Transitioning from HTM to C-Suite: Insights and Expertise
Discover valuable advice and insights on the journey from Healthcare Technology Management (HTM) to the C-Suite, featuring experienced professionals like Rehman Syed and Katherine Navarro. Gain perspectives on the importance of having executives with HTM backgrounds in hospital leadership roles and explore the experiences of individuals who have successfully navigated this transition.
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Presentation Transcript
From HTM to C-Suite Rehman Syed, BE, MS, CBET, CCE Katherine Navarro, CCE
About the Speakers Rehman Syed, (Syed) BE, MS, CBET, CCE Director, Clinical Engineering. Health and Hospital Corp. NYC Employed by Crothall HTS Compass Group Two decades of Clinical Engineering Experience Member of ACCE, BOK Committee and ACCE FDA Task Force AAMI s National Coalition for Alarms Management safety committee AEHIT Education Committee ACHE NJ Diversity Committee
About the Speakers Katherine Navarro, CCE Staff Biomedical Engineer for the South Texas Veterans Health Care System, San Antonio, TX 10 years experience in the HTM/CE field Started career in VA through the Technical Career Field (TCF) Program for Biomedical Engineers Became a Certified Clinical Engineer in 2015 Currently Chair of the Body of Knowledge Committee for the ACCE
Disclaimer There is NO DEFINED PROCESS on how to get from HTM to C-Suite We are only sharing ADVICE! Our advice is based on our experience and the experience of professionals who made the journey to the C-Suite Please hold your questions until the end of the presentation
The Professionals Interviewed From the VA: Lucas Marsh Chief, Healthcare Technology Management Service, Charleston VA Hospital Jennifer Defrancesco Resident Regional Manager, Health Technology Solutions (previously the Associate Director of the Dayton VA Hospital) Jason Newman Deputy Director VHA Non-Expendable Program, Department of Veterans Affairs Private Sector: VP of Procurement NYC COO Hospital NY CMO, CTO, CEO, 2 CNO NYC Corporate Director Converged Technology NYC Two Executive Associate Directors (Clinical services and Support Services) They act as COO and report to CEO
Questions: Who in the audience wants to be a member of a hospital C-Suite team? Why would it be good to have a C-Suite executive with HTM background?
Benefits of HTM in C-Suite Benefits of having hospital executive leaders with clinical engineering backgrounds: Stays current on new clinical technologies Key player in equipment life-cycle management Experience in healthcare technology acquisition Have knowledge of and experience working with many other services Understand clinical & technical aspects of a healthcare organization Patient-focused & technology-focused perspectives
From HTM to C-Suite Career Advancement Roles HTM Supervisor supervise staff HTM Manager manage resources (human and financial) HTM Director direct the course of a department / service Vice President of Converged Technologies lead multiple services (Biomed, IT apps, IT Technologies) Senior Vice President or CTO lead services / hospital strategies Chief Executive Officer lead organization in community
From HTM to C-Suite Know your organization s path STEPS: A traditional path BME Graduate Education & Training VA TCF Program BME/CE Director And Beyond! BME/CE C-Suite Education, Training, Experience, other Qualifications
The VA TCF Program What is it? Technical Career Field (TCF) Trainee Program 2 year program that develops Biomedical Engineers to be effective Program Managers in the VA Full-time position with GS-7/9/11 salary progression and benefits Who is eligible? Engineering degree from an ABET accredited engineering program Degree in Bioengineering, Biomedical Engineering or Clinical Engineering is preferred Must be a US Citizen Must be willing to travel and relocate Must commit to VA for 5 years How to apply? https://www.usajobs.gov Search for Biomedical Engineer or TCF Application open in April
The VA TCF Program What do you do? Train under an experienced Clinical Engineer (CE) Learn and perform various CE tasks in the VA Evaluating medical equipment Managing the medical equipment maintenance program Coordinating new medical technology implementations Attend focused trainings and conferences After 2 years, secure permanent position within VA What are the benefits? Learning with a safety net Get exposed to many tasks/responsibilities to help determine best permanent position: Staff BME, Chief BME, Networking/IT BME, VACO BME, etc. Many of the TCF graduates climb the ladder quickly in the VA All of the VA professionals interviewed went through the TCF program
How can we get from HTM to C-Suite? C-Suite HTM
HTM to C-Suite: 4 FOCUS AREAS Area 1: Education, Certifications, and Training Area 2: Mentoring, Relationships, Networking and Recruiting/Search Firms Area 3: Experience, Image, Performance and Excelling Area 4: Think like a C-Suite
FOCUS AREA 1: Education, Certifications, and Training
