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    • TBD Leadership eNews – Change Management

      September 23, 2011 // Comments Off



      September 2011
      Greetings!

      Change management is both a discipline and a science that takes time, commitment, courage and lots of intuition to implement successfully.  I’m grateful to have such talented people to learn from every day!

      Jonena Relth

      KellyThe Business Barnyard: Sacred Cows, Sacrificial Lambs and Turkey Programs
      Kelly Rietow, Principal, ROO Solutions

      How to Sabotage Your Change Efforts Every Time

      Change efforts usually start out with the best of intentions. We want to enter new markets, improve productivity or increase employee engagement. These are worthy efforts. What organization doesn’t want to grow revenues, improve margins and enjoy a happy and productive workforce? Unfortunately, our best intentions frequently encounter apathy at best and outright sabotage at worst. More often than not, we are our own worst enemy.

      Barnyard Barriers

      You are likely aware of the “above the line” change barriers in your organization – financial and human resource constraints, organizational inertia, or perhaps lack of focus. Hopefully you have dedicated the time to clarify the scope of your change effort, committed resources to the change, and communicated the need for change consistently and repeatedly to the workforce. When your efforts begin to stall out, (or ideally before you launch the effort), take time to identify some of the barnyard barriers that may be getting in your way:

      The Sacred Cows

      Sacred cows are the protected people or practices in your organization. Perhaps it is Joe in the shop, who has worked for the company for 25 years and whose skills are outdated. “We can’t make Joe change – he was the first employee ever hired.” Perhaps it is the overly tolerant company culture that stymies progress and avoids conflict. Perhaps your organization prides itself on success in a given market that is dying. During change leaders talk a good game, but when it is time for the difficult decisions, we tend to avoid tough topics or back pedal. “We can’t just change “x” – it is part of who we are,” or “What would people say if we actually stopped 100% inspection?” or “Our customers expect us to do all of our machining in house.” If you find yourself saying “can’t,” “we never” or “What would people say?” you are likely uncovering a sacred cow.

      READ COMPLETE ARTICLE

      Leading Change Initiatives

      Robert Whipple, www.leadergrow.com

      In order to survive, organizations need the ability to make change happen rapidly and efficiently. The sad truth is that most change programs produce negligible results despite a lot of invested time and money. Most of them fail because leaders take a mechanical training approach believing if a specified set of courses is given it will lead to better performance. A typical measure for success is the percent of employees who have “gone through the program.” Unless leaders create an environment that allows the change effort to kindle, the result is little forward momentum, a disillusioned workforce, and the need for additional damage control.

      1. Demonstrate an urgent need for change
      2. Communicate a compelling vision of the future
      3. Create the right environment before starting training programs – no mechanical fix to problems
      4. Draw on the diverse ideas that are available
      5. Be willing to accept risk – fosters creativity
      6. Reinforce the small wins along the way
      7. Integrate the new methods well into the culture
      8. Demonstrate constancy of purpose over time – avoid jumping from one “program” to another
      9. Understand the psychology of change

      READ COMPLETE ARTICLE


      Related Articles:

      Leading Change Initiatives – Part 2

      Leading Change Initiatives – Part 3

      Speak the Truth in Power: High Risk/High Reward

      Dana Theus, Principal, Magus Consulting

      The boss says s/he wants to know what’s on your mind, but do they really? Really?

      High Risk

      Almost half of respondents from a recent survey (48%) say they withhold their truth more than 25% of the time. Why? Because 82% say they’ve been penalized in the past for speaking up, being pushed aside, minimized and even losing their jobs. When I asked this question in discussion forums and in the survey, some of the emotions were raw. People feel that their integrity is at stake when something important is on the line and most (76%) feel regret when they decide to bite their tongues.

      It’s normally my nature to speak the truth. So when I don’t, I feel like I’m not being true to myself. ~Survey Respondent

      This regret is highly personal. We often feel that we are compromising our integrity when we clamp our mouths shut. I know this feeling, like you have to leave part of you at home every morning when you grab the keys and head out the door for work. It’s painful.

      High Reward

      But there’s a silver lining here if you want to advance your career and feel like you’re taking your whole self to the office every day – 72% said that speaking truth to power actually got them ahead! New assignments, new jobs and promotions all resulted from speaking up and telling the boss their truth.

      I found that I got more opportunities and promotions after I decided I would speak my truth unconditionally. ~Survey Respondent

      73% of those who had been rewarded have been penalized as well, which means that risk takers who are willing to take the hits also get the rewards.

      But what’s going on in the gap? Is there a way to increase your likelihood of reaping the rewarded career advancement – building your personal power – for speaking your truth and minimize the downside risk? Definitely.

      READ COMPLETE ARTICLE

      Hal AlpiarJuggling Seagulls?

      Hal Alpiar, www.BusinessWorks.US

      Effective leadership is all about managing change . . .

      Managing change starts with managing time. I know, I know, you’re a corporate mogul or an entrepreneur of some sort, and you haven’t any time for time management, right?

      But, guess what? If you don’t work consistently to manage your time better, will you ever have time to live? Good question, huh? Well, here’s a way to brush up on your change management skills, and -in just five or six minutes– maybe even surprise yourself!

      1. Draw a bull’s-eye with two fat rings around it and label the center circle
      space: “FAMILY & PERSONAL“

      2. Next, label the innermost ring space: “WORK & BUSINESS”

      3. Then label the outer ring space: “FRIENDS & OTHER ACTIVITIES“

      4. Copy each heading onto a separate column on a separate piece of
      paper. Then list the most appropriate items (names of people, places,
      things, activities) in each category. Allow yourself one minute per list.

      Put the list down and walk away. Get some water or a cookie or just stare out the window. (This is like a little ginger between sushi pieces.) Then return to your target and lists.

      The amount of “blur” between your bull’s-eye and your next two rings will indicate how “fast- lane” your life is right now. I say “right now” because this is a here-and-now, present-moment exercise: what goes in each part of the target can change by next week, tomorrow, tonight, or within the next seven seconds!

