Latest / Becker’s Healthcare Podcast / Building a Future Ready Workforce at CommonSpirit Health with Dionne Dixon

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Building a Future Ready Workforce at CommonSpirit Health with Dionne Dixon · Becker’s Healthcare Podcast

0:01
This is where health care leadership comes together.
0:04
Becker's sixteenth annual meeting brings more than 3,500
0:07
hospital and health system executives and nearly 800
0:10
speakers to Chicago
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April.
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This year's event includes keynote conversations with Dallas
0:17
Cowboys legend Troy Aikman and former president George
0:20
w Bush. For the agenda and event details,
0:22
visit beckershospitalreview.com
0:25
and click on the events tab in the
0:26
upper right. We're looking forward to hosting you
0:29
in Chicago.
0:31
This is Laura Dirda with the Becker's Healthcare
0:34
podcast. I'm thrilled today to be joined by
0:36
Dionne Dixon, regional director for the Northwest Region
0:38
of CommonSpirit Health. Dionne, it's a pleasure to
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have you on the podcast today.
0:43
My pleasure, Lauren. Thank you so much for
0:45
the opportunity
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to share what the wonderful things that we're
0:48
doing out here in the Northwest
0:51
Region Of CommonSpirit Health.
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Fantastic. And I'm excited for our conversation because
0:56
I know health care is such a dynamic
0:58
field and, you know, you've got so many
1:00
amazing things you're doing at CommonSpirit, so I'm
1:02
excited to learn more. But before we dive
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in, can you introduce yourself and just talk
1:05
a little bit more about CommonSpirit Health?
1:08
Absolutely.
1:09
So I'm Dionne Dixon,
1:11
and,
1:12
I have been with CommonSpirit
1:14
for three years.
1:16
Seems like much longer than, three years, but
1:18
that is how at home I am
1:21
in in in in the organization.
1:23
CommonSpirit is
1:25
a national
1:26
organization
1:27
with,
1:28
with
1:30
hospitals and and and, services
1:33
across
1:34
over 22 states
1:36
or region is the Northwest Region,
1:39
for common spirit health, Virginia Mason Franciscan Health,
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and that is my stomping ground.
1:47
My role in the organization,
1:48
I have the just the absolute best role
1:51
in the organization, and I selfishly say that.
1:55
It sits in the sweet spot of education,
1:59
training, and workforce development.
2:02
And so my team gets to,
2:05
prepare the right people
2:08
with the right skills
2:09
for the right roles
2:11
so that they're able to meet the health
2:13
care needs,
2:14
and provide the critical,
2:16
patient care
2:18
that our communities deserve.
2:21
I selfishly say that it is
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the best
2:27
role in the organization,
2:28
the best work,
2:30
because what an honor it is
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to prepare
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the people who are actually taking care of
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and saving lives, taking care of others and
2:41
saving lives. It's just such a noble,
2:45
trustworthy
2:46
responsibility.
2:47
And anyone doing that work would share, I
2:50
am sure, share the sentiments,
2:53
that we're doing the best work. This work
2:55
also
2:56
it touches everything,
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Laura.
2:59
It it spans
3:01
recruiting,
3:02
how we reach back and engage people
3:06
to join health care, to be interested in
3:09
health care, to be introduced to health care.
3:12
It works with those who are already in
3:15
health care to make sure that they are
3:17
the most current,
3:19
that they can be with the most with
3:21
the with the cutting edge,
3:24
resources and and and,
3:26
treatments
3:27
that are available.
3:29
And then, also,
3:30
it goes beyond that to,
3:33
grow
3:35
talent as well. And we have to think
3:37
that if we want
3:39
growth
3:40
and everybody wants growth,
3:43
Our teams also want growth. And so to
3:46
retain them,
3:48
as contributing members of our organization,
3:51
our work is heavily leaned into the retention
3:55
space as well. So it is truly
3:58
the best job I tell you.
4:01
We do more than teaching. We do more
4:03
than,
4:04
filling roles.
4:06
We we're building out a system, an ecosystem
4:09
that is going to be,
4:12
skilled. It's going to be agile. It's gonna
4:14
be flexible,
4:16
and it's going to be ready to meet
4:19
health care where it's going.
