In a computer the critical-to-success software is called the ‘operating system’ – and we know that by the brand labels such as Windows, Linux, MacOS, or Android. There are many.
It is the O/S that makes the hardware fit-for-purpose. Without the O/S the computer is just a box of hot chips. A rather expensive room heater.
All the programs and apps that we use to to deliver our particular information service require the O/S to manage the actual hardware. Without a coordinator there would be chaos.
In a healthcare system the ‘hardware’ is the buildings, the equipment, and the people. They are all necessary – but they are not sufficient on their own.
The ‘operating system’ in a healthcare system are the management policies: the ‘instructions’ that guide the ‘hardware’ to do what is required, when it is required and sometimes how it is required. These policies are created by managers – they are the healthcare operating system design engineers so-to-speak.
Change the O/S and you change the behaviour of the whole system – it may look exactly the same – but it will deliver a different performance. For better or for worse.
In 1953 the invention of the transistor led to the first commercially viable computers. They were faster, smaller, more reliable, cheaper to buy and cheaper to maintain than their predecessors. They were also programmable. And with many separate customer programs demanding hardware resources – an effective and efficient operating system was needed. So the understanding of “good” O/S design developed quickly.
In the 1960’s the first integrated circuits appeared and the computer world became dominated by mainframe computers. They filled air-conditioned rooms with gleaming cabinets tended lovingly by white-coated technicians carrying clipboards. Mainframes were, and still are, very expensive to build and to run! The valuable resource that was purchased by the customers was ‘CPU time’. So the operating systems of these machines were designed to squeeze every microsecond of value out of the expensive-to-maintain CPU: for very good commercial reasons. Delivering the “data processing jobs” right, on-time and every-time was paramount.
The design of the operating system software was critical to the performance and to the profit. So a lot of brain power was invested in learning how to schedule jobs; how to orchestrate the parts of the hardware system so that they worked in harmony; how to manage data buffers to smooth out flow and priority variation; how to design efficient algorithms for number crunching, sorting and searching; and how to switch from one task to the next quickly and without wasting time or making errors.
Every modern digital computer has inherited this legacy of learning.
In the 1970’s the first commercial microprocessors appeared – which reduced the size and cost of computers by orders of magnitude again – and increased their speed and reliability even further. Silicon Valley blossomed and although the first micro-chips were rather feeble in comparison with their mainframe equivalents they ushered in the modern era of the desktop-sized personal computer.
In the 1980’s players such as Microsoft and Apple appeared to exploit this vast new market. The only difference was that Microsoft only offered just the operating system for the new IBM-PC hardware (called MS-DOS); while Apple created both the hardware and software as a tightly integrated system – the Apple I.
The ergonomic-seamless-design philosophy at Apple led to the Apple Mac which revolutionised personal computing. It made them usable by people who had no interest in the innards or in programming. The Apple Macs were the “designer”computers and were reassuringly more expensive. The innovations that Apple designed into the Mac are now expected in all personal computers as well as the latest generations of smartphones and tablets.
Today we carry more computing power in our top pocket than a mainframe of the 1970’s could deliver! The design of the operating system has hardly changed though.
It was the O/S design that leveraged the maximum potential of the very expensive hardware. And that is still the case – but we take it for completely for granted.
Exactly the same principle applies to our healthcare systems.
The only difference is that the flow is not 1’s and 0’s – it is patients and all the things needed to deliver patient care. The ‘hardware’ is the expensive part to assemble and run – and the largest cost is the people. Healthcare is a service delivered by people to people. Highly-trained nurses, doctors and allied healthcare professionals are expensive.
So the key to healthcare system performance is high quality management policy design – the healthcare operating system (HOS).
And here we hit a snag.
Our healthcare management policies have not been designed using the same rigor as the operating systems for our computers. They have not been designed using the well-understood principles of flow physics. The various parts of our healthcare system do not work well together. The flows are fractured. The silos work independently. And the ubiquitous symptom of this dysfunction is confusion, chaos and conflict. The managers and the doctors are at each others throats. And this is because the management policies have evolved through a largely ineffective and very inefficient strategy called “burn-and-scrape”. Firefighting.