      READ COMPLETE ARTICLE

      Beyond Change Management: How to Achieve Breakthrough Results Through Conscious Change Leadership (J-B O-D (Organizational Development))

      by Dean Anderson by Pfeiffer
      Paperback

      List Price: $55.00
      Our Price: $41.19

      Buy Now

      View other recommended books in TBD Consulting’s Bookstore!

      In This Issue
      Business Barnyard
      Leading Change Initiatives
      Speak the Truth in Power
      Juggling Seagulls
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      Our team is available via many different access points. Share your thoughts and questions with us.
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    • TBD Healthcare eNews – Participatory Medicine

      September 8, 2011 // Comments Off

      Healthcare eNews – Participatory Medicine


      In This Issue
      Participatory Medicine: My First-hand Account
      Golden Grail of Participatory Medicine
      Bookstore
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      TBD Consulting, Inc.
      PO Box 35579
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      602-263-1961
      www.tbdconsulting.com
      September 2011
      Greetings!

      Participatory Medicine is a movement in which networked patients shift from being mere passengers to responsible drivers of their health, and in which providers encourage and value them as full partners. I invite you to check us out and join us in improving medical care.

      Jonena Relth

      Participatory Medicine: My First-hand Account

      Jonena Relth, President and Leadership Evangelist, TBD Consulting, Inc.

      I was being prepped for surgery last week and my surgeon, Dr. Davies, came in to discuss the procedure.  He explained to me that he had reviewed my file several times and decided that he would prefer to perform a less invasive surgery which would result in  less recovery time.  He said the positives outweighed the negatives. I was thrilled that he had taken so much time to thoughtfully consider my specific needs.

      He asked my permission and told me his recommendations, but ultimately he said it was my decision. I had been pondering over the same option during the previous week as well.

      Our conversation opened up the opportunity for me to ask him if he was familiar with the Society of Participatory Medicine.  I told him about the organization and he quickly made notes of how he could learn more.

      I had told him about ePatient Dave and his experience with Stage 4 cancer.  Dave was able to work along side his physicians and ultimately beat the cancer. At that point, my surgeon told me about a relative who had given up on traditional medicine after being told that he was dying and was out of medical options.  He was cured by non-traditional medicine practices.

      My surgeon then told me that the phrase he least likes to hear from his patients is, “You decide, you are the doctor.”  He firmly believes that medicine is most effective when patients and doctors work beside each other; the same stance held by the Society of Participatory Medicine.

      After much discussion, I decided to have the less invasive surgery.  Going in, I believed my doctor was a competent surgeon, but after my discussion with him, he increased my faith in his abilities ten-fold.  Doctors should be appreciative, not be intimidated by a patient who wants to be involved in their own care.  By the way, surgery went well and I should be back to work shortly.

      Related Article:

      A Physician’s Experience as a Cancer of the Neck Patient: The Importance of Patient Participation

      Five Reasons Why Mobile Health Technology is the Golden Grail of Participatory Medicine
      Dr. David Scher, DLS Healthcare Consulting
      Mobile health or mHealth is a term used for the practice of medicine and public health, supported by mobile devices. The term is most commonly used in reference to using mobile communication devices, such as mobile phones and PDAs, for health services and information. MHealth, with the widespread use of cell phones, has been utilized in underdeveloped countries for many years due to scarce healthcare resources.  Developments in healthcare in the Western world  have very recently spurned interest in mHealth in developed countries.

      1. A present and worsening shortage of both primary care physicians, and an even greater shortage of specialists, coupled with healthcare reform which is aimed at increasing access of healthcare will make face-to-face care more difficult.  This, in some areas, has promoted the telehealth industry, whereby a physician will literally see you over the Internet.  Physician shortages and the cost of this technology (most services charge as an office visit and require insurance) limit the widespread potential success of such endeavors.  MHealth initiatives will actually increase contact of the provider and patient via text messaging, email and communication of sensor-derived physiologic data (see below).
      2. Obesity is now the biggest threat to the health of Western countries.  It is responsible for the skyrocketing rise of high blood pressure, diabetes, coronary artery disease and even stroke in young people. Most chronic diseases like these are preventable with simple lifestyle changes.  MHealth can effect these changes with educational messages, lifestyle reminders, and the transmission of physiologic sensing data (blood pressure, heart rate, blood oxygen levels, EKG tracing, and others).
      3. The cost of healthcare is now literally prohibitive as a percentage of our total national budget. Technological and pharmaceutical development costs due to research, development and regulatory requirements are also at unsustainable levels.  Therefore, both the public and private sectors are embracing mHealth as a solution. The government is making significant funding available for mHealth development.  Large medical device companies are looking to smaller mHealth companies as a vital future of their business plans.
      4. The shift of hospital and provider reimbursement from diagnosis-related fee for service management of diseases to to one of outcomes measured goals necessitates better patient participation.  MHealth is a tool that can facilitate better patient care coordination once a patient leaves the hospital.  It will hopefully prevent many office clinic visits and hospitalizations as well. Outcomes based care will necessitate close provider-patient contact upon hospital discharge.  It may decrease the need for home visits by nurses and others due to transmission of information, both clinical and descriptive by the patient.

      READ COMPLETE ARTICLE

      TBD Consulting’s Bookstore
      We invite you to browse the featured books on our website.  Many have greatly discounted prices, so take a peek and save!

      Leading Transformational Change: The Physician-Executive Partnership

      by Thomas A. Atchison
      Paperback

      Our Price: $68.00

      Buy Now

      View other selections from our bookstore on our website.

      Healthcare Talent Transformation
      If you enjoyed reading this issue’s articles, we invite you to check out our blog dedicated to healthcare’s current topics. We address healthcare reform and the business intelligence required to make strategic decisions that positively affect performance management, employee engagement and process effectiveness. We’ll dabble in current trends, news, training, business acumen and issues.