4:21
I love that. I think it's so important
4:23
and critical to have that type of flexibility
4:25
and really seeing,
4:27
where health care can truly serve as a
4:29
service to the community and have great, great
4:31
quality care. Now what trends are you watching
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currently? Could you tell me a little bit
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about some of the things that are top
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of mind for you?
4:39
Laura, I watch everything.
4:43
I I am prime military. I watch everything.
4:46
But I will tell you
4:48
that,
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there are three main things
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that I have on the radar when it
4:53
comes to
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this workspace.
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And the first one
4:58
is,
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workforce
5:00
supply and demand trends.
5:03
And I track that not only
5:05
nationally and regionally, but I track it internationally
5:09
as well.
5:10
I don't only look at volumes.
5:13
I also look at the skill mix.
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Do we have
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the mix of the workforce that we're gonna
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need
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to provide the health care
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that we need.
5:25
So
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that is
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one area that I that I track.
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The other one closely related to that is,
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the care delivery trends.
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So we are
5:39
seeing where or care delivery models are moving
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outpatient and more community based
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and also
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in a virtual space as well.
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So I need to look at those trends
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consistently because I need to ensure that our
5:54
team members
5:56
are
5:57
prepared
5:59
for
6:00
the skills that are gonna be needed in
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those spaces once the work transitions or the
6:05
care models trend transition, and that is actively
6:08
going on.
6:09
So that is important. That's an important trend,
6:13
for me to
6:14
to have to monitor.
6:16
And then the last
6:19
one would be the
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innovations in training.
6:24
Looking at how training is provided, looking at
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how education is delivered.
6:30
And the reason I look at that is
6:32
because based on what's going on with workforce,
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volumes and skill mix, and based on the
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needs that are out there in the community,
6:42
as a result of our care delivery trends,
6:46
We're going to have to prepare our team
6:48
members, and we're gonna have to prepare them
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sooner,
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faster,
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and more precise.
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So our traditional
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training methods
6:59
are not going to be sufficient
7:02
at that snail pace that we've we've done
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for so many years.
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And so
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looking at
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how we're doing,
7:11
how the looking at the trends
7:13
in training, modular training,
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accelerated training,
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competency based training,
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all of those are important
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markers,
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that I'm tracking. And I'm I'm I'm excited
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that,
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Virginia Mesa Franciscan Health is at the forefront
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of some of of that work. One such
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thing that we did,
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over the year over the last year is
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we created,
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a surg tech program.
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And the surg tech program,
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we partnered
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traditionally,
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a surg tech program takes upwards of two
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years,
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to get someone trained and and and into
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a role. And we were able to partner
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with a local academic
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college
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and create
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a program
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that
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got our students
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registered
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with the state of Washington in under a
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year
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and placed in roles.
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And so
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that sort of thinking
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and modular,
8:20
preparation
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for our workforce
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is going to be very critical to help
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to fill some of the the shortages
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as we move forward. So
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that's one area that I have another area
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that I I track,
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frequently.
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Fantastic.
8:38
You know, I I think it's just so
8:40
helpful to understand all those different dynamics that
8:43
are coming into the health care space and,
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you know, interesting to hear some of the
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ways that you're meeting those challenges by tracking
8:49
things and accelerating training in the workforce and
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ensuring that, you know, your team is strong
8:55
and ready to to go. Can you tell
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me about, what you're most focused on and
8:59
excited about? What are you proud of from
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the last sixteen to eighteen months or so?
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So?
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I am so excited. I I I'm excited
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about I'm most excited
9:13
about the progress that we have made building
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out our workforce, health care workforce pie pipeline.
9:20
We have
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expanded our pipeline,
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Laura, in both ways.
9:25
We have built in activities,
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on the front end with our recruitment,
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and we have also built in activities on
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the retention
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end. And I'm super excited about that. Let
9:38
me just walk you through a few of
9:40
the things that,
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I I I think are noteworthy to share.
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So
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we have built out our high school career
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exploration program,
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and we walked that back further to our
9:54
middle school because of the interest that we
9:56
had. And we are also
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entertaining
10:00
our,
10:02
elementary level
10:03
students as well and offering them opportunities
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to
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not only be introduced to health care, but
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also to come in and explore
10:14
careers that they didn't even know existed in
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health care.
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In just one year,
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we have been able to host over 50
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events,
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and we have cycled through over 500
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students.
