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Taming Chaotic Project Management - Establish your organization current and desired need of Healthcare IT

Author: Elyse, PMP, CPHIMS
July 13, 2009

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Let's take a little more strategic view of our taming our Chaotic Project Management culture. We are going to have to start early on this item, as it will take effort before it achieves efficacy. It is not as simple as laying out a prioritization mechanism and just having it adopted.

First, it is a good idea to get an understanding of the organizations current practices of using it, and the desired practices. Let us examin how to assess our practices within hospitals and care delivery organizations, using Healthcare IT Strategic Impact Grid as a categorization tool.

Healthcare IT Strategic Impact Grid

Now, our first step will be to gain the executive suites agreement to proceed. For the first wave make a point to have a sit down discussion with each executive. Discuss their current concerns with IT, and how they see it in the future. The purpose of this conversation is to gain an understanding of how the executive views and wants to use it. Afterwards, look for agreement to expand this discussion with their leadership team.

For the executive's leadership's team, begin with a survey. After the leadership team completes the survey have a focus group to discuss the findings. The IS leader needs to listen and understand the leadership perception and desires. Afterwards, present the findings to your c-suite colleagues, with an action plan.

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1 Comments to “Taming Chaotic Project Management - Establish your organization current and desired need of Healthcare IT”

On July 14, 2009 3:27 AM, business shared

In order to do a good job of development planning, the following critical things must be in place:

  • Managers and employees must clearly understand what skills are needed to succeed in a role

  • Managers and employees must understand what development opportunities and activities are a good fit to develop these skills

  • The organization must have a career map for all major jobs

  • The organization must provide career coaching and job coaching for managers and employees

  • The organization must invest in training and development

  • The organization must provide an open and transparent process for discussing the skills and capabilities of people

  • The organization must have a way of evaluating people’s current skill levels

  • The organization must have some set of competency models for many roles and jobs

  • The organization’s leadership must support and sponsor positive development of its people and talent mobility.



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