      HEALTHCARE TALENT TRANSFORMATION BLOG

      Also join our LinkedIn group EMR/EHR Clinical Transformation.  Engage in discussion with more than 2,500 professionals. This group is for physicians, health informatics and medical professionals, IT and performance improvement professionals. Join this group if you wish to learn from peers, get up-to-date news feeds, and share best practices for implementing EMR/EHR systems to equip clinical staff with the skills necessary to make the transition from paper to paper-light electronic records.

      Categories:
      Press Releases

    • TBD Leadership eNews – Virtual Communication

      August 25, 2011 // Comments Off

      August 2011
      Greetings!

      Gone are the days that we gather around the water cooler and get the latest information – THANK HEAVEN!  Not only did we all NOT get accurate info, some of us introverts missed out entirely!  Today’s world requires virtual communication in addition to face-to-face meetings.  Whether it be verbal or written, all communication requires thoughtful consideration of who/what/where/when and how.  Hopefully this month’s issue of Leadership Trends will provide some pointers to help you accurately communicate exactly what you want to and in the tone intended.

      Jonena Relth

      Communicating Virtually – Don’t Sweat Over What You Can’t Control

      Jonena Relth, President and Leadership Evangelist,
      TBD Consulting, Inc.

      How long’s it been? Yikes, I can hardly remember when our company didn’t communicate virtually! We sold our corporate building and ventured into being a Virtual Company YEARS before it was popular with much of corporate America.  It was scary at first.

      1. Would our customers still take us seriously?
      2. Would our employees and contractors work effectively without their supervisor handy?
      3. Would our leaders be able to coach and guide without being face to face with their employees?

      I can honestly say that the answer to all those questions is a resounding, YES.  The big ah-ha came to me when I started noticing calls changing with our Fortune 100 companies’ employees.  No longer was everyone on the call sitting around a single speaker phone in a conference room on the 20th floor.  What I began hearing were the quieted sounds of pets in the background and other non-office sounds like lawn mowers and doorbells ringing.  I’d be on a call with five people, three of which were calling in from their virtual, home offices located in different cities.  What was modeled by the call’s facilitator was that each person on the call was equally important to the success of the meeting.

      Well, that certainly cleared up some insecurity for working virtually.  As our clients started taking working virtually seriously, we set out to make sure that our leaders and employees were trained to use deliberate, scheduled and organized virtual meeting skills.  Our HR Director created a Communications Plan for us to follow so that everyone had the who/what/when/how.  We also determined to use pre-published Agendas so everyone would be prepared before each meeting.  Along with these forms, we also created 1-on-1 Communication Forms for coaching and follow-up as well as a Meeting Minutes form so everyone was held accountable for take-aways from each call.

      Internet Messaging is vital to our knowing who is available and when.  We use a simple formula that everyone is to follow so we don’t call or send emails to “non-working” associates.

      • Available: I’m here at my computer available for all communication.
      • Busy: I’m here, but working on a deliverable deadline.  Please wait to contact me unless it’s urgent.
      • Away: I’m here in the building, but not at my PC.  Call me, don’t email or IM right now.
      • Appear Offline: I’m not in the building.  Please call me if you need me.

      Communicating virtually can be challenging, but it is also very rewarding when done correctly.  Here are some absolutes: Call each of your direct reports regularly. Set 1-on-1 calls regularly and follow-up regularly. It’s very easy for leaders to concentrate on putting out fires and unintentionally “ignore” the virtual workers who are clicking along and not making waves.

      Just remember, people stay at their jobs because of good bosses.  Good bosses are effective because they care about their employees and make communicating with them a priority!

      This article can also be found on our blog where you are encouraged to login and comment.

      12 – DOs and DONTs for Effective E-mail Communication

      Robert Whipple, www.leadergrow.com


      Overarching consideration – - Use the right mode of communication – often e-mail is not the right way to communicate a particular message.

      1. Do not treat an e-mail like a conversation – In normal conversation we use the feedback of body language to modify our message, pace, tone, and emphasis in order to stay out of trouble.  In e-mail we do not have this real-time feedback
      2. Keep messages short – a good e-mail should take only 15-30 seconds to read and absorb. Less is more in online communication.  Try to have the majority of messages fit into the “preview” pane. When messages go “over the horizon,” the reader does not know how long they are which creates a psychological block.
      3. Establish the right tone upfront – e-mail messages have a momentum. If you start on the wrong foot, you will have a difficult time connecting.  The “Subject” line and the first three words of a note establish the tone.
      4. Remember the permanent nature of e-mails – using e-mail to praise helps people remember the kind words. Using e-mail to be critical is usually a bad idea because people will re-read the note many times.
      5. Keep your objective in mind – establish a clear objective of how you want the reader to react to your note.  For sensitive notes, write the objective down.  When proofreading your note, check to see if your objective reaction is likely to happen. If not, reword the note.
      6. Do not write notes when you are not yourself. This sounds simple, but is really much more difficult than meets the eye. Learn the techniques to avoid this problem.
      7. To avoid “e-mail grenade” battles, simply do not take the bait. Do not respond to edgy e-mails in kind. Change the venue to be more effective.
      8. Be careful with use of pronouns in e-mail. Pronouns establish the tone. The most dangerous pronoun in an e-mail is “you.”
      9. Avoid using “absolutes” such as: never, always, impossible, or cannot. Soften the absolutes if you want to be more credible in e-mails.
      10. Avoid sarcasm or any kind of humor at the expense of another person in an e-mail. It will come back to haunt you.
      11. Learn the techniques to keep your inbox clean (down to zero notes each day) so you are highly responsive when needed. Adopting proper distribution rules in your organization will cut e-mail traffic by more than 30% instantly.
      12. Understand the rules for writing those challenging notes so you always get the result you want rather than create a need for damage control.

      Related Articles:

      Part 1: Understanding E-Body Language

      Part 2: Understanding E-Body Language

      What Is Personal Power?