10:28
And I tell you that
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the,
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trajectory
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for 2026
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is double
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that volume.
10:37
So the interest is there and or students
10:41
and their parents, I gotta tell you as
10:43
well, or their their parents are super excited
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and super engaged,
10:49
in this opportunity as well. So I'm very
10:51
excited about that.
10:53
The other thing that really fills my boat
10:55
is,
10:56
our allied health care academy
10:58
that we were able to build.
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That
11:01
academy,
11:03
is super special because it
11:06
caters for
11:08
the also
11:09
includes
11:10
the neurodivergent
11:12
population.
11:13
It is not only for the neurodivergent
11:15
population, but it makes room
11:18
to include the neurodivergent
11:20
population as well.
11:21
And so
11:23
that particular strategy, it widens the pool. It
11:26
gives us access to more,
11:29
individuals for the pipeline
11:31
that would traditionally
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not even see themselves in health care.
11:36
And then the other thing that it does
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is that
11:40
it allows us to do what I talked
11:42
about earlier,
11:44
which is to
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create accelerated
11:48
new mod modular
11:50
tracks for education.
11:52
So we have more autonomy,
11:55
to really focus on precise training that will
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meet the the needs of the roles that
12:02
we are trying to to, prepare our team
12:04
members for. So that is super exciting.
12:08
Within this the the same recruiting space,
12:12
we have leaned in even closer with our
12:14
our,
12:15
our academic partners as well and
12:19
partnered with our economic development board,
12:22
neighbors. And we have all just come together
12:25
and say, what do you need? What do
12:27
you need? And what do you need? Right?
12:29
And we're all looking at,
12:31
how can I better prepare
12:34
for what your needs are going to be?
12:36
And how can we partner to make sure
12:38
that we're filling the, the workforce needs?
12:41
The other thing within the same recruitment,
12:45
space
12:47
is that we have expanded
12:49
our student placement
12:51
capacity
12:53
year over year
12:55
by more than 20. So we're super proud
12:58
of that because that is a
13:01
that is
13:03
an investment
13:04
from the organization,
13:07
in our communities
13:09
and in the students that are coming in.
13:12
And it also, of course,
13:15
it increases.
13:16
It increases our opportunity
13:18
to convert students
13:20
to, VMFH team members. So we're we're really
13:24
excited about that. The other thing,
13:27
that I really wanted to share
13:29
about,
13:31
what I'm proud about this year. As you
13:32
can see, Laura, I'm so proud I'm proud
13:34
about so many things.
13:36
We have also leaned into
13:40
the retention
13:41
space, but we have looked at it in
13:43
different angles.
13:45
So
13:46
there are the traditional re student, tuition reimbursement
13:51
programs available,
13:53
career ladders program,
13:55
all of those things that are have been
13:58
known to support
14:00
the team members,
14:01
growth,
14:03
which is a big part of retention. Right?
14:06
But we are also looking at the well-being
14:09
very, very intentionally.
14:12
And so what we have done is we
14:13
have created,
14:15
resilience
14:17
and burnout programs,
14:19
that we offer at different levels of our
14:22
organization.
14:24
So we have frontline team members,
14:27
entry level team members, such as our CNAs,
14:31
and our MAS have the opportunity,
14:34
and access
14:35
to resilience,
14:38
and burnout
14:39
support.
14:40
And we're not talking about,
14:43
a a benefits type of of package. We're
14:46
talking about,
14:47
an individual
14:48
that they can speak with,
14:51
available to help them with resilience challenges,
14:55
and burnout challenges. So almost like a coach
14:58
that is available
15:00
to our team members. And we're hosting,
15:04
leader resiliency retreats as well. So it's not
15:07
a module
15:08
that you just
15:09
thumb through just because. We're intentionally
15:13
creating a space
15:15
to say, how are you doing?
15:17
And making sure that we're filling,
15:21
or or existing team members' cups because we
15:23
wanna keep them on for,
15:26
for a long a long time.
15:28
And then last but not not least, I
15:30
would be remiss if I didn't mention what
15:32
I'm most proud of,
15:34
and that would be our results.
15:37
So
15:39
let me just pick one thing.
15:42
Our
15:44
Allied Healthcare Academy,
15:47
we have been able to retain
15:51
100%
15:54
of
15:55
the students
15:56
that have been hired within the organization
16:00
from that program.
