Welcome to your one-stop shop for everything

self-management.
Whether you’re brand new, mid-pilot, or deep in the details—this site is here to help.

why self-management?

We’re building something different—on purpose

We believe healthcare works best when the people doing the work shape how it’s done. Self-management means stepping into shared ownership, trusting each other to lead, and designing clinics that work for us—not around a boss.

Sandy Clinic Team at Sandy High School Event - Copy.jpg

It means:

You are trusted to do the job you were hired to do.
Local decisions focusing on what truly matters.
Freedom to lead, create, and care—without the burnout.
More freedom, less micromanagement.

This model gives everyone a voice, transparency by default, and support from peers instead of top-down control.

Our Principles

Our self-management principles guide how we work together—grounded in trust, shared ownership, and the belief that we’re stronger when everyone’s voice matters.

Principle #1: People Positive

Believing all people are inherently motivated, capable of self-direction, and worthy of trust and respect.

Principle #2: Strengths-Based

Recognizing that every team member has a unique set of strengths.

Principle #3: Move Forward With Consent

We only move forward if agreed it is “safe-to-try”.

Principle #4: We’re In It Together

Operating with a shared consciousness and moving away from an “us vs. them” mindset.

Take a deeper dive

Branding

Self-Managed Clinics at Orchid – Overview

A quick one-pager on what self-management is, why we’re doing it, and how it connects to our mission.

Orion Eats Hot Wings While Explaining Self-Management

Exactly what it sounds like—our Executive Director breaks down self-management while progressively melting from spicy wings.

Oakridge Testimonial – What It Looks Like in Real Life

A short video on what self-management is, why we’re doing it, and how it connects to our mission—told by the team living it every day.

Self-Managing Clinic Teams Overview

This is the deck teams use to kick off their self-management journey—includes the phases, practices, and mindset shifts involved.

Self Management FAQ

This FAQ covers what self-management means, how decisions get made, what support exists, and how your team is set up to succeed—use it as a go-to guide as you navigate the transition.

what is self-management?

Five Practices Make It Work
Self-management = working together with more clarity, ownership, and trust.
Here’s how we do it:

1. Distributed Roles & Responsibilities

We share what managers used to do—based on our strengths, interests, and with help from back office when needed.

Tools & Templates:

Distributed Roles Practice Guide - Guidance on how to distribute roles effectively.
Clinic Management Responsibilities List - Outlines the specific responsibilities that need to be distributed.
Responsibilities Exercise Template - Facilitates the process of identifying strengths and assigning responsibilities.
Role & Responsibility 1-Pagers Folder - Detailed information on each specific role and its responsibilities

2. Consent-Based Decision-Making

Decisions are made by the people doing the work, with input from those affected. If it’s “safe to try,” we try it.

Tools & Templates:

Risk Consultation Checklist - Determine if your idea requires consultation. If unsure, reach out to your Pod Ops Coach.
Decision Making Tree - How we make decisions.
Advice Process Overview - Essential overview of the Advice Process
Advice Form Template + Submission Folder - practical tools for implementing the Advice Process.
Decision-Making Practice for Self-Managed Teams - Guidelines and best practices for decision-making in a self-managed context.

3. Transparent Info & Operational Rhythms

You get the info you need to make smart decisions—no gatekeeping. We use simple rhythms (like team huddles and bi-monthly check-ins) to stay aligned.

Tools & Templates:

Four Pillar Health Dashboard - Tracks key indicators to guide clinic and organizational decision-making.
Orchid Health Information Sharing Practice - Provides context and details on how information is shared and how operational rhythms are maintained within the self-management framework.

4. Peer-Based Performance Management

We grow through feedback—from our peers, not a boss. Support groups and competency check-ins help us improve and celebrate growth.

Tools & Templates:

Performance Practice for Self-Managed Teams - outlining the overall approach to peer-based performance management.
Peer Feedback Group Guide - Template on how to conduct effective peer feedback.

5. Conflict Resolution Between Peers

We don’t avoid conflict—we deal with it directly and respectfully. There’s always help if needed, but it starts with us.

Tools & Templates:

Orchid's Communication and Conflict Resolution Toolbox - Presentations, tools, and trainings of the core truths for our practices.

Conflict Resolution Practice - Outlines the general approach to conflict resolution.
High-Five Discussion Guide - Provides a specific tool for addressing conflict constructively.

You’re not expected to master everything at once.

Self-management is about learning together, leaning into clarity, and trusting that the people closest to the work—that’s you—are capable of leading real change. Start small, stay curious, and know you’re supported every step of the way.

Our approach

Becoming Self-Managed: A 5-Phase Journey

Self-management doesn’t happen all at once. It’s something we build—together. When your clinic is ready to start, this is the process we use.

