Doctors preparing their replacements

A few days ago Kimberly Dozier’s story shared her story of survival from a car bombing in Iraq on Memorial Day 2006 on National Public Radio. I wondered if she new about the concept of Induction.

What caught my attention was the part of her story regarding the interest her doctors had when after her full recovery she returned to see them. She shared that since medical treatment in Iraq is administered in different stages, the doctors are not always able to receive feedback on whether they were a success. From what I understand from her interview it appears that there is a fast turnover with medical doctors in Iraq and they sought to identify and record the proper procedures to share with the "newbies" in the field. Perhaps it would be better I share an email I received from Kimberly describing her situation.

Kimberly writes, “...it's not so much an attrition rate I was aware of, but the year-in-year-out turnover of doctors just like all the other troops. One set rotates in, gains expertise, then has a short overlap with the new set of about a month, and rotates out. The new guys have to start from scratch, relying on what they learned in the few weeks of exchange. That's one of the reasons my trauma docs said they need a database that everyone can refer to, so the newly acquired knowledge isn't lost.” Kimberly’s story is unique in that a doctor’s Induction system is essential in saving lives.

I replied to her email, “Would you believe that a similar situation exists with teachers, department chairs, office managers, and administrators in our schools? The problem is similar with the Doctors in that since the routines and procedures of the work are people driven as soon as someone leaves that position the organization drops back down to a point of zero. The doctor database might just be a possible solution. In our schools identifying and developing a written plan facilitates the move away from being people centered. If the work has value then by all means it should stay with the organization just as the doctors look to develop a process that retains the most effective medical routines and procedures available.”

What processes exist to prepare your replacement?

Additional information on preparing your replacement is available as an HRD Podcast. Search for “Induction Air #2” and “Induction Planning”

Exceeding Expectations

Have you ever found yourself glued to ABC’s Extreme Makeover: Home Edition? While most of the show is considered a glorified commercial for Sears, Pier One, and many other name brands there is something interesting that happens during the first 10 minutes and the last 15.

If you never watched before, the show is focused around a Design Team that facilitates and participates in the remodeling of a home for a needy family—with a completed project deadline in 7 days. During the first 10 minutes the Design Team reviews the family’s submission tape and assesses the housing needs by interviewing each family member of his/her current living situation. After listening to the family, the Design Team collaborates on their vision of the house and they begin to talk about the barriers, dreams and passion that each family member shared with them. The bulk of the show is a fast-paced timeline of Days 2 through 6 of the builders, interior designers, landscapers, woodworkers, electricians and hundreds of volunteers who work together to complete the job.

What strikes my interest in the show is always found in the last 15 minutes. It seems that regardless of the housing needs the outcome always exceeds the expectations of the homeowners. Why? Is the key to success the interview process that identifies the needs of family? What made the interview valuable to the process? What fostered the development of the collective conscience of the hundreds of volunteers? Why is it even important to study the process that led to the results when the outcome exceeded the expectations? Isn't that enough?