      Dana Theus, Principal, Magus Consulting

      There are many kinds of leadership and power and I choose to focus on personal power for myself and with my clients – I call it InPower. InPower is that special ability leaders can develop to free themselves from the culture around them so they can choose where and how they place their energy in service to the world and themselves including, and especially, intentionally shaping the very culture they have freed themselves from. I choose to focus on InPower because:

      • it is useful in all aspects of life, not just business;
      • it tends to be infectious and helps bring the best out of everyone around you; and
      • no one can take it away from you.

      Personal power is hard to see

      It’s easy to comprehend external power. External power builds buildings and fights wars. Many of those wielding external power do have InPower, but not all, and it’s certainly not a prerequisite.

      InPower is a life-long journey requiring wisdom and the courage to explore dimensions of power that many around you don’t see and don’t know how to appreciate until you do. This is the call of leaders, to push out ahead of others, find the treasure and bring its gifts back to the tribe.

      Our dominant culture doesn’t train us to see InPower. For every Obi-Wan Jedi Knight, there are a thousand Luke Skywalkers in our media (and even Luke’s media story ended when he attained InPower and became a Jedi.) But Obi-Wan was right to cover Luke’s eyes to help him tap into the InPower within him. Because as hard as InPower is to see…

      InPower is easy to feel.

      READ COMPLETE ARTICLE

      TBD Consulting’s Bookstore
      We strive to recommend only the most current and relevant books to our customers.  If you have a book you think our readers would find beneficial, please drop Jonena Relth or Lisa Witte a note.  We’ll add it to our bookstore.

      Understanding E-Body Language: Building Trust Online

      by Robert T. Whipple by Productivity Publications
      Paperback

      List Price: $24.95
      Our Price: $18.96

      Buy Now

      View other recommended books in TBD Consulting’s Bookstore!

      In This Issue
      Communicating Virtually
      Effective Email Communication
      Personal Power
      Bookstore
      Catch Us Online!
      Quick Links

      Our Website

      Solutions

      Products
      Courses
      Resources

      Leadership Blog
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      Meet Our Contributors

      About Us

      Follow us on Twitter View our profile on LinkedIn Find us on Facebook Visit our blog

      Contact Information
      TBD Consulting, Inc.
      PO Box 35579
      Phoenix, AZ 85069
      602-263-1961
      www.tbdconsulting.com
      Join Our Mailing List!

      Catch Us Online!

      Our team is available via many different access points. Share your thoughts and questions with us.
      Twitter – Jonena Relth
      Twitter – TBD Consulting
      TBD Blogs and Bloggers
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      Categories:
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    • TBD Healthcare eNews – Data Security, the Cloud and Convenience

      August 11, 2011 // Comments Off




      In This Issue
      Data Security, The Cloud and Convienience
      ACOs: Hestitant to Sign On
      TBD’s Healthcare Solutions
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      Healthcare Talent Transformation
      Quick Links
      About Us
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      View our profile on LinkedIn  Find us on Facebook  Visit our blog  Follow us on Twitter

      Join Our List

      Join Our Mailing List

      Contact Information
      TBD Consulting, Inc.
      PO Box 35579
      Phoenix, AZ 86069
      602-263-1961
      www.tbdconsulting.com

          August 2011 
      Greetings!
       

      Did you know TBD Consulting is on Twitter, Facebook and LinkedIn? We would love to connect with you.  Keep up to date with our most recent blog postings, relevant news articles, tips, videos, etc., to help you provide the best care to your patients and community.

       

      Also, you’re invited to join our EMR / EHR Clinical Transformation group on LinkedIn.  Join in the discussion with more than 2400 healthcare professionals!   

       

      View our profile on LinkedIn  

       

      Follow us on Twitter 

       

      Find us on Facebook 

       

                                                                                

      Jonena Relth


      Data Security, the Cloud and Convenience
      Jonena Relth, President and Leadership Evangelist, TBD Consulting, Inc.

       

      Is it just me, or are you ok with the fact that your physician, PA or RN can’t access your records unless they are physically in the office?  After pondering this, I had to ask, “Is it because the doctors in charge are nervous of the cloud, a money issue, or…?  Whatever reason they choose not to allow virtual access to patient records negates a primary purpose of EMR/EHR: patient safety.

       

      Yes, that’s what I said:  Security.  As we’ve experienced in the last few years, patient data is much more likely to be stolen due to employee errors such as leaving patient records, hard drives, etc., in their cars which are then vandalized.  Or, what about the old, dusty files in the back room?  We’re kidding ourselves if we think locks and security alarms are totally protecting paper records.

       

      And back to patient safety.  I moved to a new city a couple of weeks ago and am currently doing my due diligence to find a physician who uses EHR in his/her office as well as virtually.  Additionally, each physician, PA and or RN that has patient contact after hours and on holidays must have virtual access to my records.  I have some medical conditions that I’ll not detail here, but if prescribed the wrong antibiotic, I won’t be here anymore running my company or writing blogs.   

       

      So … I was “feeling poorly,” as they say, sick over the weekend.  Here’s the saga:

       

      • I called my physician’s practice early Saturday morning and explained my symptoms to the service and asked to speak with my physician.  I was told that I would need to speak to an RN first.  (This was ok with me.  I fully agree with this practice as it is more cost effective for the provider.)
      • An RN called me 1 1/2 hours later to ask me 40 questions that she would have known the answers to if she had access to the office’s EHR.  I politely answered all her questions, but I was a bit miffed knowing that all my records are on the practice’s EHR just waiting to be utilized.
      • I explained that I moved recently and don’t have a new physician yet but knew that my family practice physician would approve the medication I requested — he knows my medical history and what I asked for was exactly what he has prescribed in the past.
      • The RN said she didn’t know which physician was on call and could not tell me if that person would prescribe an antibiotic — let alone the one I requested.  (Remember – I’m allergic…so I don’t take new antibiotics unless there is no other option for my symptoms.)
      • The RN called me back an hour later and left me a voicemail informing me that the doctor on call had o.k.’d five days of the medication I requested, not the necessary 10 days and that she had called it into the pharmacy.
      • When I got to the pharmacy, the prescription wasn’t filled because the RN hadn’t supplied all the necessary information to the pharmacy — simple stuff like the physician’s whole name and ID.

