© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Culture and
Engagement: the New Success
Imperative Confessions of a
Recovering Skeptic…
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
My Journey… Chief Financial Officer…
…Chief People Officer
2011 - 2015
103% 114%
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Three things…
Business success today requires a strong and enduring culture to complement other differentiating factors such as product, market
position, timing, etc.
The changing workforce requires new attitudes and practices to effectively engage prospective team members.
Health Catalyst culture and team member engagement have been at least as important to our success as an organization
thus far as any other factor.
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
What is the Problem? – Waste in Health Care
The US wastes $750 Billion per year “through unneeded care, byzantine paperwork, fraud and other waste.” (IOM, 2012) To systematically reduce waste, an Electronic Medical Record (EMR) is necessary but not sufficient Once health systems have implemented an EMR, they must organize, visualize and utilize this data through a healthcare-ready data warehouse infrastructure to identify and act upon the discovered waste “As long as [healthcare] data sits in the various clinical and operational systems (silos), it is not available for analytics” (Chilmark, 2013)
Data Source: IOM 2012
$-
$100
$200
$300
$400
$500
$600
$700
$800
US Healthcare Waste by Category ($Billions)
Unnecessary Services Excess Administrative Costs
Inefficient Delivery of Care Inflated Prices
Fraud Prevention Failures
$585 Billion
Without access to clinical, administrative and financial data through a data warehouse, health systems cannot directly address $585 Billion in annual waste
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Company Overview – How we address the problem
Representative Customers
How we help our customers Founded: 2008
Employees: 400+
HQ: Salt Lake City, UT
Solution: EDW, Analytic Apps & Professional Services
Patients: 70 Million
Hospitals: 250+
Clinics 3,000+
Services Analytics Applications
Financial & Supply Chain
Sources Administrative
Sources EMR Sources Departmental Sources
Patient
Satisfaction Sources
Enterprise Data Warehouse
Clinical Workflow PHM
Financial Risk Injury Prevention
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
First thing:
Business success today requires a strong and enduring culture
to complement other differentiating factors such as product, market position, timing, etc.
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
What is your Why?
“People don't buy what you do; they buy why you do it. AAnd what you do simply
proves what you believe”
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-- Simon Sinek
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Health Catalyst Mission
Build a great firm
Be the recognized leader in data warehousing, analytics, and outcomes improvement
Transform healthcare
Is everything on my priority list each day contributing to at least one of these objectives?
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Outcomes Improvement
We measure our success in
patient lives saved or improved
by our partner organizations.
It’s why we do what we do
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential 10
…lives saved from sepsis, in…
…days.
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Smart
Cultural Attributes
Humble Hardworking
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Smart
I love to learn and I am a lifelong student
I strive to master new skills quickly with limited direction
I actively discover and pursue innovative solutions
I fail fast, recognize my mistakes and correct them quickly
Smart
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Hardworking
I make personal sacrifices, as needed, to get the job done
I pace myself to avoid burnout (this is a marathon not a sprint)
I stick to the task until the job is completed, then take on new work
I am willing to contribute more than my fair share to a project
I recognize that not every part of my job will be fun
Hardworking
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Humble I am grateful for what I have
I serve others without looking for recognition
I recognize that good ideas can come from anyone
I assume positive intent
I am open to and respond favorably to feedback and coaching
I am secure in my own abilities (humble self-confidence)
I seek to improve myself before trying to improve others
I ask for help when I need it (its ok to raise the white flag)
I am excited when others succeed and offer sincere praise
I put the success of the company above my own self-promotion
Humble
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Does Culture Drive Financial Results?
Revenue growth…
Employment growth…
Stock price growth…
Net Income growth…
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John Kotter and James Heskitt – Culture and Performance
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Second thing:
The changing workforce requires new attitudes and practices to effectively
engage prospective team members.
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
How to engage team members?
25%
30%
35%
40%
45%
50%
55%
60%
65%
70%
0
50
100
150
200
250
300
350
400
450
500
550
2011 2012 2013 2014 2015 2016
Total Team Members Millenials
26% 26% 27%
35%
39% 40%
0
50
100
150
200
250
300
350
400
450
500
550
2011 2012 2013 2014 2015 2016
Total Team Members Millenials
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© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Millennials By 2020, a full 86 million millennials will be in the workplace—representing a full 40% of the total working population.
How do Millennials say they like to work?
“It’s a priority for me to make the world a better place.”
“I want a boss to serve more as a coach or mentor.”
“I want “work-life integration,” which isn’t the same as work-life balance.”
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The Intelligence Group - 2014
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential 19
“Today’s organizations live in the Glassdoor era. Every corporate decision is
immediately publicly exposed and debated. Once-private issues are are now posted
online for every employee--and every potential employee--to read. An organizations
culture—which can be loosely defined as “the way things work around here”—is
increasingly visible for all the world to see… an organization’s culture cam become a
key competitive advantage,or its Achilles’ heel.
Culture and engagement are now business issues... and there’s no place for
organizations to hide.”
Global Human Capital Trends 2015, Deloitte University Press
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Does Engagement Drive Team Member Results?
With strong engagement, your team members are more likely to:
Stay at work late if something needs to be done after the normal workday ends…
Help someone at work even if they don’t ask for help…
Do something good for the company that is not expected of them…
Recommend that a friend or relative apply for a job at their company…
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Temkin Group 2015
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Third thing:
Health Catalyst culture and team member engagement have been at least as important to our success
as an organization thus far as any other factor.
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Team members engage each other
22 22
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Team Members Self-Motivate
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Before joining Health Catalyst, my body had been on a long slow road of neglect and degrada9on over the space of about 10 years… ...it was to the point where I could not 9e my shoes without geBng red in the face from held breath and strain…
Health Catalyst's Get Fit Stay Fit challenges have added some much-‐needed fun and accountability to the mix… at the start of the Q4 Get Fit Stay Fit challenge un9l today, it has been over a year since I made that commitment… My quality of life, or at least my enjoyment of life, has been increased exponen9ally just by doing ONE ac9ve thing per day, every single day and by making it fun…
Get Fit Stay Fit Mobile App
85% participation
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
“When your team members love what they do, so will your customers…” -Simon Sinek
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Contract Bookings and Customer Growth
0
5
10
15
20
25
30
35
40
2011 2012 2013 2014 2015 Contract Bookings Number of Customers at YE
Con
trac
t Boo
king
s, m
illio
ns
<$10 million:
>$160 million:
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what
you believe, they’ll work for you with blood and sweat and tears.”
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-- Simon Sinek
© 2015 Health Catalyst www.healthcatalyst.com Proprietary and Confidential
Three things… Business success today requires a strong and enduring culture
to complement other differentiating factors such as product, market position, timing, etc.
The changing workforce requires new attitudes and practices to effectively engage prospective team members.
Health Catalyst culture and team member engagement have been at least as important to our success as an organization thus
far as any other differentiating factor.
26
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