Traction

Vision Core Values Partnership Model Value Creation Plan Roadmap System Throughput Burnout Prevention Intel Property Lean Thinking Principles Organizational Agility OKRs Project Management Change Management Principles Traction Continuous Learning Culture Business Systems Data Integration Clinical Systems Strategic Filter Prioritization Prioritization Prioritization Value BOARD EXECUTIVE DEPARTMENT REGIONAL HOSPITAL OBJECTIVES INITIATIVES ROCKS MILESTONES PROJECTS Process Policy Systems Process Policy Systems Executive Value Streams Business Development Stream Initiative Creation Stream Change Management Stream Departmental Value Streams Centralized Stream Decentralized Stream Regional Initiative Rollout Hospital 1 Hospital 2 Hospital N Hospital Value Creation Marketing Procurement Value Creation N UPSTREAM DOWNSTREAM

WHAT IS TRACTION?

Traction is a well defined methodology that is widely implemented across various businesses worldwide. With slight modification, Traction can be applied “out of the box” to initiate many organizational development mechanisms.

The best practices recommended include:

  1. Vision
  2. Core Values
  3. Core Focus
  4. Accountability Chart
  5. People
  6. Rocks
  7. Meeting Pulse (Level 10)

EOS_Model

POTENTIAL RISK

Various methodologies exist to create an organizational framework. The combination of Traction with the Consolidator Maturity Model (CMM) as well as the Consolidator Operating Framework (COF) creates a consolidator-specific Operating Platform that is designed to acquire, integrate, and improve veterinary practices for sustainable value creation.

CONNECTED PROCESSES

  • Culture/People Integration
  • HR Process/Onboarding
  • Knowledge Accumulation
  • Core Processes Implementation
  • Strategic Filter
  • Talent Acquisition
  • Pre- and Post-Acquisition Assessments
  • Training
  • Quarterly Goals/Rock Planning
  • Recruiting at the Hospital Level
  • Implementation of VCP Processes
  • Change Management

BURNOUT PREVENTION

Traction is a methodology that helps to create an environment of high accountability centered around similar Core Values. That in itself empowers the front line staff to make their own decisions and seek solutions to day-to-day issues. It plays an important role in preventing these burnout triggers: Lack of control, value conflict, and breakdown of the community.

DE-NOVO AND FRANCHISE

The unique opportunity for de-novo and franchise is to design everything at the inception phase of the organization. This will help to onboard new members of the team, hire people with the right core values, and to be methodical about growth design.At the same time, it will synchronize teams with the organization’s cadence.

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