       

       

      READ COMPLETE ARTICLE

       


      ACOs: Docs and Healthcare Executives Alike Hesitant to Sign on
      Dr. David Scher, DLS Healthcare Consulting

       

      Accountable care organizations (ACOs) are groups of institutions and healthcare providers that the government is hoping will become the future of the health establishment in the future.  They are based on assumptions of delivering care while limiting costs and improving care.  These are expected to come about by paying the groups based on patient satisfaction and improved measurable outcomes.  

       

      The plan has met significant resistance, initially by physicians wary of operations and reimbursement schemes.  The whole ACO will receive payment based on a patient’s diagnosis and will be shared by the institution and all providers caring for the patient under that diagnosis.  The payment will also include post-hospital care.  The skepticism raised by physicians is that the reimbursement formula will be so complex that it will be impossible to check whether they individually will receive appropriate payment.  In addition, the layers of bureaucracy added to healthcare with this plan will conceivably in itself drive up costs of healthcare, some say.  Admittedly, the designers have stated that they expect ACOs to lose money in the first few years.  The hesitancy by physicians is also driven by the fact that losses by ACOs will be shared by providers as well as institutions.  The planners counter this with incentivizing the players with gain sharing of the decreased costs realized.

       

      Recently, a survey of healthcare executives at the 19th Annual Health Forum and the American Hospital Association Leadership Summit revealed that many executives are hesitant about signing on as well. 18.2% said they will definitely join and 27.3% will probably join.  11.4% will definitely not join and 25% will probably not join. The remainder were unsure. Read more about the study.  

       

      Interestingly, executives were also asked how they viewed as a priority the following: EHRs: 93%, redesigning care delivery (89.5%), advancing diagnostic technology (61%), advancing therapeutic technology (34%) and social media 30%).

       

      The hesitancy about joining ACOs is significantly greater among physicians than healthcare executives.  The reasons are likely many.  Physicians are concerned about losing even more control over their self-determination professionally and economically.  Their professional organizations are against ACOs presently.  Healthcare executives are looking at a landscape that will likely result in institutions going out of business if they do not align themselves properly in ACOs. Their operating margins decrease annually and they will be competing for patients that will flood the healthcare access market in 2014 when healthcare reform kicks in. They have already started situating themselves for ACOs by buying physician practices (over 70% of physicians are hospital employees now).

       

      The ACO is still morphing into its final configuration.  It is, I believe here to stay for a while because of the investment that Medicare has put into its planning already.  How hesitancy by physicians and executives plays into the final appearance of the entity remains to be seen.  Stay tuned.

       

      Dr. David Scher was a practicing cardiac electrophysiologist for 20 years with extensive experience as a clinical investigator, reimbursement committee member, and institutional review board chair. He is currently director at DLS HEALTHCARE CONSULTING, LLC with a focus on medical device and mobile health companies. You can reach Dr. Scher at dlschermd@gmail.com or on Twitter at dlschermd. 

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      It’s never too early or too late to bring in the experts to help you harness your change initiatives.

        

       

       

       

        

      Whether you’re just starting the process of selecting an EMR/EHR system or you’re a year or two into the integration process, TBD Consulting can partner with you to achieve successful results.  


      Receive 
      1-hour of complimentary consulting. No pressure or sales tactics – just the opportunity for you to seek answers for your pressing questions.

      Contact Us or call our offices to discover how TBD Consulting, Inc. can help your organization, 602-263-1961.


      TBD Consulting’s Bookstore
      Electronic Healthcare Information Security (Advances in Information Security)

      by Charles A. Shoniregun by Springer
      Hardcover

      List Price: $99.00
      Our Price: $79.08

      Buy Now

      View other selections from our bookstore on our website.


      Healthcare Talent Transformation
      If you enjoyed reading this issue’s articles, we invite you to check out our blog dedicated to healthcare’s current topics. We address healthcare reform and the business intelligence required to make strategic decisions that positively affect performance management, employee engagement and process effectiveness. We’ll dabble in current trends, news, training, business acumen and issues.

      HEALTHCARE TALENT TRANSFORMATION BLOG


      Categories:
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    • TBD Leadership eNews – Moving and Delegation

      July 29, 2011 // Comments Off




        July 2011   
      Greetings!

       

      Did you know that TBD Consulting has a Facebook page? Keep up to date with our most recent blog postings, relevant news, videos, tips, etc., to help you become the successful leader you are meant to be.    

       

      “Like” us –    Find us on Facebook 

       

      Jonena Relth 


      Moving and Delegation  

      Jonena Relth, President and Leadership Evangelist,
      TBD Consulting, Inc. 

       

      Have you ever wondered why people just expect “leaders” to have all the answers?  Well, let me tell you:  We don’t!  That’s why successful leaders surround themselves with professionals who have the skill sets they don’t have.

       

      Example:  Ask me most anything about how to “fix” an employee performance issue and I go into autopilot.  Because of 20+ years of experience, the answers flow without my even having to think that hard.

       

      However, this past week, I moved and was bombarded with questions from friends, family and professional movers for what to put where, how, etc. It didn’t take me long to become totally overwhelmed and want to cry out, “Calgon, take me away.”  (Ok, so that just dated my TV commercial memories!)  Luckily I’m a Type A personality who when under stress, goes into delegation mode.  The leader in me took over and started assigning tasks to different people with the proper skill sets to accomplish the tasks laying before us in boxes and bubble wrap.  Some arranged furniture, some put the kitchen together, some built shelving, some put the bedrooms and bathrooms together, and one awesome person, my daughter, worked on the techy stuff like Internet, phones, satellite TV, etc.  

       

      Whew! Things went much smoother when I got out of the way and let people do what they do best.  All I had to do was direct the movers where to put the boxes and furniture!   

