Health IT - an elegant exercise in wishful thinking

Health Information Technology has been in the headlines this past week with Jeremy Hunt committing the "NHS to be paperless by 2018".  Why: because it will "save billions, improve services and help meet the challenges of an ageing population".  £4.4bn of savings in fact according to a PwC report.

It all sounds perfectly plausible, but the savings will be completely illusory.  Take a look here for a brilliant exposition by Systems Thinking for Girls as to why.  In fact, I predict that the investment in health IT, as currently proposed will cost, not save money.  Given that successive governments have been going at this 'problem' since 1998 and the £12bn debacle that was NPfIT (the Public Accounts committee concluded that electronic records system was 'unworkable' and the government admitted that it had wasted the money and was closing down the programme) making such a prediction has to be one of the closest things to a 'dead cert' bet.  The expected savings from these programmes can never be realised because the underlying logic about how savings are generated is flawed.  These wrong headed expectations are probably exemplified best by a 2005 report by RAND. 

In it RAND predicted that adoption of an Electronic Medical Record would generate savings of $81bn PER YEAR for an investment of $20bn.  These savings are based on extrapolating the savings generated from the reduction in time people spend 'doing' things.  The approach to health IT is a manifestation of the dominant command and control management paradigm.  The logic is:

  • identify how much work is coming in
  • work out how many people there are doing the work
  • assess how long it takes for people to do things
Under this production-driven view activity equals cost.  With this logic efficiency becomes; the more we reduce activity times the more we cut costs.  Leaders then focus on three things:
  • standardising work
  • reducing activity times (because activity = cost)
  • driving out waste

From this logic, if Health IT reduces the steps in a process, or prevents duplication, or speeds up the time it takes to get information, this all saves peoples time and, as a result, will save money.  These savings can be extrapolated across the whole system and, voila, several billions can be saved.  With respect to the RAND study the President was convinced and the investments were approved.  It sounds unbelievable that such extrapolations would be made - but it is unsurprising given the above perspective about how the work works.

Equally unsurprising, the savings failed to materialise as a revised Rand study shows.  Rather than saving money it seems the investment may have cost money .  Healthcare spending in the US has, in fact, risen by $800bn since the 2005 report.  It seems that the billions invested in IT have made it easier for providers to bill for services.  How ironic.

From our studies, massive investment in Health IT, aside from there being no evidence of their benefit, is the wrong problem to solve.  Developing and tending to relationships, end-to-end over time, understanding what matters to people in the context of how they live their life is what the system needs to orientate itself to.  But there will be no time for people to do this because they will be spending countless unproductive hours either implementing a new electronic system or dealing with the problems the system will cause.  There will be much gnashing of teeth as NHS staff will appear to look even more unproductive.  'We need another technological solution' will be the cry.  And so the cycle will continue...

The argument for Health IT is that by putting all the information relating to all a persons transactions in one place better clinical decisions will be made.  It will be safer; cheaper.  But here's a test.  Take a persons current paper medical records.  Place all the assessments end to end.  Would reading them give you a sense of the person as a whole and help you to understand them and the context in which they live their life and thereby help the system to solve their problem?  Our evidence is that it will not.  That evidence alone should be enough to prevent this headlong dash into doing more of the wrong thing faster.  But that is not the only evidence.

A long term US study of people going online to view their clinical records concluded that online access, rather than reducing demand on health services, was associated with more use of clinical services.   “Contrary to expectations and the results of some prior studies,” the study authors found “a significant increase in the per-member rates of office visits and telephone encounters” by online patients. There was also a significant increase in clinic visits after hours.

But stark evidence of failure is not enough to convince supporters of the redemptive powers of Health IT that their logic is wrong.  Instead they argue that what is needed is more and better application of the same flawed logic.  To be fair to PwC, despite making grand claims about the savings to be realised, they at least say “significant further work is required to further substantiate some of the evaluations of potential benefit, and especially the evaluations of potential financial benefit.”

This will not stop leaders:

  • ignoring negative reports
  • committing millions to 'incentivising' providers and doctors to use new systems or
  • estimating quality and productivity benefits that do not (and cannot) materialise
It's why Groopman and Hartzband call investment in Health IT an 'elegant exercise in wishful thinking'.  I wonder if Health IT and the benefits claimed for it are more like the management equivalent of homeopathy, something close to the Secretary of States heart.

The way Health IT is currently conceived will cost not save money.  Worse it will not solve peoples' problems, the real point of leverage in the system.  There is a better way, one that might end up with an electronic patient record, but certainly doesn't start there.

By the way, it's not all bad news.  RAND’s 2005 report was paid for by a group of companies, including General Electric and Cerner Corporation, that have profited by developing and selling electronic records systems to hospitals and physician practices. Cerner’s revenue has nearly tripled since the report was released, to a projected $3 billion in 2013, from $1 billion in 2005.