FOCUS AREA 1: Education Continuing Education (CEU s) healthcare and technology Webinars, training videos MBA (healthcare concentration) or MHA The Master of Health Administration (MHA or M.H.A.), or Master of Healthcare Administration, is a master's-level professional degree granted to students who complete a course of study in the knowledge and competencies needed for careers in health administration, involving the management of hospitals and other healthcare facilities
FOCUS AREA 1: Education LEAN/Six Sigma Process improvement methodologies LEAN: Methodology based on the removal of unnecessary waste Six Sigma: Methodology based on statistical analysis to improve processes with unknown problems Six Sigma DMAIC process: Define, Measure, Analyze, Improve, Control Many organizations offer education and certification https://www.msicertified.com/certifications.html https://www.6sigma.us/six-sigma-training.php Certification levels White belt Yellow belt Green belt Black belt Master Black belt
FOCUS AREA 1: Certifications CCE Certification in Clinical Engineering CHTM Certified Healthcare Technology Manager FACHE Fellow of the American College of Healthcare Executives
FOCUS AREA 1: Certifications: CCE Certification in Clinical Engineering from ACCE Examination administered by HTCC Provides formal recognition of individual competence in Clinical Engineering Certification process Application review qualifications and references due by 7/19/19 Written exam 2 weeks in the Fall Oral exam during annual AAMI conference Certification renewal every 3 years https://accenet.org/CECertification/Pages/Default.aspx
FOCUS AREA 1: Certifications: CHTM Certified Healthcare Technology Manager from AAMI Credentials Institute (ACI) Covers 2 major areas: Management of Healthcare Technology operations Management of personnel Certification Process: Application and fee due 15 days before test date Written exam May/November 2019 Recertification every 3 years https://www.aami.org/professionaldevelopment/content.aspx?itemnu mber=1134&navItemNumber=577
FOCUS AREA 1: Certifications: FACHE Fellow of the American College of Healthcare Executives Considered a Gold standard Credential for Healthcare executives Reference book link https://www.ache.org/- /media/ache/fache/bogexamreferencemanual.pdf
FOCUS AREA 1: Certifications: FACHE 10 Knowledge Areas tested in the FACHE exam: Healthcare Management and Leadership Finance Human Resources Quality and Performance Management Business Healthcare Technology and Information Management Laws and Regulations Professionalism and Ethics Governance and Organizational Structure
FOCUS AREA 1: Certifications: FACHE The following requirements must be met before qualifying to take the Board of Governors Exam: Current ACHE Membership with three (3) years minimum tenure Masters or other post graduate degree You currently hold an executive healthcare management position and have a minimum of five (5) years executive experience Completion of 36 hours continuing education Participation in two (2) healthcare and two (2) community/civic volunteer activities Two (2) references
FOCUS AREA 1: Training VA leadership trainings LDI GHATP HCLDP Hospital-level leadership trainings BTL and ELC Professional Organization leadership trainings ACHE AAMI HIMSS/CHIME
FOCUS AREA 1: VA Training: LDI VISN 17 Leadership Development Institute (LDI) Oldest VISN-wide leadership training program Leadership development and networking Highly competitive program for GS 11 GS 14 Application-based selection process LDI Program: Three week commitment (one week every other month) Complete assigned between-session projects Select a mentor and adhere to recommended mentor meeting schedule Complete a Personal Development Plan (PDP) Complete a High Performance Development Model (HPDM) 360 assessment
FOCUS AREA 1: VA Training: GHATP Graduate Healthcare Administration Training Program (GHATP) Masters in health administration or MBA with concentration in healthcare (completed within last 2 years) 1-year program to prepare for health care management career Work for the director of the hospital Shadow and follow various services Complete project presented at ACHE conference Successful completion placed in GS-11 position https://www.vacareers.va.gov/Careers/StudentsTrainees
FOCUS AREA 1: VA Training: HCLDP Health Care Leadership Development Program 1-year program to prepare high-potential management professionals for executive positions in the VA Builds leadership competencies with face-to-face training, virtual assignments, and coaching Curriculum Overview: Personal Leadership Leadership Agility and Leading Others Organizational Leadership http://vaww.succession.va.gov/Employee_Development/HCLDP /SitePages/default.aspx
FOCUS AREA 1: Training: BTL and ELC Building Tomorrow s Leadership (BTL) The Emerging Leadership Council (ELC) I used to be an active member of The Emerging Leadership Council (ELC) of one of my previous employer Focuses on career development and growth of health care professionals Offers networking opportunities of like minded peers Provides visibility to senior leaders of the organization Membership open to all employees who have their manager s approval Find this organization and join What if my organization does not have it?