       

      Three days of exhausting work and practicing what I preach for transparent leadership, my new digs are livable and most rooms even have pictures on the walls.  This would never have happened had I not surrounded myself with talented people, discussed expectations and limits and let the people work.

       

      Lessons Learned:   The thought of moving again brings chills down my spine, but I do know that I need to ELIMINATE a lot of stuff!  I didn’t think I was much of a “saver,” but the movers even thought I had a bit too much stuff for a 5-foot lady to be carting around the country.  Yeah, and the fact that the garage is still full of boxes and sitting where my car should be, is a big hint, too!

       

      I’ll bring in more “experts” to help me sift through the boxes and make a generous donation to the Goodwill.  I’m thinking this non-profit and I are going to be best of friends!  Oh, and yes, TRANSPARENT LEADERSHIP WORKS!


      EstherCoaching: There’s something in it for everyone

      Esther Groves, Senior Consultant, TBD Consulting   

        

      Ok, first my disclaimer. Each time I have taken one of those communication style indicators like True Colors, DISC or Relationship Strategies I end up squarely, no-doubt-about-it, in the same corner of the room with all of the other relationship-oriented, people-loving people. So, no surprises that I have spent the majority of my career in the human resources / training and development field where I can bask in all those warm fuzzies. There was a short stint as an Operations Manager but I’d rather not go into it.

       

      No one has ever had to convince me of the value of coaching. From my earliest career, my role models have been mentors who excelled at the human side of business and who provided gentle motivation to do my best.

      In more recent years, I have made a point of studying those who have mastered not only the human side but also the profitability side, numbers, algorithms and all. I have managed to learn enough from them to downplay my “soft” side when necessary.

       

      So, when I ran across Marcus Buckingham’s book, First Break All the Rules, while researching the topic of coaching for a class I was facilitating, I was excited to learn that research has shown that coaching isn’t just a feel-good activity. According to Gallup, through data they have gathered data far and wide on the subject; coaching and related activities boost customer and employee satisfaction and ultimately profitability.

      READ COMPLETE ARTICLE   


      Coach Talk: What do you want?      

      Bob Craig   

       

      Psychologist Abraham Maslow was best known for his Hierarchy of Needs, you know the one that says before anything else can happen, we have to the basics of food, water, and safety which are at the bottom of the chart. If those needs are not being met, then nothing else happens. The top of that hierarchy is “self-actualization” where we problem solve, create, and accept facts among other things. The important part, says Maslow, is if you want to help another human being, you always put your attention on what it is they can do to improve rather than on what is wrong. So you don’t talk about what’s wrong, what ought to be, or what is missing unless you want more of that behavior to continue. You instead put your attention on what you want them to shift, what you want them to do, how you want them to behave.  I know, I know…. Even as a parent we spend a lot more time in ‘don’t do this’ than we do in what we really want them to do. And unfortunately we carry that same behavior into leading people: we spend way too much time telling them what we don’t want rather than focusing on what you do want. If you got really serious, the list of don’t is a waste of time and really works against what you want. First, you can catch yourself in “Don’t Mode” and then move to “Do Mode”. For openers, that list is much shorter!

        


      TBD Consulting’s Bookstore 
       
      We strive to recommend only the most current and relevant books to our customers.  If you have a book you think our readers would find beneficial, please drop Jonena Relth or Lisa Witte a note.  We’ll add it to our bookstore.

       

      Remarkable Leadership: Unleashing Your Leadership Potential One Skill at a Time (J-B US non-Franchise Leadership)

      by Kevin Eikenberry by Jossey-Bass
      Hardcover

      List Price: $29.95
      Our Price: $18.34

      Buy Now

        

      View other recommended books in TBD Consulting’s Bookstore!

      In This Issue
      Moving and Delegation
      Coaching: Something for Everyone
      Coach Talk
      Bookstore
      Catch Us Online!
      Quick Links
      Our Website

      Solutions

       Products
      Courses
      Resources
      Leadership Blog
      Healthcare Blog

      Meet Our Contributors 

      About Us  

       
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      Contact Information
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      PO Box 35579
      Phoenix, AZ 85069
      602-263-1961
      www.tbdconsulting.com
      Join Our Mailing List!


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      Our team is available via many different access points. Share your thoughts and questions with us. 

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      Categories:
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    • TBD Healthcare eNews – Meaningful Use of Electronic Medical Records: A Practical Approach

      July 14, 2011 // Comments Off




      In This Issue
      Meaningful Use of EMR
      Scapegoating
      TBD’s Healthcare Solutions
      Bookstore
      Healthcare Talent Transformation
      Quick Links
      About Us
      Solutions
      Courses
      Products
      Blogs
      Bookstore

      View our profile on LinkedIn  Find us on Facebook  Visit our blog  Follow us on Twitter

      Join Our List

      Join Our Mailing List

      Contact Information
      TBD Consulting, Inc.
      PO Box 35579
      Phoenix, AZ 86069
      602-263-1961
      www.tbdconsulting.com

          July 2011  
      Greetings!
       

      We would like to welcome Dr. David Scher as our newest healthcare contributor.  Dr. Scher has more than 20 years of experience as a practicing cardiologist, clinical investigator, reimbursement committee member, and institutional review board chair.  We are thrilled to learn from his expertise.

                                                                              

      Jonena Relth


      Meaningful Use of Electronic Medical Records: A Practical Approach
      by: Dr. David Scher, DLS Healthcare Consulting

      The legislation commonly known as ‘Obamacare’, the Affordable Care Act, contains requirements and deadlines for the implementation of electronic medical records, collectively known as Meaningful Use (MU).  There are many definite contributions to improved coordination of healthcare that these will realize.  The cost savings and improvement in patient outcome touted by the government remain to be proven.  