16:02
100%.
16:03
And these are in roles, Laura,
16:06
that
16:08
traditionally,
16:09
nationally, and locally, and higher regionally,
16:13
have turnover rates of half.
16:16
So up to 56%
16:19
of these roles normally turn over in the
16:22
first year.
16:24
And what we have been able to do
16:26
is we have been able to retain 100%
16:30
of our students that we have pre prepared
16:33
and transition them into into, our our family
16:37
team or team members.
16:39
And so I'm super proud of that because
16:41
that says something about how we have prepared
16:44
them.
16:46
It says something about how we have prepared
16:48
them skill wise to be to be successful
16:51
in the environment
16:52
and also prepare them for our culture.
16:55
That is also
16:57
super important
16:59
as as well. So,
17:02
I think I think those would be the
17:04
things that I'm most proud of, but we
17:07
could be here for the entire day if
17:09
we were to go on, Laura.
17:12
Absolutely. I I know, there's a lot a
17:14
lot going on, and, you know, I I
17:16
think those are some amazing examples that you
17:18
shared, especially looking at, you know, your retention
17:21
rates and and working with students and more
17:23
strengthening the pipeline of the future for health
17:26
care providers. I know that's, a huge, huge
17:28
undertaking, but at the same time,
17:30
critical to the sustained
17:32
success.
17:33
Before we wrap up here, and speaking of
17:35
leadership, what advice would you give to evolving
17:37
leaders today?
17:39
Good question.
17:40
Very good question.
17:43
My advice,
17:46
I think,
17:47
first, know your why.
17:50
Know your why. And
17:52
my why is, if not me, then who?
17:57
I'd be willing to step away if there
17:58
was somebody else there to do it.
18:01
So know your why. Because when the other
18:04
things
18:05
get hard, like the complexity of health care,
18:08
the complexity of collaborating
18:11
across,
18:12
disciplines in health care.
18:14
When those things get hard,
18:17
your why
18:18
anchors you.
18:20
Right?
18:21
So I would say know your why.
18:23
I would say
18:26
realize and accept that health care is complex.
18:29
It is. We are flying the plane while
18:32
we're building it.
18:33
And my my colleague, Julie Gardner,
18:37
always said that. Not my original thought, but
18:39
I agree with it so much. We're we're
18:42
flying the plane while we're building it. So
18:44
once you accept that, then you remove the
18:47
anxiety from the equation and you really focus
18:50
on
18:51
how am I best going to navigate what
18:53
is happening.
18:55
I'd also share that
18:58
lean into collaboration
19:00
because no one group has all the answers.
19:03
No one group,
19:05
knows the way.
19:07
If we're not collaborating,
19:09
if we if we are not subscribing to
19:11
that, then we're already behind
19:14
because
19:16
collaboration is essential.
19:19
And then
19:20
to survive,
19:22
you have to
19:25
focus on progress
19:27
over perfection.
19:29
Waiting for calm seas
19:31
is not going to bear well bold well.
19:35
And so
19:37
just celebrate the small wins
19:40
and understand that it is stackable,
19:43
and you're gonna move from one step to
19:45
the next step to the next step,
19:47
and it's not going to be perfect. It's
19:50
not going to be, But it is progress,
19:53
and we celebrate that.
19:55
So those are the things that I would
19:57
share with any
19:58
any emerging leader who wants to,
20:02
join health care or
20:04
who is in
20:06
health care
20:07
at this point. Right? The why
20:09
complexity,
20:10
accept it,
20:13
collaborate,
20:14
and
20:15
just celebrate your small wins,
20:18
progress over perfection.
20:21
I love that. Dion, thank you so much
20:23
for joining us on the podcast today. This
20:24
has been such a fun conversation. It's clear
20:26
you're so passionate about what you do, and,
20:29
you know, it's been fun to to hear
20:30
from you and and speak with you.
20:32
I look forward to connecting with you again
20:34
soon, and I know you'll be speaking at
20:35
our annual meeting coming up in April. So
20:37
it'll be great to see you there and
20:38
continue the conversation.
20:40
I look forward to it, Lauren. Thank you.
20:42
Thank you. Thank you for sharing for giving
20:44
this opportunity
20:45
for us to to share the wonderful stuff
20:47
we're doing at Virginia Mason Franciscan Health.