  

12 words and 2 principles to transform the NHS

The problems of the current system cannot be solved or managed away within the prevailing management view.  This is just the "wrong thing righter".  In my previous blogs I described 12 words to transform the NHS; a way of studying the system outside in from a users perspective that will move the NHS from a command and control design to a systems design - from the left hand column of the table to the right hand column.  These 12 words help leaders see for themselves how their system is actually working (or not) through studying and experimenting rather than from "planning" or "specifying".  In doing so they discover for themselves how far from delivering purpose from a users point of view the NHS is.  The 12 words are:

THINKING - SYSTEM - PERFORMANCE

PURPOSE - MEASURES - METHOD

DEMAND - VALUE - FLOW

CHECK - PLAN - DO

When leaders apply this method to their systems they see for themselves that all the concepts that are held to be universally acknowledged truths such as scale thinking, functionalism, specialism, targets, incentives, demand management to name a few are actually damaging system performance not helping it.

It is a method that enables leaders to get knowledge about what matters to people and design responses against the value demands they make.  And it is a method where leaders keep two principles at the heart of any design:
  • Let the patient be the boundary of the system
  • Seamlessness
In practice this means designing responses that:
  • Take the time to understand people in the context of how they live their life and design against that demand
  • Build in continuity end-to-end over time for patients based on "pulling" in expertise, not referring on
  • Eradicating multiple budgets and criteria to access them
By focussing on designing the system to make things work better, an extraordinary thing happens.  Not only does the system start to get better results but, because they are acting on and changing the system, behaviour changes too.  Simply by doing the right thing and giving people a good job to do, leaders get culture change - for free.

      If it seems self evident, all I can say is that it is not what currently happens.  The leaders we meet do not want to ask questions; they want answers.  They want tasks to do, not problems to solve.  They haven't got time to do anything else they argue.  But when they take the time to study their system, leaders realise they are spending their time doing the wrong thing faster.  Public services generally and the NHS in particular suffers from an institutional form of Stockholm Syndrome - where thinking has not only been "kidnapped" by the prevailing command and control management paradigm, but the "hostages" actively defend it, sometimes without even realising it.
    The problems of the current system cannot be solved or managed away within the prevailing management view.  This is just the "wrong thing righter".  Apply these 12 words and two principles and the system will just be getting on with learning how to do the right things.

    12 words to transform the NHS - part 4

    In my last blog I talked about how the NHS doesn't understand demand, not meaningfully from a patients point of view.  Management is by the numbers - activity volumes, ratios, targets.  Carve it up, and farm it out.  Never mind the quality feel the width.  What matters to patients doesn't matter.  The system measures the wrong things, valuing the number not the person.  Seeking economies from scale instead of economies of flow.  As a consequence the NHS is stacked full of failure demand - the failure to do something or doing something right for people.  Leaders look to find ways to "manage" this demand when better would be to understand the difference between value and failure demand and design responses that solve peoples problems.  So how can leaders do this systematically and reliably within a proven framework for change?

    There are three steps in performance improvement - understanding the "what and why" of current performance as a system, identifying the levers for change and taking direct action on the system.  The cycle is called CHECK - PLAN - DO.

    In practice this means studying the work as work in order to assess current methods and use new ones to build better systems.  And it is different from the classic Deming cycle of Plan-Do-Study-Act (PDSA) for a reason.  Deming's model was built in manufacturing, where changes were tested off-line before translation to the working system.  For him "plan" was based on having an idea based on what you "know".  But what he "knew" in his first step was based on working with the organisation as a system.

    PDSA can't work as an improvement methodology in the NHS as leaders do not know what problems they actually have.  This can only be discovered through "check" - understanding the "what" and "why" of current performance.


    Doing this systematically and methodically within an empirically proven framework for change reveals just how far the system is from routinely and reliably solving people’s problems in a way that matters to them.  It also enables systems to be redesigned from first principles – what matters from a users point of view, rather than from sophisticated guesswork or application of plausible but ineffective ideas.

     It reveals no evidence that demand in the NHS is rising, at least not value demand.  It questions whether the belief that an ageing population is a problem.  And it reveals patient expectation to be an opportunity to design for perfect, reduce costs and improve morale rather than the negative "problem" it is often described as.  It also reveals that the NHS over diagnoses, over supplies and over treats creating harm and cost that runs into the billions of pounds.  

    It is a method that starts with getting empirical knowledge of the “what and why” of current performance as a system and ends with redesigning services to improve performance and drive out costs systemically –a 50% reduction in the cost of stroke care; a 42% reduction in community hospital admissions; a 45% reduction in non-elective admissions.  Happier staff and patients.  And solutions that better respond to the "help me" rather than "fix me" demands that people actually make.

    Most importantly it is a method not a model.  The commissioner who applies the 12 words I have outlined over the past few days will be less concerned about coming up with "the answer" and more able to ask the right questions.  They will be less concerned about rallying the troops, calling to action, energising for excellence or working on the workers because the entire system will be focussed on delivering value from a users perspective which in turns gives people a good job to do.  It doesn't need leaders to develop models to the implement at scale and pace because they will learn that a focus on the micro (solving peoples problems) leads to macro solutions

    They will also discover that the conventional management paradigm that has seduced organisational leaders for so long has outlived its purpose and needs to be replaced if we are to stop wasting billions of pounds on unnecessary hospital admissions, worthless but expensive technologies and the collection of useless information.

    So there you have it.  12 words to transform the NHS.

    THINKING - SYSTEM - PERFORMANCE

    PURPOSE - MEASURES - METHOD

    DEMAND - VALUE - FLOW

    CHECK - PLAN - DO

    The next blog will describe the fundamental design principles against which these frameworks should be deployed and how this operationalises for managers and leaders in terms of design.