John Wooden: On success

John Wooden: a consummate teacher and wonderful human being.  Thank you Coach for reminding us that true success is about each of us achieving our potential, and that our life’s path is enjoying the journey paced by the cornerstones of industriousness and enthusiasm.

Wooden's Pyramid of Success

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Pediatric polysomnography
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This is post 3 in a series highlighting my journey from physician to consultant to entrepreneur

I write this in a period of reflection — when I try to figure out what’s next for me as I reflect on my career to date.  My calling is the fixing of our broken health system.  However, as but one individual, how to do so in a way that allows me to build something of immediate value while taking care of my family is a complex challenge.  My goal is writing this is to help highlight my somewhat strange career path, as I’ve been contacted by a number of physicians at all stages of their careers.

While applying for medical school, my goal was to be a preventive medicine pediatrician: I wanted to keep kids healthy and make sure they never got sick.  This perspective, even in interviews for medical school, got me in trouble…great doctors were supposed to be tremendous diagnosticians with ability to memorize vast facts and prescription/ procedure options.  I never really understood why…for me the challenge was in understanding how to change basic behaviors early…so the bread and butter things that impacted the majority of people either occurred later or never.  I questioned the impact of the things we spent 80% of our time on…and needless to say it didn’t make me popular in an environment where people were conditioned to jump through professional hoop after professional hoop.

It all crystallized for me in a few places:

  1. I had a pediatric orthopedic surgery rotation with a bunch of “SCFE” kids.  SCFE stands for Slipped Capital Femoral Epiphysis.  Basically, these kids were so fat (and they were a bit more than “husky”, that their growth plates attaching the ball (in socket) part of the hip bone with the leg part of the hip bones cracked…and needed to be pinned to keep the kid’s leg in place.  What I saw was extraordinary technology to get the leg pinned and some followup with rehab.  What I didn’t see was any effort to get the kid’s weight under control (it is horrifying to see that a 12 year old is on the verge of type II diabetes)…although they did note they would put them on insulin if they tipped into diabetes.  I was pretty disgusted with how doctors were trained to view the world.
  2. I had a 5 yr old 110 pound girl (and no, that’s not a typo) on an ENT rotation in for a tonsillectomy to clear airway so she could breathe.  The ENT was executed beautifully.  The child’s health?  That was someone else’s concern…surgeons must move on to their next case once a patient comes off the table.  When I bothered to try and figure out in my busted Spanish what was going on, it all made sense.  The child was 110 pounds and had no teeth because her parents thought soda was better for her than water.  This was the moment I decided I didn’t want to practice in a system that defines success in a way where the patient may not have survived.
  3. I came across the book “Demanding Medical Excellence” by Michael Millensen.  This was my first concrete exposure to the inanity of a health system where better results (on a cost-plus basis) often equate to a bankrupt organization.  The need to change business models in health to reward EFFECTIVENESS vs. EXPENSIVE ACTION dawned and me…and has become the cause to which I’ve dedicated my career.

Late in my 3rd year, I decided not to apply to residency.  It came with much heartache and second-guessing at the time, but while doors closed others have opened that have led to a passionate-filled and interesting start to my career…

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Potential turning into momentum

Potential turning into momentum

This is article 1 of the Strategy for Startups series

One of the hardest transitions for startups is going from 1-2 guys killing themselves to make an idea happen, to then having a team of folks, salaries, and the beginning of a hierarchy where people get positions and titles.

The problem with startups is that founders start out with big titles– and as the organization grows, people seem to get added underneath, but its harder to add people on top. And the roles of people with those big titles really changes as a larger organization emerges from the scrappy startup.

Its not just about hiring A people…its hiring A people that have the right tools for the job they need to perform. As this is a dynamic process, one of the keys to success is understanding the jobs that need to be done and will need to get done in the next few months and putting people into roles where they can stretch to fill the task. Here are 5 tips to make that happen.

1. Clear mission focus: Everyone on the team should know what problems the company solves, and for which customers. Each person in the organization should know how their job contributes to that goal and be evaluated against metrics they control that move that goal forward.

2. Development goals: For each role, determine what skills needs and experiences are required to get the job done, both today and 12-18 months out.  Give people a snapshot of skills required, current status, and things to work on.  Then make sure you give them opportunities where they can prove themselves.  Reward those who grow into their role with a new “stretch” opportunity. Don’t allow those who can’t stretch into the new role block those underneath them.  Here’s where a lot of hires go bad…you hire an “athlete” with a nice personality.  Evaluate this person for their toolkit and the potential to stretch into the role you need filled.

3.  Accountability: Make metrics transparent and show who’s hitting targets, who’s missing them, and who’s building solid capabilities.  Celebrate the wins and get to the bottom of the losses.  Spend time to fix the holes where performance is poor.  Give both financial rewards and recognition to those who exceed targets.  Those who miss targets shouldn’t receive rewards…regardless of the reasons behind it (and there are always reasons beyond their control–if you accept them, then that excuse becomes ok and no one will take the targets seriously).

4.   Create opportunities: Encourage those who’ve met the tasks of their current role to take on new responsibilities.  Carve our development opportunities or let them drive their own.  In all cases, reward those who see opportunities and create impact that drives the mission forward.

5. Encourage curiosity: Leaps in performance come from the questioning of the status quo.  Celebrate well-executed failures (if you don’t fail often enough, you’re not trying very hard) and build upon the new learnings.  Make problem-solving non-hierarchical.  Encourage debate and the challenging of assumptions.  If you’re hiring better people than yourselves, you’ll find them constantly surprising you with new insights that can accelerate your business on the path to success.

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