FOCUS AREA 1: Training: ACHE American College of Healthcare Executives CareerEDGE To help you navigate this evolving marketplace Unique, interactive and comprehensive tool for planning and managing your career Complimentary benefit to ACHE members Includes assessments, a strategic career planning framework, job site links and more
FOCUS AREA 1: Training: ACHE Strategic Career Planning: A Pathway to Success (video) ACHE's Healthcare Executive Resource Center Members-only guided presentations to assist you with your healthcare management career development
FOCUS AREA 1: Training: ACHE Executives Coaches Directory Offers personalized support to individuals pursuing professional growth Search this directory to quickly identify and assess the qualifications, methods and fees of an array of executive coaches
FOCUS AREA 1: Training: ACHE Career Learning Center Guided presentations to assist ACHE members with healthcare management career development Topics covered include Advance Your Career Develop Your Network Build Your Personal Brand
FOCUS AREA 1: Training: ACHE ACHE Chapters Each of ACHE s 78 chapters provides educational programs, local information, and volunteering and networking opportunities to help you develop crucial leadership skills and stand out in this dynamic healthcare environment Chapters also provide opportunities for established leaders to give back to the profession You ll have access to local education programs that qualify for ACHE face-to-face education credits
FOCUS AREA 1: Training: AAMI/CHIME AAMI/CHIME HTM Leadership Academy To help cultivate leaders within healthcare technology management One-day leadership academy The inaugural program, ran concurrently with the AAMI 2018 Conference & Expo Specifically designed to address HTM professionals day-to-day challenges and to position them to have a seat at their respective organization s "big" table Help current and aspiring HTM leaders become fully integrated members of the healthcare delivery team and have significant influence in the management of all healthcare technology
FOCUS AREA 1: Training: CHIME & ACHE CHIME & ACHE have created gold standard exam for executive roles in healthcare Only we as HTM can convince the stakeholders to create the much needed roles and career of Chief Clinical Engineering Officer or Chief HTM Officer Recommend that HTM professional organizations collaborate to get a C-Suite executive title for HTM
FOCUS AREA 1: Training: HIMSS Healthcare Information and Management Systems Society (HIMSS) Global, cause-based, not-for-profit organization focused on better health through information and technology Leads efforts to optimize health engagements and care outcomes using information and technology Serves the global health IT community Provides a unique forum for its members to collaborate on programs and initiatives that contribute to the common good Funds activities which enable individuals and groups to gain consensus on best/common practices, equip stakeholders with tools and resources to transform healthcare within a care setting, learn from each other and create positions Examples include Integrating the Healthcare Enterprise (IHE), the Alliance for Nursing Informatics, our senior IT executive community, our Global Conference & Exhibition and our Women in Health IT Roundtable.
FOCUS AREA 1: Training: CHIME The College of Healthcare Information Management Executives (CHIME) Professional organization for Chief Information Officers and senior healthcare IT leaders Members and business partners collaborate, exchange ideas, develop professionally Advocate the effective use of information management to improve the health and care in the members communities CHIME membership is designed for CIOs, senior IT leaders, Clinical Informaticists, and their direct reports serving healthcare organizations $375 CHIME only membership $575 CHIME-HIMSS membership CHIME specialized sister organizations The Association for Executives in Healthcare Information Security (AEHIS) The Association for Executives in Healthcare Information Applications (AEHIA) The Association for Executives in Healthcare Information Technology (AEHIT)
FOCUS AREA 2: Mentoring, Relationships, Networking and Recruiting/Search Firms
FOCUS AREA 2: Mentoring Have many mentors AND mentor many people Wide variety different positions, backgrounds Someone in a position you are aspiring to Gain insight and broaden perspective How to get a mentor/mentee Your organization Professional Society mentor programs
FOCUS AREA 2: ACCE Mentoring Program Help clinical engineers advance in their profession or outside their profession in the healthcare field Paired with experienced member of ACCE Benefits: Personal growth Professional growth Job enrichment Mentoring chair: Larry Fennigkoh, PhD, PE, CCE, FAIMBE, FACCE, Professor of biomedical engineering, Milwaukee School of Engineering Email: mentoring.chair@accenet.org https://accenet.org/Membership/Pages/Mentorship.aspx
