When leaders first approach using our materials it can seem a bit daunting. Remember, "By the yard it's hard, by the inch it's a cinch." We've found that there are some ways to start that don't take much time and can help you decide where you want to go. Here are some quick instructions on how to use the many elements of Gold Standard Management:

1. Assemble a small study group of two or three leaders to explore what's here. Obviously there's some need for organization improvement or you wouldn't be reading this. Focus in on the two sections What is GSM? and Organize Renewal. These will either resonate with you or fail to excite. Don't focus on how problemed the situation you have is, but do ask the key question: Is our CEO likely to be a committed change agent? If so, proceed.
   
   
2. Run the OPRA survey. The Organization and Performance Readiness Assessment instrument is an easy to do way to determine areas of strength and weakness in current organization performance—to download go to Assess Situation. The results are quite self explanatory, but we can provide a free one hour teleconference to give you our take on what it says. Just Contact Us to set up a time.
   
   
3. Decide whether to commit your organization to organization renewal. What you need to look at is not so much the specific model of change, but whether there is enough heart and desire to do a substantial amount of work over 1-2 years of time. Everybody would like to have an Olympic Gold Medal, but few people are willing to do the work. Organization excellence isn't brought to you by Santa, it takes a lot of work by a lot of people. We're not trying to frighten you or dissuade you. But what needs to happen is to determine whether you really want to do this. About 90% or organizations will opt out somewhere in these first 3 steps. A crying shame, really, because the work is entirely doable—the missing ingredient is that many teams lack the "eye of the tiger."
   
   
4. Organize top stakeholders. See materials in Manage Results
   • Executives establish Goals and Measures
   • Form the Management Action Council (MAC). Often this evolves from the initial study group but may include others. The MAC serves as the primary project team and organizes all of the other elements. The MAC chair reports directly to the CEO/COO.
     
     
5. Review the New American Hospital Checklist. The NAH Checklist is a 50 page master spreadsheet that provides an overview of most of the events and sequences that we have developed. All of the other elements described in the checklist will be found in the site. Consider this a draft of what your change plan will look like. No doubt you will make edits and changes, but this is the battle plan that is to be reviewed next.
   
   
6. Divide change agenda among change groups. These groups focus on dealing with the support elements needed to pull off complex organization change, i.e. they keep change cooking, they drive the change. Materials will be found in the Change Manuals section of Member Downloads for each of the MAC subgroups that are organized around change objectives. If similar teams already exist in the organization they can be re-missioned for this purpose. Each group looks at the manuals and materials assigned to them. Groups to establish will be:
   • Communications Action Council (CAC)
   • Recognition Action Council (RAC)
   • Socialization Action Council (SAC)
   • Standards Action Council (STAC)
   • Training Action Council (TAC)
   • Physicians Action Council (PAC)
     
     
7. Create Key Result Area task forces. These groups are responsible for the work tasks that must be done that produce the essential elements that improve business results. There are tactical plans known as Results Toolsets provided for each group in Member Downloads:
   • High Customer Satisfaction
   • High Quality
   • Low Cost
   • Best People
     
     
8. Organize Leader Training. This is a year long management development (MD) program that brings all leaders on board with the organization development (OD) work that parallels it. The MD/OD tracks run in tandem so that leaders are coordinated across the house. See Grow Leaders.

Wow! Hope we didn't scare you with all this. Yes, it is a big project. But the results are monumental. If you think this is easy, think again. If you think it can't be done, even by the smallest and poorest of organizations, you're dead wrong. It is all doable, if you are willing to work. Please do feel free to Contact Us. We are happy to help in any way we can!