The five-phase journey supports teams in learning, trying, and integrating new ways of working at a pace that fits. Each phase is grounded in clarity, support, and the belief that the people closest to the work are best equipped to lead it.

Understand

What it looks like:
Get familiar with what self-management is, why we’re doing it, and what it means for your team.

Focus areas:

Learn the five practices
Understand how decisions, roles, and feedback work
Access real examples from other clinics

Tools & Templates:

Self-Managing Clinic Teams Overview
- Overview of self-management foundations
Self Managed Clinics at Orchid - Overview
Intro to Orchid’s self-managed model

Check for Readiness

What it looks like:
Assess where your team is now—what’s working, what’s missing, and what would help you move forward with confidence.

Focus areas:

Gauge comfort with autonomy and ownership
Clarify strengths and growth areas
Decide what support you need

Tools & Templates:

Levels of Self-Management Index - Team readiness self-assessment survey

Co-Create Your Approach

What it looks like:
Choose where to begin. Decide what to pilot, how you’ll learn, and who’s leading what.

Focus areas:

Select a practice to start with
Assign roles and responsibilities
Agree on how progress will be tracked

Tools & Templates:

Responsibilities Spreadsheet - Defines and assigns team roles
Self-Management Responsibilities Exercise - Team-based role selection tool
Distributed Roles and Responsibilities Practice for Self-Managed Teams - Guide to distributing team leadership

Pilot and Learn

What it looks like:
Try it out. Reflect. Adjust. This phase is about learning through action—not getting it perfect.

Focus areas:

Launch your pilot
Use regular check-ins to reflect
Document lessons and shifts

Tools & Templates:

Team self-management check-in questions -
Reflection prompts for pilot check-ins
Monthly Self-Management Practice Change Check-in Survey - Survey for ongoing pilot feedback
Self-management Practice Change Monitoring Report - Report template for pilot insights

Make It Yours

What it looks like:
When something works, make it part of how your team operates—and keep evolving.

Focus areas:

Embed successful practices
Share learnings with others
Celebrate your growth and progress

Tools & Templates:

Performance Management Practice for Self-Managed Clinic Teams - Peer-based performance process
Conflict Resolution Practice for Self-Managed Teams - Tools for resolving team tensions
Orchid Advice Process Guide - How to use the advice process
Information Sharing Practice - Guidelines for transparency and access
Orchid Operating Rhythm - Structure for meetings and workflows

Real Talk

This isn’t about doing everything perfectly.
It’s about building trust, sharing ownership, and trying things out—together.

Tools and Templates

The “I just need that doc” page

Advice Process & Decision-Making

Advice Process Guide -
Step-by-step instructions for how to give and seek advice in a self-managed team.

How to Make Decisions (Decision Tree) Outlines how decisions get made—using “safe to try” and shared judgment, not top-down approval.

Advice Form -

Use this form to get input from others before making a decision that impacts them.

Responsibilities

Team Responsibilities Tracker -

Track who owns what across your team to stay clear, accountable, and avoid overlap.

All Role 1-Pagers Folder -

Quick reference sheets for each role—know what you do and how it connects to others.

Feedback & Performance

Peer Feedback Group Template -
Structure for running feedback sessions that support learning and team growth.

Communication + Conflict Resolution

Conflict R esolution Practice Document -
Overview and outline of how conflict gets resolved.

Orchid's Communication and Conflict Resolution Toolbox -

Presentations, tools, and trainings of the core truths for our practices.

High-Fives - Having a Difficult Discussion -

This folder provides resources for working through tension with a teammate.

HR C's Training Conflict Resolution -

Simple tools to help you address tension directly and respectfully—before it escalates.

Operational Stuff

Meeting Agenda Template -
Keep team meetings focused, useful, and aligned with self-management values.

Clinic Emergency Operations Plan (EOP) and Contact List -

Actionable information for various scenarios beyond regular daily tasks.

Your pod team

You Shape the Clinic. We’ve Got Your Back.

The Pod health team's purpose is to support pod clinics' capacity to deliver exceptional local healthcare, make a positive impact on local community health, and maintain four pillar health and development.

Network of Support, Not a Chain of Command

The Pod Health Team helps clinics stay focused on care by providing local, relational support, sharing resources, and ensuring you never have to carry the load alone.
You decide what to hold locally. We’re here for the rest.

Learn more - Pod Model Presentation to Teams

Pod Coaches

Your Pod Coaches are here to support—not manage—by helping your team make thoughtful decisions, grow trust, and take confident ownership of your clinic’s success.

Learn more - Self-Managed Clinic Coaches - Role Descriptions

why self-management?

Our Principles

Take a deeper dive