       

      Truths

      1. MU is expensive.  In one study, the average cost per primary care physician including training time is $47,000.  The maximum government Medicare MU incentive is $43,000. Hospitals on average are spending over $2M on this endeavor.  After 2017, penalties will be assessed for not meeting these incentives, based on a percentage of Medicare billing amounts. It is estimated that the net effect of penalties outweighing incentive payouts will yield the government $600M in income.    
      2. MU’s requirements/deadlines are not in the real world.  The requirements for example of interfacing with labs and other providers cannot be reached in the allotted time because of technical challenges of interoperability among different EHR companies.  MU is divided into three stages.  Stage 1 in progress now and Stage 2 was supposed to start in 2012 but there are many issues for which the date is now in limbo. There are objections by many specialists because the requirements are primary care oriented and difficult for them to meet, as well as technology-limiting issues.  
      3. MU will hopefully raise patient awareness about their own medical records, to which they are mandated to have access through patient portals.  This will only come about through public awareness campaigns.  It will create a burden on providers as they are mandated to review the EHR with the patient after each visit.  Emergency rooms and practices are required to furnish the patient with copies of their visits, instructions, and entire medical records in a very short time (ex., entire records need furnished within four business days of request).   
      4. There are not enough qualified health information technologists in the country to make this happen as quickly as desired.  Computer programmers are not versed in clinical medicine.  There are six-month courses in healthcare IT but do not prepare them for the required jobs.  A whole generation of specialists in this field needs to come of age.

       

      Fallacies

      1. This will be completely adopted and will improve healthcare. 

        A recent review of the implementation of a national health information exchange in England found that it failed because many patients and physicians opted out of the program due to security concerns and burdensome implementation respectively.  Outcome studies will need to be done to prove EHRs’ clinical benefit.  There are significant obstacles (primarily by physicians) regarding universal adoption of EHRs. The advent of ACOs will be a test of the benefits of EHRs as well.  

      2. An EHR system that is ‘certified’ by the CCHIT (the body designated by the ONC or Office of the National Coordinator of the government) has all the qualifications to meet MU.  This ‘certification body’s approval no longer means that the EHR meets all requirements set forth by the government.  The onus is now on the purchase to make sure that those requirements are met.  This means that the purchase needs to be thoroughly versed in MU requirements.   
      3. Your EHR automatically talks to that of your hospital, labs, radiology sources, and other healthcare providers, and others.

        The exchange of information among these entities is called interoperability, which is the goal of MU.  However, we are a long way off in this regard.  This may incur additional charges from the vendor or the other entity’s IT source.

      MU is a daunting project that may ultimately benefit patients.  It may eliminate duplicate testing of patients, improve patient safety by identifying drug-drug interactions and patient allergies quickly, and become a source of patient education.   The time for EHRs is here and they are welcomed for a number of reasons.  The time and content requirements of MU follow the planned course of its creators has already been challenged.  The security of EHRs remains a huge concern.  Let’s get in and observe the ride.

       

      Dr. David Scher was a practicing cardiac electrophysiologist for 20 years with extensive experience as a clinical investigator, reimbursement committee member, and institutional review board chair. He is currently director at DLS HEALTHCARE CONSULTING, LLC with a focus on medical device and mobile health companies. You can reach Dr. Scher at dlschermd@gmail.com or on Twitter at dlschermd.

       READ MORE HEALTHCARE ARTICLES


      Of Scapegoating and Other Human Proclivities
      by: Peggy Salvatore, www.healthsystemed.com

       

      The news could not be sadder. Premature baby boy Genesis Burkett was given an IV dose of sodium chloride 60 times greater than the physician ordered. The fatal infusion has professionals and loved ones all around the situation looking to place blame. It’s only natural. It is the worst of human tragedies and people need answers. Sometimes answers contain a kernel of peace – sometimes.

       

      For the details, the READ MORE.

       

      In any case of error, medical or otherwise, there is usually some responsibility to go around, no matter how well intentioned or trained the people involved. I don’t know every detail and will try to refrain from passing any sort of judgment on a situation this sensitive to which I am not intimately privy. I do have, however, a few general thoughts on the issues as presented in the article. Those issues:

      1. Some people are looking to blame the use of electronic patient records
      2. An IV bag was allegedly mislabeled
      3. A pharmacy tech input the dosage information into the pharmacy computer from a handwritten prescription
      4. An automated alert system was not active when the information was entered

      The initial interface with any electronic health record is the human who enters the data. Humans can only enter data they can accurately interpret or believe to be true. The hospital involved, Advocate Lutheran General Hospital in Park Ridge, Ill., apparently has reached the HIMSS Analytics Stage 6 of its health IT implementation, out of a possible 7, meaning it should have computerized physician order entry (CPOE) integrated into its system. In this particular case, it appears the relevant parts were not online and this prescription was outside that loop.

       

      My gut reaction to this (and I’d like to hear yours, so please comment from your perspective) is that electronic health record systems are being asked to carry a lot of water when the bucket is still full of holes. A fully integrated and implemented health IT system, with well-trained staff and backup systems, may very well be positioned to avert tragedies such as these.

       

      But we will never – and I use that term sparingly – be able to completely rely on any fully automated system in the care of human beings. The best health IT systems will accept, transfer, organize, analyze and process data that healthcare professionals enter. Electronic patient record systems will not have the capacity to look at the patient in front of them, determine that it is a frail infant that can fit in the palm of its father’s hand, and conclude that the dosage prescribed is far in excess of what is reasonable. Highly educated professionals, interacting with well integrated and fully implemented electronic health records, can deliver state-of-the-art care with the assistance of meticulously kept records and perfectly metered doses that match treatment protocols appropriate for the profile of the patient in front of them.

       

      Medicine is yet an art as well as a science. And it is the most caring and skilled human beings, working in concert with finely tuned equipment, that will deliver quality care. In this imperfect world, under those conditions they will deliver it almost every time.

       

       READ MORE HEALTHCARE ARTICLES


      TBD Consulting Solutions


        

      It’s never too early or too late to bring in the experts to help you harness your change initiatives.

