How do you find valuable members for an organization and ensure that every person is able to find their passion, performance reward, and allegiance?
It was 6.00 AM and the surgery was about to start. There was silence as the team quietly prepped for something complex – sterilizing and double checking the equipment, testing levels of the anesthetic, and other critical tasks. A young surgeon starts with the incision and preps the area for deeper surgery, ensuring the vitals are running well… and in all, the team worked quietly like a humming warship. At 6.23 AM, the “visiting” super specialist entered and after 180 minutes of continuous effort, removed the tumor, re-checked the vitals, thanked the team, gave instructions for next steps and moved on to his next surgery. The team proceeded to ensure the closure and finally handed the patient to an efficient and wonderful nursing team, who would ensure that the patient was able to find the strength to get back to a normal life. Over the next two weeks, the specialist surgeon will spend 12 minutes every day to ensure the patient is fine, while the young surgeon and the shift doctor will follow the specialist, their role model, through his rounds to learn and grow. Through their 48 hour shifts, rushed lunches and high stress, this A team of doctors, nurses, specialists, ward boys, IT specialists, anesthetists will work tirelessly.
There is never enough time, there are always too many patients, and it is almost always late by the time patients reach the hospital. Every surgery is its own reward, every complex case comes with new learning, and professional networks add perspectives to those learnings with every new discovery. So how do you find the most valuable member in this setup and how do we ensure that every person is able to find their passion, performance reward and allegiance?
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