing rapid change.\u00a0 It is not clear when there are disagreements who has the final authority to make decisions.\u00a0 The leadership structure and roles are not completely clear.\u00a0 Big decisions seem to pile up at the top and the two groups can tend to maximize their own goals rather than that of the total organization.<\/p>\n","protected":false},"excerpt":{"rendered":"
Wanted: Roadmap for Effective Dyad Leadership<\/p>\n","protected":false},"author":12215,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","categories":[],"class_list":["post-698","hck-submission","type-hck-submission","status-publish","hentry"],"connected_submission_link":"https:\/\/d3.harvard.edu\/platform-mhcdsolutions\/conversation\/mhcd-solutions\/","yoast_head":"\n