The root cause of the poor design is that neither healthcare managers nor the healthcare workers are trained in operational policy design. Design for Safety. Design for Quality. Design for Delivery. Design for Productivity.
And we are all left with a lose-lose-lose legacy: a system that is no longer fit-for-purpose and a generation of managers and clinicians who have never learned how to design the operational and clinical policies that ensure the system actually delivers what the ‘hardware’ is capable of delivering.
Suppose we have a simple healthcare system with three stages called A, B and C. All the patients flow through A, then to B and then to C. Let us assume these three parts are managed separately as departments with separate budgets and that they are free to use whatever policies they choose so long as they achieve their performance targets -which are (a) to do all the work and (b) to stay in budget and (c) to deliver on time. So far so good.
Now suppose that the work that arrives at Department B from Department A is not all the same and different tasks require different pathways and different resources. A Radiology, Pathology or Pharmacy Department for example.
Sorting the work into separate streams and having expensive special-purpose resources sitting idle waiting for work to arrive is inefficient and expensive. It will push up the unit cost – the total cost divided by the total activity. This is called ‘carve-out’.
Switching resources from one pathway to another takes time and that change-over time implies some resources are not able to do the work for a while. These inefficiencies will contribute to the total cost and therefore push up the “unit-cost”. The total cost for the department divided by the total activity for the department.
So Department B decides to improve its “unit cost” by deploying a policy called ‘batching’. It starts to sort the incoming work into different types of task and when a big enough batch has accumulated it then initiates the change-over. The cost of the change-over is shared by the whole batch. The “unit cost” falls because Department B is now able to deliver the same activity with fewer resources because they spend less time doing the change-overs. That is good. Isn’t it?
But what is the impact on Departments A and C and what effect does it have on delivery times and work in progress and the cost of storing the queues?
Department A notices that it can no longer pass work to B when it wants because B will only start the work when it has a full batch of requests. The queue of waiting work sits inside Department A. That queue takes up space and that space costs money but the queue cost is incurred by Department A – not Department B.
What Department C sees is the order of the work changed by Department B to create a bigger variation in lead times for consecutive tasks. So if the whole system is required to achieve a delivery time specification – then Department C has to expedite the longest waiters and delay the shortest waiters – and that takes work, time, space and money. That cost is incurred by Department C not by Department B.
The unit costs for Department B go down – and those for A and C both go up. The system is less productive as a whole. The queues and delays caused by the policy change means that work can not be completed reliably on time. The blame for the failure falls on Department C. Conflict between the parts of the system is inevitable. Lose-Lose-Lose.
And conflict is always expensive – on all dimensions – emotional, temporal and financial.
The policy design flaw here looks like it is ‘batching’ – but that policy is just a reaction to a deeper design flaw. It is a symptom. The deeper flaw is not even the use of ‘unit costing’. That is a useful enough tool. The deeper flaw is the incorrect assumption that by improving the unit costs of the stages independently will always get an improvement in whole system productivity.
This is incorrect. This error is the result of ‘linear thinking’.
The Laws of Flow Physics do not work like this. Real systems are non-linear.
To design the management policies for a non-linear system using linear-thinking is guaranteed to fail. Disappointment and conflict is inevitable. And that is what we have. As system designers we need to use ‘systems-thinking’.
This discovery comes as a bit of a shock to management accountants. They feel rather challenged by the assertion that some of their cherished “cost improvement policies” are actually making the system less productive. Precisely the opposite of what they are trying to achieve.
And it is the senior management that decide the system-wide financial policies so that is where the linear-thinking needs to be challenged and the ‘software patch’ applied first.
It is not a major management software re-write. Just a minor tweak is all that is required.
And the numbers speak for themselves. It is not a difficult experiment to do.
So that is where we need to start.
We need to learn Healthcare Operating System design and we need to learn it at all levels in healthcare organisations.
And that system-thinking skill has another name – it is called Improvement Science.
The good news is that it is a lot easier to learn than most people believe.
And that is a big shock too – because how to do this has been known for 50 years.
So if you would like to see a real and current example of how poor policy design leads to falling productivity and then how to re-design the policies to reverse this effect have a look at Journal Of Improvement Science 2013:8;1-20.
And if you would like to learn how to design healthcare operating policies that deliver higher productivity with the same resources then the first step is FISH.