Building a Corporate University in a Healthcare Setting

Establishing a corporate university can be transformative for healthcare organizations. Beyond clinical training, it can help develop professional and leadership skills for administrative and physician leaders, creating a culture of excellence and empowering leaders to drive positive change. At Ochsner Health System and Tufts Medicine, I have previously developed and implemented the 5D framework—Diagnose, Design, Develop, Deliver, and Debrief— which provides a robust roadmap for creating a healthcare-focused corporate university that addresses both technical and soft skills. Here’s a closer look at how each step applies, with a special focus on professional and leadership development.

1. Diagnose

The Diagnose phase is foundational for setting goals and objectives based on the unique needs of the organization. For hospital administrative and physician leaders, this step involves assessing the critical skills they need to navigate complex healthcare challenges effectively. Beyond clinical expertise, physician leaders often need skills in communication, change management, and strategic decision-making, while hospital administrators may benefit from enhanced competencies in finance, human resources, and operations management.

Conducting a skills gap analysis can identify key areas where leaders may need development. For instance, if an organization is transitioning to a new care delivery model, both administrative and physician leaders may need training on leading through change, fostering interdepartmental collaboration, and managing cross-functional teams. This insight will guide the corporate university's program priorities, ensuring that the training is aligned with both organizational strategy and leadership growth.

2. Design

In the Design phase, structure the corporate university’s curriculum to address identified needs, especially in leadership skills development. Design learning pathways that not only support clinical and regulatory knowledge but also target the unique responsibilities of healthcare leaders. Courses on communication, emotional intelligence, conflict resolution, and team dynamics are essential for fostering strong leadership in both administrative and physician roles.

For leadership development, consider implementing programs like:

• Executive Leadership Development Programs: Designed for C-suite and senior leaders, these programs can cover advanced topics such as strategic planning, healthcare finance, and organizational culture.
• Physician Leadership Tracks: These can focus on managing multidisciplinary teams, navigating healthcare regulations, understanding the business side of healthcare, and influencing hospital policies.
• Mentorship Programs: Pairing emerging leaders with seasoned executives can enhance experiential learning and foster collaboration across departments.

Include opportunities for leaders to engage in role-playing exercises, simulations, and case studies that reflect real-world challenges, such as managing a sudden patient surge or navigating regulatory changes. This blend of practical, scenario-based training alongside formal learning ensures that leaders build the skills they need to handle their day-to-day responsibilities with confidence.

3. Develop

Developing the content for a corporate university requires collaboration with subject matter experts (SMEs) who bring both clinical and leadership expertise. I would call this the "faculty of the university." For leadership development in particular, leverage SMEs such as senior hospital administrators, physician leaders, and outside consultants to create specialized content on healthcare management principles and effective leadership behaviors.

Create a blend of eLearning modules, in-person workshops, and interactive sessions that cater to different learning styles. For administrative and physician leaders, consider developing competency-based modules in areas like:

• Healthcare Financial Management: Covering budgeting, cost control, and revenue cycle management for leaders to make financially informed decisions.
• Regulatory Compliance and Risk Management: Training on the latest standards from bodies like the Joint Commission to ensure leaders understand and prioritize compliance.
• Change Management: Practical training on managing organizational change, especially relevant as healthcare organizations adopt new technologies or care models.

Leadership modules can include 360-degree assessments and talent or personality assessments, like the Clifton Strengths Finder for individuals and teams and the Myers-Briggs Type Indicator (MBTI) or DiSC, which allow leaders to reflect on their strengths and identify areas for personal growth. Building in self-reflection exercises like these encourages leaders to take ownership of their development, resulting in deeper, more impactful learning.

4. Deliver

In the Deliver phase, the training programs are launched and made available to hospital administrative leaders and physician leaders in flexible formats that accommodate their demanding schedules. Given the high time constraints in healthcare, blended learning models are ideal for delivering leadership content—combining self-paced online modules with scheduled in-person or virtual workshops.

Leadership courses for administrative and physician leaders could include:

• Executive Coaching Sessions: These personalized sessions provide leaders with targeted guidance from experienced mentors.
• Interactive Workshops and Leadership Retreats: On topics like communication, resilience, and collaborative problem-solving, where leaders can practice skills and network with peers.
• Peer Group Learning: Setting up peer cohorts encourages leaders to learn from one another, share challenges, and discuss best practices in a structured environment.

Regular access to on-demand content and recorded sessions can help busy leaders integrate learning into their schedules. Ensure that an LMS tracks participation and progress, making it easier for leaders to stay on track and for administrators to measure the overall impact of these training programs.

5. Debrief

Debrief is the critical evaluation phase. It is essential to gather feedback from administrative and physician leaders to assess the effectiveness of the leadership programs. Surveys, focus groups, and structured interviews can provide insight into the real-world impact of the training, from increased confidence in managing teams to improved departmental efficiency and morale.

In healthcare settings, where quality and patient outcomes are closely linked to leadership effectiveness, measure outcomes beyond self-reported feedback. For instance:

• Track metrics like employee engagement, patient satisfaction, and retention rates in departments led by trained leaders.
• Gathering a net promoter score for each class offering is essential.
• Assess whether trained leaders report feeling more prepared to handle difficult conversations, manage conflicts, and lead teams through organizational changes.

The Debrief phase allows the corporate university to remain dynamic, with continuous improvement driven by data. By revisiting the learning design based on feedback, the university can keep pace with the ever-evolving healthcare landscape, ensuring that leaders are well-equipped to address current and future challenges.

Conclusion

Creating a corporate university for healthcare professionals using the 5D framework I've developed allows healthcare organizations to build robust leadership and professional skills for hospital administrative leaders and physician leaders. Through the Diagnose, Design, Develop, Deliver, and Debrief phases, healthcare organizations can foster a culture of continuous learning and leadership excellence that ultimately translates to improved patient care and operational efficiency. By investing in a corporate university tailored to healthcare’s unique demands, organizations can reduce turnover, build an internal succession plan, and empower their leaders to thrive in the complex and high-stakes healthcare environment.

(If you would like to learn more about Creating a Corporate University, please direct message me.)