HLTH 5613 Module 5 Stakeholder Engagement Plan Example

Bringing the Surgeons, the Operating Room Staff and the Board Along: An Engagement Plan for a Hospital and Physician Surgery Center

Student Name

American College of Education

HLTH5613: Leading and Strategy Development in Healthcare Organizations

Module 5 Assignment

Instructor Name

April 3, 2028

Why Engagement Is Part of the Strategy

The strategy developed in this course for Cedar Plains Regional Medical Center, a composite 180-bed hospital, depends on people the hospital does not control. The joint venture surgery center needs at least four surgeon investors, the cooperation of anesthesiologists and perioperative staff and approval from a board that includes community members wary of profit-driven partnerships with physicians. A financially sound plan can still fail if any of these groups resists. Kaissi (2005) describes manager and physician relationships in hospitals as shaped by different professional values and sources of authority, with physicians often valuing clinical autonomy and managers valuing organizational efficiency, which makes shared decisions harder than either group expects.

Engagement is therefore not an announcement after the decision; it is part of making the decision. Perreira et al. (2018), in a scoping review of hospital physician engagement, grouped the factors associated with engagement into individual characteristics, work environment characteristics and work outcomes, and noted that the work environment factors are the ones hospital leaders can influence. The question for each group is not how to persuade them but what they need to see in the plan to support it.

The Independent Orthopedic Group and Prospective Investors

The two surgeons of the independent orthopedic group are the plan's founding partners, and they gain the most: an ownership stake, a modern facility and scheduling control. Their likely concerns are the governance of the center, whether the hospital will dominate decisions through its 60 percent share, and whether the hospital might later sell its stake to the academic network. The engagement approach is to negotiate a governance structure that gives physician members a majority of seats on the center's medical executive committee and a veto over clinical policies and equipment choices, and to include a right of first refusal if the hospital ever sells its interest.

Prospective surgeon investors, needed to reach break-even volume, include two orthopedic surgeons in a neighboring county and one surgeon in the academic group whose contract ends in eighteen months. Their concern is return on investment and the risk of conflicts with existing employment. The engagement approach is a confidential briefing with the center's projected volumes and distributions, a review of any non-compete restrictions by their own counsel and clear terms on how investment offers comply with federal rules on physician ownership.

Anesthesia and Perioperative Staff

The anesthesia group that covers the hospital must staff the new center, and its members may worry about being stretched between two sites. The engagement approach is to invite the group's leader into the design of the center's staffing model from the start and to offer a separate professional services agreement for the center, so that coverage is planned rather than improvised. Operating room nurses and technicians at the hospital face a real loss: some outpatient orthopedic cases will move out of the hospital's operating rooms, and staff may fear reduced hours. The engagement approach is candor. The plan commits that the center's first nursing positions will be offered to interested hospital staff, and the chief nursing officer will explain how the freed hospital operating room time will be used for inpatient and complex cases, where waiting lists already exist. Staff who hear about a loss from leadership, with a plan attached, respond very differently from staff who hear about it from a rumor.

The Board

The board must approve a capital commitment of about $2.9 million and a partnership with physicians. Its likely concerns are threefold: that the joint venture serves surgeons' financial interests more than the community, that it exposes the hospital to legal risk under rules governing physician investments and that it diverts capital from the electrophysiology lab. The engagement approach addresses each. The strategy committee will present the full financial analysis, including cannibalization and the displaced project, rather than a summary. Compliance counsel will brief the board on the legal structure. And the proposal will include a commitment that the center accept Medicaid patients and participate in the hospital's financial assistance program, which answers the community benefit concern directly.

Two board members deserve individual conversations before the full board meets: the finance committee chair, who set the capital limit, and a community member who has publicly criticized physician-owned facilities. Kotter (2012) emphasizes building a guiding coalition before a change is announced, and for a board, that coalition is built one conversation at a time.

Sequencing the Conversations

The order of engagement matters. First, a term sheet with the independent group, because without founding partners there is no proposal. Second, confidential conversations with prospective investors and the anesthesia group. Third, individual meetings with the finance committee chair and the critical board member. Fourth, a meeting with perioperative staff and the medical executive committee before any public announcement, so clinicians do not learn of the plan from outside. Fifth, the formal board presentation. Reversing the order, for example announcing to the board before surgeons have committed, would expose the plan to failure in front of the people whose confidence it most needs.

If Engagement Falls Short

The plan also sets out what the hospital will do if key groups do not come along. If fewer than two additional surgeons commit within six months, the hospital will scale the center to one operating room and two procedure rooms, reducing capital to about $3.4 million, and revisit the second room after the first year of results. If the anesthesia group declines to cover the center, the hospital will issue a request for proposals to other anesthesia groups, recognizing that this could strain the existing relationship and should be a last resort. If the board rejects the proposal, the strategy committee will return to the options analysis and bring forward the direct employer contract, which requires little capital, as a bridge while the joint venture is redesigned.

Planning for these outcomes in advance does two things. It prevents a single setback from ending the strategy, and it gives each stakeholder an honest picture of what happens if they decline, which is itself part of engaging them. A surgeon who knows the center will proceed in a smaller form may decide to invest early rather than later; a board member who knows there is a lower-cost fallback may be more willing to approve the preferred plan. A plan with fallbacks is not a sign of doubt; it is what makes the preferred path credible.

Conclusion

The joint venture surgery center depends on the support of surgeons, anesthesiologists, perioperative staff and a cautious board, each with different interests. The engagement plan gives each group what it needs to see: governance and exit protection for the founding surgeons, clear returns for new investors, planned coverage for anesthesia, first access to jobs for staff and full financial and legal transparency with a community benefit commitment for the board. Engagement will be working if, before the board vote, at least two additional surgeons have signed letters of intent, the anesthesia group has agreed to coverage terms and the finance committee chair is prepared to recommend approval.

References

Kaissi, A. (2005). Manager-physician relationships: An organizational theory perspective. The Health Care Manager, 24(2), 165-176. https://doi.org/10.1097/00126450-200504000-00010

Kotter, J. P. (2012). Leading change. Harvard Business Review Press.

Perreira, T. A., Perrier, L., & Prokopy, M. (2018). Hospital physician engagement: A scoping review. Medical Care, 56(12), 969-975. https://doi.org/10.1097/MLR.0000000000000983