QuickStart® 2000 Group Assessment Instrument

Assumption of a new leadership position represents a period in the life of the Physician Executive that is filled with excitement, and usually accompanied by emotions ranging from moderate anxiety to outright dread.  The Physician Executive's Coach works with the Physician Executive to clarify roles, establish goals, define strengths and surface weaknesses.  The coaching process supports the Physician Executive, both initially and on an ongoing basis to build and maintain skills and confidence.

The assumption of a new leadership role inherently includes the perception of others that the new Physician Executive will enter the new work environment with an air of confidence and clarity of thought; and a presumed capacity to rapidly assess the new setting and immediately begin providing clear leadership and direction.

In fact, Physician Executives assume their leadership responsibilities under often less than ideal circumstances.  If they are new to the organization they must not only rapidly assess the internal and external environment, but also must establish themselves in the eyes of others as a leader and visionary, and immediately engender respect from the ranks of faculty and staff.  In today's environment, 'honeymoon' periods are often brief, if they exist at all.

If the appointee is an internal candidate who moved from the ranks of the faculty to a leadership role, or to a more senior leadership role in the organization, they are often presumed to already have a clear understanding of the environment and the 'players'.  This is often less true than is assumed as their view of the world, and the world's view of them, often changes dramatically when they move into their new role.  Even more difficult for the internal appointee is an ability to rapidly establish their authority in their new role and assume the persona of their new position.

In either case, the newly appointed Physician Executive must rapidly evaluate his or her newly inherited senior staff, not just as individuals but also as a team; that is, their ability and commitment to work effectively with one another and with the new Physician Executive toward common goals.

How rapidly and effectively the Physician Executive transitions into his or her new role may determine whether they succeed, or whether they are destined to struggle through a protracted period of time as they work to establish themselves as effective leaders.

The QuickStart 2000® Program is designed to accelerate this transition process.  It is intensive and requires a commitment by the newly appointed Physician Executive and those direct reports that will participate.  The process includes:

  • The facilitators spend time with the Physician Executive to establish objectives, identify issues and concerns, and set expectations.

  • Each participant completes a Birkman® questionnaire and submits it to the Facilitators for evaluation and report preparation.

  • Facilitators schedule a one-hour telephone interview with each participant in advance of the planned session to discuss the process and to surface issues and concerns that may contribute to the success of the organization.  These are distilled into a single list of issues to be covered during the QuickStart 2000® process.

  • During the first day on-site the Facilitators meet face-to-face with each participant for about one-hour to discuss his or her Birkman® results.

  • The Facilitators and the Leaders will prepare for the sessions that will follow during the morning of the second day.

  • The QuickStart® session begins on the afternoon of the second day with an all-afternoon exercise that uses the Birkman® results of the participants to map and explore the styles and preferences of all team members.  The day ends with a dinner and some 'light' exercises that promote constructive discussion.

  • The third and final day begins with comments by the Physician Executive who expresses his or her expectations for the exercises that will follow.

  • Under the Facilitators' direction, participants surface issues of concern and the resources that may be needed to achieve objectives.  They identify and prioritize action steps that can be taken to overcome obstacles and advance goals and objectives.  They propose milestones.

  • The Physician Executive may ask probing questions but generally observes the process and the interpersonal dynamics that is occurring among participants.

  • The Facilitators bring the program to closure and the Physician Executive summarizes what he or she observed and how these issues will be addressed in the immediate future.

  • The Facilitators and the Physician Executive debrief.

  • The Physician Executive follows the QuickStart® Program with one-on-one and/or small group meetings with participants where expectations are discussed and agreement is reached on a course of action.

  • The Cost of the QuickStart® Program is delivered by one or two facilitators.  For a leadership team of up to 10 members, the program involves approximately:

  • Four-six hours of planning and preparation time with the Physician Executive;

  • Two hours with each participant (one in advance to interview and one on-site to convey Birkman® results;

  • One and one-half days to complete the exercises; and,

  • Approximately two to four hours at the conclusion of the program to debrief and establish a work-plan with the Physician Executive;

Contact David J. Bachrach to further discuss how the QuickStart 2000® Leadership Integration Program can be used in your organization.

*  Developed in collaboration with Stan Goss, Principal in the Mastery Group, Houston, TX and co-facilitator of the QuickStart 2000® program.

Other Instruments:

Home / Table of Contents / Services & Instruments