In December 2014, Kevin Haeberle and Jane Groves presented a webinar on the trending topic: the shifting venues in healthcare delivery. They focused on providing insight on how organizations can plan today for tomorrow's healthcare leader in regard to this trend.

1. TRUSTED CONSULTING FOR
HEALTHCARE LEADERS
1
December 3, 2014
Jane Groves and Kevin Haeberle
Shifting Venues in Healthcare Delivery:
Planning Today for Tomorrow’s Leader

2. PRESENTERS
2
Jane Groves is an Executive Vice President of MSA Executive Search,
an INTEGRATED company. She brings over 30 years of healthcare
experience and specializes in working with board search committees
and executive teams in assessing their leadership needs, developing
competencies, and designing customized search plans. Her consulting
practice encompasses a wide range of healthcare organizations across
the nation, including large integrated systems, community hospitals,
medical group practices, faith-based health systems and hospitals, and
academic medical centers.
Kevin Haeberle is a Senior Vice President & Senior Advisor in the HR
Consulting practice of INTEGRATED Healthcare Strategies. With over
25 years of experience as a consultant, an attorney, and a healthcare
administrator, Kevin is a nationally recognized expert in human
resources. He brings a unique expertise to the consulting partnerships
he has developed with healthcare organizations nationwide.

3. 3
THE FACTS

4. 4
FACT 1:
THE INDUSTRY IS
CHANGING

5. WE CAN IDENTIFY TRENDS
5
• Declining Payments & Increasing Risk
• Increasing Consumerism in Healthcare
• Slow Transition to Population Health
Management
• Shifting Venues of Healthcare Delivery
– These venue shifts have created a new model for
healthcare delivery…

6. 6
FACT 2:
A NEW MODEL IS
EMERGING

7. THE NEW MODEL:
STATISTICS
7
• Boomers will gain Board
positions that were once
dominated by Traditionalists
• Gen X and Millennial (Gen Y)
leaders will succeed retiring
Boomers
• Gen Y will go from 25% to
50% of the workforce
• Boomers will fall from 38% to
17%
• Gen X will remain at 32%

8. THE NEW MODEL:
VENUES
8
P R E S E N T V E N U E S
• Hospitals
• Outpatient Clinics
• Ambulatory Surgery Centers
• Home Care
N E W V E N U E S
• ACOs
• Patient Centered Medical Home
• Retail Pharmacy and Drugstore
• Telehealth/Internet
• Airports
• Mall Kiosk
• International Sites (Medical
Tourism)
• Schools and Universities

9. 9
FACT 3:
TRADITIONAL HEALTHCARE
LEADERS WILL SOON
BECOME EXTINCT

10. 10
WHAT WILL HEALTHCARE
LEADERSHIP LOOK LIKE IN
THE FUTURE?

11. 11
THREE DIMENSIONS
FOR DISCUSSION
Education/Background
Professional Experience
Leadership Style

12. EDUCATION/BACKGROUND
12
• In two to four years the workforce will
fundamentally shift due to retirement of
Boomers
• The dramatic generational shift in the
workforce will result in significantly different
leaders
The changing nature of healthcare requires a
NEW healthcare leader

13. EDUCATION/BACKGROUND
13
The changing nature of healthcare requires an
evolved leader
• Boomers won’t be fully retired as a generation
until the mid 2030’s
• The gradual generational shift in the workforce
will create different leaders based on
traditional traits
• MHA and MBA programs are still robust and
competitive

14. PROFESSIONAL EXPERIENCE
NEW
14
• Millennial physicians expect to be directly employed and
many look to non-traditional career paths
• Boomers are rapidly retiring and the depleted workforce will
create a cliff on the need for new leaders
– There are not enough Gen X’ers to fill the managerial and leadership
positions vacated by the Boomers. Organizations will need to fill these
roles with Gen Y. These promotions into leadership positions will leave less
Gen Y in traditional staff and service positions.
• Leaders will have experience background beyond healthcare,
including:
• Business Leaders
• Insurance Executives
• Marketing and Network Executives

15. PROFESSIONAL EXPERIENCE
EVOLVED
15
• The war for physician executive talent
continues due to limited supply
• Boomers account for at least 50% of Senior
Healthcare teams
• Board Search Committees and hiring
executives start a search with an appetite for
“out-of-the-box” experience…but usually don’t
end up there

16. LEADERSHIP STYLE | NEW
16
• Develop workforce culture – deliberate culture
development through leadership
• Executive Coaching becomes the standard
• Recognize each community and organization
is on the same path – just different pace
• Enhance succession plans to include the new
leader profile
• Managing and leading remote staff will be the
new norm

17. LEADERSHIP STYLE | EVOLVED
17
• Personality based leadership establishes
culture
• Executive Coaching still limited when selecting
new leaders
• Fundamental change is difficult – Establish a
structured change management process to
develop awareness, acceptance and
excellence
• Boomers reluctance to manage remote staff
and lack of best practices

18. CONTRASTS
18
Kevin Haeberle
“A Dramatic Shift”
• Adaptive
• Flexible
• Synthesized
• Outsider
Jane Groves
“A Solid Core”
• Evolved
• Managed
• Strategic
• Relevant

19. 19
Q&A Discussion

20. 20
For consideration
• How has the ACA
impacted your org’s
care delivery?
• How would your
culture respond to
revolutionary shifts
vs. evolutionary?
• How much risk is
your board likely to
take to move ahead?

21. 21
For more than 30 years, INTEGRATED Healthcare Strategies has
provided consulting services to healthcare leaders across the
industry. Our dedicated consultants and nationally recognized
thought-leadership help organizations achieve their business
goals by identifying and implementing people-based solutions
that attract and retain the best talent while measuring and
maximizing both human and organizational performance. With
creative, collaborative solutions, INTEGRATED offers the
knowledge, guidance, and insight needed for organizations to
not only survive the changing healthcare environment, but to
succeed in a world of reform. Exclusive to Healthcare, Dedicated
to Peoplesm.