Frequently Asked Questions
What results should we expect in reducing our own OR Turnover times?
A reduction of 20-30% in the total OR Suite Turnover time is very common. You will also benefit from more standardized and predictable methods for the OR Suite Setup.
Can you guarantee the results?
In the same way your doctor can guarantee that "Diet and Exercise" will help you lose weight. As long as your team follows Quick Turnover "Prescription" (the LGA Roadmap), you can take it to the bank.
How many people need to participate in the Pilot Project?
Our preferred number is 6-to-8 plus 2 LGA Team members . We want a mix of Instrument Techs, Circulators, Nurse anesthetist, SPD staff, and OR Support Staff. Charge Nurses, Managers, Directors and other support departments will be asked to be on call to help.
How much classroom training should we expect?
Our curriculum incldes 2 hours of Value Stream Mapping and up to 4 hours of Quick Turnover. We will bring in additional brief training modules to address specific Lean tactics as they are required by your OR's specific challenges.
We’re short of people now in the OR. How are we supposed to do OR Turnovers even faster when we are understaffed?
A very common concern. What the team looks for is wasted activity and movement, which, when taken out of the work flow, allows time to do the job safely and promptly.
We have lots of per-diems and travelers in our OR – always new staffers coming and going, and every changeover is a little different. Even if we develop “one best way”, how do we teach it to all these players?
After helping you design the “one best way” for your institution, this program emphasizes thorough training for the OR team and related functions. Role-playing, practice in an empty OR suite, and LGA coaching during “live” Turnovers are all part of implementing and sustaining the best possible procedures.
We see those improved Turnover times you claim we can achieve. How can we do that, when an average of 8% of all our case carts are missing something?
As part of the team’s assessment work and Value Stream Mapping, you’ll identify all the problem spots, or obstacles, affecting your Turnover performance, and develop a structured Action Plan for the highest-impact issues. This project will include any other functions or departments involved.
Our hospital did a Turnover improvement project four years ago, and made some gains. But now we’re right back to where we were before. Why will this program be any different?
We at Leonardo Group Americas have heard and seen that problem before. The solution is two-fold:
- Be sure that your OR, surgical staff and senior leadership understand and support the importance of prompt and accurate Turnovers.
- Leonardo Group Americas emphasizes training and coaching of the process following implementation, to assure good sustainability.