Health Care Talent Management
U.S. health care organizations face several serious, and sometimes competing, priorities. Patients, their families, and the government are pushing for safe, affordable, high-quality care. At the same time, customer service, operational efficiencies and cost control are essential to staying in business.
Now, more than ever, it is vital that health care organizations select and develop first-class leaders who can carry out these missions with skill and passion.
Achieve Superior Business Results
At DDI, we understand the health care industry and its challenges. For decades, we’ve shared our expertise with more than 1,200 hospitals and health care organizations, providing the experience necessary to build engaged, high-performing workforces.
Our clients partner with us to:
Experienced, client-focused professionals who are dedicated to addressing the unique needs of health care organizations staff DDI’s health care practice. Our integrated health care-specific solutions are designed to achieve superior business results supporting the objectives of health care organizations.
Presbyterian Healthcare Services, HCA, Christus Health, Parkland Health, Children’s Healthcare of Atlanta, UPMC, and Saint Thomas Health are among the world-class health care organizations that have partnered with DDI to develop and execute a sustainable talent management strategy.
Children's Health System 
Solving turnover problems by hiring the right people for the right job the first time.
Results—Within two years, turnover dropped from 23 percent to 9 percent, even lower than the CHS goal of 15 percent.
East Alabama Medical Center
Establishing new behavior-based competencies for use in job descriptions, performance appraisals, and selection.
Results—An employee survey revealed that 72 percent of the workforce would like to retire at EAMC—a statistic revealing an unprecedented level of employee satisfaction.
Guidant Corporation
Building bench strength across three levels of leaders.
Results—Surveys conducted two years after implementation showed improvement in employee agreement with seven "vital sign" statements that map to Guidant leader core competencies.
HCA Inc.
Attracting, hiring and developing leaders.
Results—Realized a 26.7-percent improvement in costs saving, and attained significant increases in employee satisfaction.
Presbyterian Healthcare Services
Better leadership and service skills to achieve national recognition.
Results—Ninety-day turnover rate reduced from 7 percent to 4.5 percent.
Providence Health System—Oregon 
Improved leader skills mean better personal productivity and a strong ROI.
Results—Improved leader skills mean better personal productivity—and a strong ROI.
Saint Thomas Hospital
Improving quality through increased patient interaction skills.
Results—Saint Thomas’ hard-to-move Net Promoter Score improved a point, from 73.74 to 74.7
Tenet Healthcare Corporation
Giving its 10,000 leaders the skills for success.
Results—Tenet Leaders helped reduce turnover by >4 percent and produce significant improvement in employee satisfaction.
Texas Children's Hospital
Putting leadership excellence at the heart of the strategic plan.
Results—2007 employee engagement survey scores rank in the top one percent of health care organizations nationwide.
Texas Children's Hospital
Customized Performance Management Delivers for Texas Children’s Hospital.
Results—Employees at TCH rated the amount of performance goals
University of Pittsburgh Medical Center (UPMC)
Upfront diagnostic assessments pave the way to leadership development successes.
Results—Estimating the improved leadership effectiveness produced a human capital return on investment of >360 percent.
University of Pittsburgh Medical Center (UPMC)
Nurturing next-generation healthcare leaders and reducing turnover.
Results—The Fellowship program has served to prepare a core group of promising high potentials for future roles as senior leaders within UPMC.
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