Leadership
Are We Aligned to Make VBC Work?
Here are 3 questions you should be considering
#1. How does leadership routinely share VBC priorities, progress, and changes — and gather feedback from frontline staff?
Why this matters: If priorities and progress aren’t shared clearly, teams lose direction and engagement drops. Regular communication and feedback help leaders stay connected to what’s happening on the ground and adjust efforts in ways that support real change.
#2. Do incentives and performance goals reward teamwork or optimizing their own results?
Why this matters: Incentives drive behavior. If teams are rewarded for individual performance instead of shared outcomes, coordination breaks down and value-based goals are harder to achieve. Aligning incentives reinforces collaboration, accountability, and system-level results.
#3. How is leadership continuity strategically planned so progress doesn’t stall during transitions?
Why this matters: Value-based care takes years to implement. When leadership changes without a continuity plan, priorities shift, progress stalls, and teams lose direction. Sustaining momentum requires intentional planning for leadership transitions.
What to do next:
How the “Fundamentals of Value-Based Care” Training Fits