Harvard Case - Inclusive Innovation at Mass General Brigham
"Inclusive Innovation at Mass General Brigham" Harvard business case study is written by Katherine Coffman, Olivia Hull. It deals with the challenges in the field of Organizational Behavior. The case study is 20 page(s) long and it was first published on : May 28, 2021
At Fern Fort University, we recommend Mass General Brigham (MGB) implement a comprehensive strategy to foster inclusive innovation, leveraging a combination of organizational change, leadership development, and talent management initiatives. This strategy will focus on cultivating a culture of inclusivity that empowers all employees to contribute their unique perspectives and ideas, leading to a more innovative and impactful healthcare system.
2. Background
This case study focuses on Mass General Brigham's (MGB) efforts to promote diversity and inclusion within its organization. Despite a strong commitment to these principles, MGB faces challenges in translating these values into tangible results, particularly in the realm of innovation. The case highlights the need for a more systematic and intentional approach to fostering inclusive innovation, where all employees feel empowered to contribute their ideas and perspectives.
The main protagonists in this case are:
- Dr. Peter Slavin, CEO of MGB, who champions diversity and inclusion but struggles to translate these values into tangible results.
- Dr. Elizabeth Nabel, President of Brigham and Women's Hospital, who recognizes the importance of diversity and inclusion for innovation but faces internal resistance.
- Dr. David Torchiana, President of Partners Healthcare, who is concerned about the impact of diversity and inclusion initiatives on MGB's bottom line.
3. Analysis of the Case Study
Organizational Culture: MGB's current culture, while generally supportive of diversity and inclusion, lacks a clear framework for fostering inclusive innovation. This is evident in the limited participation of diverse employees in innovation initiatives and the lack of mechanisms for capturing and leveraging their perspectives.
Leadership: While senior leadership champions diversity and inclusion, their approach has been primarily symbolic, lacking concrete actions and accountability. This has resulted in a lack of buy-in from middle management and a disconnect between leadership's vision and the lived experience of employees.
Talent Management: MGB's talent management practices are not effectively aligned with its diversity and inclusion goals. The lack of a robust diversity and inclusion strategy in recruitment, development, and retention hinders the organization's ability to attract and retain diverse talent.
Power and Influence: The case highlights the influence of traditional power structures and the resistance to change within MGB. This resistance stems from a lack of understanding of the value of diversity and inclusion for innovation and the fear of disrupting existing hierarchies.
Innovation: MGB's approach to innovation is largely driven by top-down initiatives, with limited opportunities for bottom-up innovation. This approach fails to leverage the diverse perspectives and experiences of all employees, hindering the potential for truly innovative solutions.
Framework: The case study can be analyzed through the lens of Organizational Behavior and Change Management frameworks. Understanding the dynamics of group behavior, communication patterns, and leadership styles within MGB is crucial to developing a successful strategy for inclusive innovation.
4. Recommendations
1. Cultivate a Culture of Inclusivity:
- Develop a clear and comprehensive diversity and inclusion strategy: This strategy should be grounded in MGB's mission and values, outlining specific goals, metrics, and accountability measures.
- Implement inclusive leadership training: Equip leaders at all levels with the skills and knowledge to foster a culture of inclusivity, emphasizing the importance of diversity and inclusion for innovation.
- Establish employee resource groups (ERGs): Facilitate the creation of ERGs to provide a platform for employees from diverse backgrounds to connect, share experiences, and advocate for inclusive practices.
- Promote open communication and feedback: Encourage open dialogue and feedback mechanisms to address concerns and ensure that all voices are heard.
2. Enhance Talent Management Practices:
- Develop a robust diversity and inclusion recruitment strategy: Implement targeted recruitment efforts to attract diverse talent and ensure that all candidates are treated fairly and equitably.
- Invest in diversity and inclusion training for all employees: Provide training on unconscious bias, cultural competency, and inclusive communication to foster a more inclusive workplace.
- Implement a mentorship program: Pair diverse employees with senior leaders to provide guidance, support, and opportunities for career advancement.
- Develop a performance management system that values diversity and inclusion: Ensure that performance reviews and reward systems recognize and reward contributions that promote diversity and inclusion.
