Philips Blue Jay Consulting provided an interim director who identified gaps in accountability and disparity of leadership skills. The consultant modeled consistent, clear, and effective communication and an organized approach to process change.
Shared governance was implemented to define responsibilities and the team was reorganized to improve communication, role clarification, and accountability. This provided a clear expectation of duties and responsibilities for daily operations. Corrective action processes were implemented and accountability was emphasized to sustain the agreed process improvement changes.
Monthly staff meetings and shift huddles were implemented to share compliance information, data on process improvements, wins and team celebrations, and other information to keep the staff informed. Recruitment and retention of staff was a priority, team interviewing was used to select new team members, and preceptor-based orientation supported a consistent onboarding process. These changes were well-received by the staff.