We recently had the opportunity to speak with team member, John Hancock, ProCARE’s Chief Commercial Officer.
John enjoys providing solutions that improve workplace cultures and healthcare. He has over 30 years of experience in marketing, finance, and business development in technology and healthcare industries. John started his career as an engineer in Fortune 500 companies but transitioned to founder and CXO roles in early-stage growth companies focused on B2B software. He is excited to be a part of the ProCARE team and the mission of making work cultures better through transparent, incentive compensation.
John’s Take On Provider Incentive Compensation:
Q: How would you describe the CARE Culture, and why is it important for healthcare organizations?
Culture covers all the contributors to high-value patient care. The lynchpin is, of course, doctors and nurses. We empower the admin/operations people to create a great doctor/nurse culture which then, in turn, results in a better outcome for patients.
Q: What are some overlooked elements of comp management?
The main overlooked element is comp is team-based models that incentivize team-based clinical work.
Q: What do most organizations find most challenging about managing compensation, in your opinion?
Modeling and data administration.
Q: In your opinion, how does compensation impact overall organizational culture?
Increasing transparency/trust with doctors/nurses results in a better culture including positivity/engagement, and retention.
Q: What inspired you specifically to work at ProCARE?
Helping to improve healthcare through improving clinical working culture.
Q: How is ProCARE different from other compensation automation solutions?
Our compensation modeling expertise and dedication to customer service.
Q: What were you doing prior to focusing on compensation automation?
Management consulting and day trading digital assets.
Q: How would you explain the mission of ProCare to someone who doesn’t know much about the organization?
We help large healthcare systems improve doctor/nurse performance in order to, in turn, improve patient care.
Get to Know John:
Q: What is something about you that most people don’t know?
I lived in Israel on a kibbutz and worked on an archaeology dig.
Q: What gets you up in the morning?
Helping and encouraging innovative entrepreneurs who want to improve society.
Q: What does your morning routine look like?
Short workout, meditation/gratitude, conversations with my wife, and planning my day. And kachava shake.
Q: How do you de-stress/relax after work?
Drinks and dinner with friends. Reading/watching/attending something inspiring.
Q: What is your favorite travel destination or vacation?
In Europe…Tuscany. In US….mountains.
Q: If you could spend your time doing one thing for the rest of your life, what would it be?
I can’t just do one thing. That would make me crazy.
Q: Who is someone that inspires you (and why)?
My closest friends/family. Because I know who they really are.
John’s Unique Perspective:
Q: What inspired the change in your career from engineer roles to CCO roles?
The change was really from Engineer to Entrepreneur/Founder/CEO of my own companies following business graduate school. Eventually, I transitioned into helping other entrepreneurs through board positions and interim CXO positions when I believed in the project.
Q: What role does incentive compensation play in fostering a health organization’s culture?
It creates transparency/trust with doctors/nurses and aligns teamwork. This results in a happier and more productive culture.
Q: How would you describe the ProCARE work culture?
Hardworking and professional. Dedication to customer care.
Q: In your experience, what commonalities have you found in the focus/goals/priorities of healthcare leadership within successful organizations?
Future focus on patient-centric high-value care. Dedication to operational cultural and financial performance.
Q: Anything else you’d like ProCARE readers to know?
Never pet a burning dog.
