When Millions Isn't Enough
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Then there's the other extreme. Then there's the other extreme. Turned just a few months ago. Turned just a few months ago. Turned just a few months ago. We let go We let go We let go our busiest cardiothoracic surgeon. our busiest cardiothoracic surgeon. our busiest cardiothoracic surgeon. >> Really? >> Really? >> Really? >> Who means millions of dollars to the >> Who means millions of dollars to the >> Who means millions of dollars to the organization. organization. organization. It's a business It's a business It's a business detriment to not have that person doing detriment to not have that person doing detriment to not have that person doing surgeries every day. surgeries every day. surgeries every day. >> Can I ask why you let him go? >> Can I ask why you let him go? >> Can I ask why you let him go? >> Culture. >> Culture. >> Culture. >> Really? >> Really? >> Really? >> Culture. Great quality outcomes, >> Culture. Great quality outcomes, >> Culture. Great quality outcomes, culture. culture. culture. Just Just Just behaviors that aren't consistent with behaviors that aren't consistent with behaviors that aren't consistent with who we are, how that doctor [snorts] who we are, how that doctor [snorts] who we are, how that doctor [snorts] treated our team, team members, talked treated our team, team members, talked treated our team, team members, talked to them in the ORs, behaved in ways on to them in the ORs, behaved in ways on to them in the ORs, behaved in ways on the unit, just not acceptable. I'm the unit, just not acceptable. I'm the unit, just not acceptable. I'm sorry, we're going to have to, you know, sorry, we're going to have to, you know, sorry, we're going to have to, you know, part ways. So, there are people that part ways. So, there are people that part ways. So, there are people that work for free and there are people that work for free and there are people that work for free and there are people that generate millions in revenue that generate millions in revenue that generate millions in revenue that but what then change are the standards but what then change are the standards but what then change are the standards that we all, myself included, are that we all, myself included, are that we all, myself included, are expected to abide by. expected to abide by. expected to abide by. >> Tough call. >> Tough call. >> Tough call. >> Tough call, but you got to do what you >> Tough call, but you got to do what you >> Tough call, but you got to do what you got And and it's it it it has its own got And and it's it it it has its own got And and it's it it it has its own butterfly effect.
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butterfly effect. butterfly effect. >> Boy. >> Boy. >> Boy. >> When you when Oh, okay. They let that >> When you when Oh, okay. They let that >> When you when Oh, okay. They let that guy go. guy go. guy go. >> That book ends that story. >> That book ends that story. >> That book ends that story. >> Mhm.
Summary
This discussion highlights the critical importance of culture over revenue when making staffing decisions, even for highly profitable individuals. The example of a top surgeon being let go due to unacceptable behaviors and treatment of team members demonstrates that organizational standards and how individuals conduct themselves are paramount. The takeaway is that upholding values and maintaining a positive work environment is a necessary, albeit tough, decision that ultimately impacts the entire organization.