Please enable JavaScript.
Coggle requires JavaScript to display documents.
Innovation Theory (Peter Drucker's Theory of Innovation :pen: (Work…
Innovation Theory
Peter Drucker's Theory of Innovation :pen:
Work
requires knowledge, creativity, and persistence (Knowing when to make improvements vs disruptive innovation. New innovative projects require creativity.)
Knowing your strengths
Choosing the best innovative practice that fits the organizations need (Patient safety & quality)
Causes a change or effect
Effects the organization as well as the people working within it (Quality measurement/patient & employee satisfaction)
Specific needs to meet specific end results
Innovation a result of systematic review
CIO>management committees>multidisciplinary teams
New knowledge & technology
Changes within the Medical field
My Organizational Innovative Theory :fountain_pen:
Patient Safety
Incremental improvements vs disruptive innovation :recycle:
Patient Quality
Financial reimbursement :check:
Quality is measured
Core Vision
Promoting individual knowledge
Leadership competencies :pencil2:
Promoting innovation at every level
Values & Mission :<3:
To improve the quality of patient's stay through innovative programs designed specifically for each patient population taking also into account that safety is the main priority
Creation of the CIO (Chief Innovation Officer)
:silhouette:
Promote discovery :!!:
improvement of population health
Focus on wellness and disease prevention :smiley:
Development of innovative programs to prevent chronic diseases
CIO & CFO will develop strategies to improve -->
Employee satisfaction :tada:
Patient satisfaction :confetti_ball:
Quality improvement barriers :forbidden:
Head line several different management committees
several multi-disciplinary team members
branch into seperate management comittees :silhouettes:
Nationwide Children's Innovative Theory
:pen:
Organizational Development :checkered_flag:
Streamline communications
strategic communications
system enhancement
Change management oversight
improve overall health
:<3:
Increase organization's effectiveness
Training & development :pencil2: (Directly effects the organization)
Ambassador training program
professional, polished, & consistent employees :silhouettes:
These employees are the "face" of NCH
serve as an extension of the employment process
Leadership Academy Program (knowing the hospital's strength's)
8 competencies :check:
Ethics & Values
Strategic Direction
Leadership
Safety/Quality
Financial Performance
Research/Innovation
Relationship Management
Personal Effectiveness
Workforce Development
assess competencies
identify skills gaps
Lunch 'n' Learn education
Performance reviews :frowning_face:
Employee engagement survey :smiley:
Innovation Process
NCH vs. High Performing Organizations
Theory