FOCUS AREA 2: ACHE: Mentoring Connection 2019 ACHE Diversity Forum s New Mentoring Connection (MC) Will build upon the ACHE Leadership Mentoring Network, with a 1:1 virtual mentoring experience The Forums MC will add social-identity mentoring features to enhance the mentor-mentee connection 2019 Forum Mentoring Connection Schedule: March-April: Mentor and Mentee application period May: Mentoring matches confirmed and activated June-November: 6-month Mentoring Connection active December: Program wrap-up and debriefing Become a Forum MC Mentor Benefit from fresh perspectives, learn about yourself as a leader, derive satisfaction from supporting another s career development, and contribute to advancing diversity in healthcare management To qualify: Current ACHE Member with at least 10 years healthcare management experience and demonstrated interest in the Forum s mission Become a Forum MC Mentee Connection with an experienced professional who can personally identify with your opportunities and challenges To qualify: Diversity Forum member, not a student, and currently employed in an healthcare-related position at any career level For more information, contact diversity@ache.org or visit ache.org/Mentoring
FOCUS AREA 2: Professional Coach Professional Coach, Executive Coach or Career Coach Working with a coach is one of the most impactful ways to cultivate further strengths and improve on weaknesses Leaders at any level can benefit from a coach s feedback Even great leaders that are successful and seem to have little room for improvement Benefits Help us recognize patterns in our behavior we would otherwise be unaware of Guide us in developing new ways of handling emotions in ourselves and in our relationships Help us unstick unproductive habits and provide motivation as we encounter roadblocks Skilled and trained in helping you create a personalized plan designed to meet your goals Get advice and information tailored specifically to your needs
FOCUS AREA 2: Relationships Supervisor Let him/her know your career goals C-Suite members Get to know your organization s C-Suite Leaders in the HTM or healthcare industry Professional Organizations Active volunteer
FOCUS AREA 2: Relationships Relationship Management C Communicate L - Lead E - Educate R Recognize Engage Stakeholders Superiors External: patients Internal: Clinicians Characteristics of Relationships Help others succeed Foster teamwork Honest, dependable, ethical, etc. Subordinates Mentors Provide direction, support and can be very instrumental in your career path
FOCUS AREA 2: Networking and Recruiting/Search Firms Networking Merriam-Webster Dictionary defines networking as the exchange of information or services among individuals, groups, or institutions specifically: the cultivation of productive relationships for employment or business Networking avenues: Social Media (i.e. Linked In) Society/Organization membership Conferences/Events Recruiting/Search Firms A way for employers to find qualified people to fill executive positions Can help you in your executive job search
FOCUS AREA 2: Recruiting/Search Firms When hiring senior executive-level talent (C-suite, VP, etc.), a client (hiring organization) may retain an executive search firm to help them find the very best talent to fill the position Search firms: Specialized management consulting firms Executive search: find and attract candidates Find top executive candidates who fill gaps in their client s leadership teams Offer industry-specific knowledge and expertise to ensure the most qualified and appropriate candidate is selected Involves in-depth research, private networking, exhaustive screening and a methodically thought-out selection process to gain a prosperous outcome for the client Other benefits: Assessing an organization and its culture Assimilating a new leader for optimum success Advising executive leadership and boards
FOCUS AREA 2: Recruiting/Search Firms Since the type of searches handled by executive search firms are not usually advertised on job boards, executives must ensure that they are visible to be considered for these opportunities A few ways executives can ensure their visibility to executive search firms include: Speaking at relevant industry events or participating in conference panels Publishing thought leadership on online platforms to showcase your industry expertise Actively participating in your industry or professional association
FOCUS AREA 3: Experience, Image, Performance and Excelling
FOCUS AREA 3: Experience Past performance is an indicator of future performance What experiences make you ready to handle future challenges? Evaluate yourself or have your mentor evaluate you on your experience If you successfully manage 5 employees chances are you can successfully manage 50 Have you successfully handled a variety of challenges Doesn t always need to be learned/handled at work If you successfully handle a $50k budget, chances are you can successfully manage a $10M budget What goals / objectives have you successfully achieved? Job Descriptions What is required, what would be nice to have Look on-line if you have to Read bio of present leaders
FOCUS AREA 3: Image (Brand Management) We all have our own brand How do your colleagues, boss, etc. describe you Are you refreshing (like a soda), great to work with or a drain, complainer, etc. Are you seen as the person deserving to be promoted? Without saying have you labeled others you work with? The higher on the career ladder less opportunities The more stringent it could get: supply & demand Do you have a different image in your mind for what a supervisor could look like versus what you expect a C.E.O. to look like?
FOCUS AREA 3: Performance How well do you manage your resources 8 bucket dashboard (can differ for areas) Inputs (staffing, equipment, financials, training) Outputs (volume/census, quality, satisfaction, safety) How well do you achieve your tasks / goals How well do you problem solve and make decisions
