For this reason, each Sprint team comes
with four trainers who bring physicians
and other practitioners up to speed.
In many cases, management failed to
design the clinic’s workflow to take
advantage of the capabilities of the EHR.
About 30 percent of a Sprint team’s job
is to build things that the clinic’s current
records system doesn’t do. These can
include making up a flow sheet or a new
kind of synopsis report—anything that
a physician needs for their specialty but
for one reason or another never got. The
team generally delivers these projects
a day or two aer a physician asks for
them. “People feel like, at the end of
those two weeks, someone cares,” says
Lin.
The Sprint team also inculcates better
habits of communication among
members of clinical teams. For instance,
they introduce the practice of holding
team huddles every day. “People get this
sort of empowered feeling of like, now
that you’ve le, we can carry on the work
because you’ve shown us a better way of
working,” says Lin. “That’s the surprising
finding out of Sprint.”
Colorado Health assembled its first
Sprint team by borrowing from its
existing sta. Early on, executives
considered disbanding the team, but
its reputation had already spread to
department heads, who were eager
to know when they would be seeing a
Sprint team in their clinic. Two years
aer the experiment was started,
Colorado Health put together a second
team. The SWAT-team approach has
its drawbacks. It takes resources and
suers from a lack of scalability. Even
with two teams and a rapid-fire ethos, it
will take 10 years for Colorado Health’s
two teams to work through 400 clinics.
An alternative, says Lin, is to be strategic
about which pain points to target. If
an organization can’t aord to create a
SWAT team of 11 people for two-week
stints, it may be possible to construct
a team of, say, three people who can
accomplish half as much. “If the New
York Times publishes a béarnaise sauce
recipe that’s not in your fridge, you
have to work with what you’ve got,”
says Lin. “Can I get to 80 percent of
the deliciousness using what I already
have?”
Other health care organizations have
used up-front training to achieve
better physician satisfaction.
NorthShore University HealthSystem
created an onboarding program for
physicians that called for four to six
hours of training on their Epic EHR
systems. Within two weeks, physicians
also completed three full days of one-
on-one training by clinical trainers
with backgrounds primarily in nursing.
The amount of required training time
is adjusted if physicians can show
proficiency with an EHR and completed
their residency in an environment that
uses Epic. Training time can also be
extended as needed.
NorthShore’s clinical trainers typically
meet recently hired physicians at the
physician’s oice one hour prior to the
first scheduled patient. The trainers
get the physicians set up in the system
and answer questions. Trainers stay
the entire day to provide one-on-one
support. This process is repeated on
the second day. The trainer returns the
following week to ensure that there are
no remaining concerns about how to
use the EHR.
Greater Hudson Valley Health System,
a community hospital, got good results
by enlisting physicians to help them
prioritize development tasks. This
allowed them to reduce the time to
implement changes requested by
physicians to within two days. Greater
Hudson Valley also established a
governance process that gave the
organization some nimbleness in
responding to health crises, such as a
measles outbreak in 2018. This idea was
to allow for changes in workflows in
response to a crisis without introducing
confusion. Their solution was to have
analysts meet regularly with clinicians
to determine the top five issues
they want action on. The hospital’s
information technology sta also began
Future of EHR