3. Foster Inclusive Innovation:
- Create a dedicated innovation hub: Establish a physical or virtual space where employees can collaborate on innovative ideas and solutions.
- Implement bottom-up innovation initiatives: Encourage and empower employees at all levels to submit their ideas and solutions.
- Develop a process for evaluating and implementing innovative ideas: Establish a transparent and equitable process for reviewing and selecting innovative ideas, ensuring that diverse perspectives are considered.
- Recognize and reward innovation: Acknowledge and celebrate the contributions of employees who drive innovation, regardless of their position or background.
4. Leverage Technology and Analytics:
- Utilize data to track progress and identify areas for improvement: Collect data on diversity and inclusion metrics to assess the effectiveness of initiatives and identify areas for improvement.
- Implement technology solutions to promote inclusivity: Leverage technology to facilitate communication, collaboration, and knowledge sharing across diverse teams.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with MGB's mission to provide high-quality healthcare and its commitment to diversity and inclusion.
- External customers and internal clients: The recommendations will enhance MGB's ability to attract and retain diverse talent, improve patient care, and foster a more positive and inclusive workplace for all employees.
- Competitors: By embracing inclusive innovation, MGB can gain a competitive advantage by attracting and retaining top talent, developing innovative solutions, and meeting the needs of a diverse patient population.
- Attractiveness: The recommendations are expected to yield positive returns by improving employee engagement, fostering innovation, and enhancing MGB's reputation as a leader in diversity and inclusion.
6. Conclusion
By implementing a comprehensive strategy that fosters inclusive innovation, MGB can create a more equitable and impactful healthcare system. This strategy will require a commitment from leadership, a willingness to embrace change, and a focus on empowering all employees to contribute their unique perspectives and ideas.
7. Discussion
Alternatives:
- Maintaining the status quo: This approach would likely result in continued challenges in attracting and retaining diverse talent, fostering innovation, and achieving MGB's diversity and inclusion goals.
- Focusing solely on leadership development: While important, this approach would not address the systemic issues that hinder inclusive innovation within MGB.
- Implementing a top-down innovation strategy: This approach would likely fail to leverage the diverse perspectives and experiences of all employees, limiting the potential for truly innovative solutions.
Risks and Key Assumptions:
- Resistance to change: The implementation of these recommendations may face resistance from employees and leaders who are comfortable with the status quo.
- Lack of resources: Implementing a comprehensive strategy for inclusive innovation will require significant investment in resources, including time, money, and personnel.
- Measuring progress: It may be challenging to accurately measure the impact of these initiatives on diversity and inclusion, innovation, and organizational performance.
8. Next Steps
- Develop a detailed implementation plan: Outline specific actions, timelines, and responsible parties for each recommendation.
- Secure leadership buy-in: Engage senior leadership in the implementation process and ensure their commitment to the strategy.
- Communicate the strategy to employees: Clearly communicate the goals, benefits, and expectations of the initiative to all employees.
- Monitor progress and make adjustments: Regularly track progress, identify areas for improvement, and make adjustments to the strategy as needed.
By taking these steps, MGB can create a more inclusive and innovative healthcare system that benefits both its employees and the communities it serves.
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Case Description
Massachusetts General Brigham (MGB) Chief Innovation Officer Christopher Coburn had overseen a period of exciting transformation and growth in healthcare innovation at MGB. In November 2019, the health system was the largest recipient of National Institutes of Health (NIH) funding in the world. The Innovation Office sought to capitalize on that funding. Their team aimed to help the organization's 3,505 Principal Investigators translate and commercialize their research, with the goal of both producing revenue and improving patient care. Despite the success of Coburn and the Innovation Office over the last decade, MGB CEO Anne Klibanski and other key stakeholders had a serious concern. Although women comprised approximately 40% of the medical researchers and physicians it employed, the percentage of women participating in innovation activities lagged behind--in some categories, by a ratio of 4:1. Coburn knew that change would require an understanding of the main sources of disparities, the right strategy to address those disparities, and an equally robust execution. How could MGB expand and diversify its community of innovators?
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