At Lotis Blue, we address the unique challenges faced by today’s health systems by providing tailored solutions that enhance agility, improve physician and nurse retention, optimize workforce planning, and develop leadership skills. As part of SullivanCotter, we leverage deep insights about what’s required to attract, motivate, and reward the workforce in health systems, academic medical centers, and community hospitals across the United States.
We’ve partnered with leading organizations to drive growth, resilience, and operational excellence, including:
Agile Health Care Systems
Lotis Blue specializes in health care transformation, helping health systems optimize their organization structure and talent strategy to ensure quality and efficient delivery of care. We utilize an operating model diagnostic and redesign approach, that links the health system’s mission and vision to organization design, talent management, and care delivery. This approach prioritizes required capabilities needed for success, clarifies how and where work gets done, and defines decision-making processes to ensure positive patient outcomes.
Operating Model Diagnostic
We start by establishing a fact base through a review of strategic documents, stakeholder interviews, and an analysis of organization structure and governance. Our diagnostic approach includes workforce sizing, spans and layers, and comparative cost efficiencies, drawing from unparalleled data from Workforce Insights360. This phase culminates in developing operating model design options, which are reviewed and approved by executive leaders.
Operating Model Design
Based on the diagnostic insights, we work with the leadership team to create a detailed design roadmap. This includes prioritizing and sequencing changes such as decision rights, governance, leadership structures, and workforce composition. A clear implementation strategy is developed to ensure seamless integration of the new operating model, aligned with long-term goals.
Health Care Recruitment and Retention
Lotis Blue focuses on designing organizations and talent strategies that meet the demands of today’s health care environment. Many health systems struggle to attract and retain qualified health care professionals, including physicians, nurses, technicians, and specialists. We offer a range of services—such as Employee Value Proposition (EVP) design and measurement, talent supply chain diagnostics, and employee engagement and experience strategies—to help health care organizations build a robust workforce and attract and retain top talent.
EVP Assessment & Design
We develop a compelling Employee Value Proposition that outlines the unique offering to both current and prospective employees. In health care, this includes evaluating factors that make up the employee experience such as work-life balance, environment and culture, employee support, compensation and benefits, and access to the latest medical technologies. These elements define the core of your EVP, aligning talent strategy with HR strategy to ensure consistency across the organization.
Talent Supply Chain Diagnostic
A comprehensive 24-point assessment designed to optimize talent acquisition and management processes, identifying key pain points such as reactive hiring, poor candidate flow, and high turnover. The diagnostic covers critical areas including talent strategy, candidate sourcing, engagement, selection, hire decisions, and the first 90 days of employment, providing actionable solutions to ensure the right talent is in the right place at the right time.
Employee Engagement & Experience Strategies
We begin with a tailored survey to assess employee experience, satisfaction, and organizational health. Using real-time insights from our employee experience management platform, we develop actionable plans and implement change management strategies grounded in behavioral science to enhance engagement, reduce turnover, and foster a supportive work environment that ultimately improves patient care outcomes.
Workforce Planning in Health Care
Effective workforce planning is crucial for health care organizations to ensure they have the right people in the right roles to meet patient needs and strategic goals. Many health care systems struggle with strategic workforce planning (SWP), often due to a focus on tactical headcount planning and budgeting rather than a longer-term perspective. We help health systems integrate workforce planning with business strategy by:
Understanding market dynamics to enable HR and business leaders to collaborate in building a diverse and capable workforce within operational and financial constraints.
Creating focus to prioritize talent strategies that connect business strategy with workforce needs.
Developing long-term plans to ensure that workforce planning supports long-term health care goals, rather than just short-term operational needs.
By aligning workforce planning with strategic objectives, Lotis Blue helps build a resilient and effective workforce capable of delivering high-quality patient care.
Developing Health Care Leadership
Effective leadership is key to managing a dynamic health care workforce. As health care professionals advance into managerial or executive positions, developing their leadership skills becomes essential. Lotis Blue’s health care consulting services offer leadership assessment and development programs focused on cultivating effective leaders who can guide teams, ensure smooth operations, and create a positive work environment. By equipping leaders with the skills needed to manage complex health care environments, we help drive excellence in patient care and health system results.
Strategic Leadership Transitions in Health Care
Succession planning for executive roles in health care is crucial and must be proactive to address the unique challenges and opportunities of the industry. Health systems operate in a constantly evolving regulatory and technological environment, requiring leaders who are adept at navigating change while upholding a deep commitment to compassion and care.
At Lotis Blue, we recognize that effective succession planning in health care goes beyond maintaining emergency backup lists. It involves a strategic approach to developing a robust talent pipeline, ensuring leadership continuity that is aligned with the ethos of patient care, medical innovation and the dynamics of health care systems. Our succession planning process carefully evaluates potential leaders for their ability to handle the intricacies of health care management, enhancing organizational resilience and ensuring continuity in leadership transitions.
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