This stuff is hard.  A big part of the challenge of growing a strong Epic project team is to get folks to slow down and pay attention to learning opportunities.  Then, the next 'no-cakewalk' task is to adequately guide staff through the journey of exceeding expectations while granting enough autonomy to let it all sink in.  And let's face it, there's only so much time managers and directors have to offer in between meetings and deadlines.   But helping staff understand the intricacies of internal policies and the minutia of Epic greatly improves your team's ability to run more efficiently.  

Analyst-Level  Support

• Teams that are excelling regularly review and renew on-boarding processes.

• Concurrent with certification processes, teaching a deep understanding of Epic troubleshooting tools within the context of real world implementation or help desk needs is critical.

• Instruction on how to effectively prepare to meet and communicate with executive team members is a must-have to limit oversight of time-crunched managers and directors.

• Having an environment in which staff enjoys the learning process also goes a VERY long way.

Management-Level Support

• Tasked-based management guidance can put the onus on analysts to keep managers up to speed on progress and to grant key managers and directors the time they need to get ahead.

• Status reporting procedures that work to facilitate effective communication among the team and don't bog staff down goes right along with the above.

• Designing and enforcing policies that require introduction, tweaks and/or overhauls - change control, build migration, meeting facilitation, integrated discussions, etc. - while perhaps time consuming, they are essential to keep the wheels greased.

• Mitigating staffing issues and needs is huge for effective teams - this includes setting an effective stage for candidate interviews and evaluations, establishment of key candidate attributes to look for, as well as working with HR to execute on it all.

• Regular impacts to team culture in a positive, planned way; establishing a vision for what you'd like your teams to be and executing on it is a must.

• The ability to maintain staff, through thoughtful retention policies and strategies cannot go overlooked in today's HIT setting; carrot and stick approaches, when combined effectively, work.

If you can think of it, Downshift has probably assisted with it.  And we have done so in such a way that staff enjoy the journey.  While hard, this stuff can be fun too. And good coaching can bring out the best in your team.

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