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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.
It means:
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You are trusted to do the job you were hired to do.
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Local decisions focusing on what truly matters.
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Freedom to lead, create, and care—without the burnout.
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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.
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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.
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:
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Distributed Roles Practice Guide - Guidance on how to distribute roles effectively.
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Clinic Management Responsibilities List - Outlines the specific responsibilities that need to be distributed.
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Responsibilities Exercise Template - Facilitates the process of identifying strengths and assigning responsibilities.
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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:
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Risk Consultation Checklist - Determine if your idea requires consultation. If unsure, reach out to your Pod Ops Coach.
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Advice Process Overview - Essential overview of the Advice Process
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Advice Form Template + Submission Folder - practical tools for implementing the Advice Process.
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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:
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Four Pillar Health Dashboard - Tracks key indicators to guide clinic and organizational decision-making.
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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:
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Performance Practice for Self-Managed Teams - outlining the overall approach to peer-based performance management.
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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:
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Orchid's Communication and Conflict Resolution Toolbox - Presentations, tools, and trainings of the core truths for our practices.
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Conflict Resolution Practice - Outlines the general approach to conflict resolution.
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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.
1
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:
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Learn the five practices
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Understand how decisions, roles, and feedback work
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Access real examples from other clinics
Tools & Templates:
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Self-Managing Clinic Teams Overview
- Overview of self-management foundations -
Self Managed Clinics at Orchid - Overview
Intro to Orchid’s self-managed model
2
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:
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Gauge comfort with autonomy and ownership
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Clarify strengths and growth areas
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Decide what support you need
Tools & Templates:
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Levels of Self-Management Index - Team readiness self-assessment survey
3
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:
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Select a practice to start with
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Assign roles and responsibilities
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Agree on how progress will be tracked
Tools & Templates:
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Responsibilities Spreadsheet - Defines and assigns team roles
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Self-Management Responsibilities Exercise - Team-based role selection tool
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Distributed Roles and Responsibilities Practice for Self-Managed Teams - Guide to distributing team leadership
4
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:
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Launch your pilot
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Use regular check-ins to reflect
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Document lessons and shifts
Tools & Templates:
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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
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Self-management Practice Change Monitoring Report - Report template for pilot insights
5
Make It Yours
What it looks like:
When something works, make it part of how your team operates—and keep evolving.
Focus areas:
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Embed successful practices
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Share learnings with others
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Celebrate your growth and progress
Tools & Templates:
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Performance Management Practice for Self-Managed Clinic Teams - Peer-based performance process
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Conflict Resolution Practice for Self-Managed Teams - Tools for resolving team tensions
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Orchid Advice Process Guide - How to use the advice process
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Information Sharing Practice - Guidelines for transparency and access
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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.
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.
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 Resolution 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
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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.
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.