        

       

       

       

        

      Whether you’re just starting the process of selecting an EMR/EHR system or you’re a year or two into the integration process, TBD Consulting can partner with you to achieve successful results.  


      Receive 
      1-hour of complimentary consulting. No pressure or sales tactics – just the opportunity for you to seek answers for your pressing questions.

      Contact Us or call our offices to discover how TBD Consulting, Inc. can help your organization, 602-263-1961.


      TBD Consulting’s Bookstore
      Electronic Health Records, Second Edition

      by Jerome H. Carter by American College of Physicians
      Paperback

      List Price: $64.95
      Our Price: $50.49

      Buy Now

      View other selections from our bookstore on our website.


      Healthcare Talent Transformation
      If you enjoyed reading this issue’s articles, we invite you to check out our blog dedicated to healthcare’s current topics. We address healthcare reform and the business intelligence required to make strategic decisions that positively affect performance management, employee engagement and process effectiveness. We’ll dabble in current trends, news, training, business acumen and issues.

      HEALTHCARE TALENT TRANSFORMATION BLOG


      Categories:
      Press Releases

    • TBD Leadership eNews – Leadership is an Honor, not a Right

      June 29, 2011 // Comments Off


        June 2011 Issue 2 
      Greetings!

       

      As leaders, we have the honor of guiding our companies and mentoring/coaching our employees to greatness. I challenge each of you to look inward for the greatness within and share the best of what you have in your daily work activities.  You and your employees will be glad you did!

       

      Jonena Relth 


      Leadership is an Honor, not a Right 
      Jonena Relth, President and Leadership Evangelist,
      TBD Consulting, Inc. 

       

      When I hear about companies that allow their leaders to go on tirades against their employees, disrespecting them by using loud, foul language, etc., my blood curdles. I want to go in there and fire the whole lot of individuals who just don’t get what it’s all about to be an effective leader! Of course I can’t do that, but I can continue beating my drum for Transparent, Respectful Leadership.

       

      I’ve been watching one insurance company over the past few years and have blogged about them without revealing their name. It protects my sources as well as keeps me out of court…sad huh? This company continues to keep high-level leaders who display unconscionable behavior. Well, I heard recently that the supervisors have finally had enough and went to HR to announce that if the guilty senior leader is not removed, they will all resign.

       

      I don’t know how this will play out, but why is this necessary? Why has top corporate leadership allowed this type of behavior to exist in their organization? They’ve been told repeatedly, so it’s not an issue of ignorance – or is it? Our employees are our most valuable asset and should be treated as such. It’s our employees who serve our customers, make our products, and develop new avenues for our making money and surviving. All leaders should be held to a high standard. We’ve been given the honor of leading. Yes, leading is an honor not a right.

       

      A favorite quote on leadership comes from a leadership consultant, Beau Parnell. He asked the question, “How do you know if you are a leader?” and followed with the answer, “Look over your shoulder and see if anyone is there.”

       

      Please allow me to take this opportunity to say that TBD has been blessed for 20 years with the most fabulous employees and contractors in America. I am truly grateful and glad that when I step over the line and am not behaving in the “TBD Loving and Kind Manner”, they politely but firmly remind me. We all do this company wide and it has worked all these years. I suggest that all companies try a similar approach. It works!

       

      And I can’t let this opportunity go without publicly thanking Heather Rodriguez, Director of Quality, for her 15-year anniversary this July.  All of us here at TBD are grateful that Heather keeps our quality at a level only dreamed of by our competition!  Thanks Heather!  You’re the best!

       

       


      Three Ways Powerful Leaders Can Practice the Art of Saying No

      Dana Theus, Principal, Magus Consulting 

        

      Saying “No” is hard because we don’t just say the word, we burden it with other – unsaid – emotional baggage on both the sayer’s and receiver’s part. When most people say and hear “No”, they tend to pack all kinds of other things into those two little letters that go something like this: Your idea sucks/My idea sucks. You’re wasting my time/I’m a terrible employee. Have you done anything useful lately?/I’m a waste-cadet.

       

      But it doesn’t have to be that way and powerful leaders and managers know how to use the Art of No in ways that leave the listener feeling useful, appreciated and inspired. Note, I didn’t say “good”. It’s not a leader’s job to make everyone feel good, it’s to move the organization forward, get the job done and help grow employees as productive and inspired contributors to the teams’ success. And to do this, they learn to say “No” gracefully, and say it often.  

       

      3 reasons to practice the Art of No

       

      1. If you don’t say “No”, you don’t leave room for the “Yes’s” that matter

      If you run around saying “Yes” to things you mean “No” to, or worse, pepper people with “maybes” (which tends to lead to paralysis after a bit), then your “Yes’s” come to mean very little. Conversely, if you say “No” when you really mean it, people will begin to believe that your “Yes” means Woo-hoo! Now we’re gonna get things done! Saying “No” is a fabulous way to stay in integrity so people come to believe that your word is going to happen. This means saying “No” more often than many of us are comfortable with. Think of it like a poker game and don’t spend your chips on a bad hand.

       

      2. “No’s” help you manage energy

      It’s all about focus. No organization or person has the energy, time or resources for everything that has to get done. As the leader, it’s your responsibility to maintain focus and you must always be looking for ways to get rid of things that detract from it – for yourself, your staff and for team members individually (by which I don’t mean micromanagement, I mean in helping them set their personal objectives and stay focused on them). Energy is more important than time and if you don’t manage it well, you and your team won’t accomplish the goal and nobody wins.

       

       READ COMPLETE ARTICLE  


      Trust Insights    

      Robert Whipple, LeaderGrow 

        

      The following exchange was between a graduate student and myself in a class on Transformational Leadership. I thought her questions were excellent and wanted to provide my responses as a means to prime some further discussions in this forum.  She wrote four questions about the nature of trust in organizations.

       

       

      Student: Can the issue of trust be instinctive or factual or it is really a balance of both?

       

      Trust Ambassador:

      I believe trust is a kind of reciprocal phenomenon. I trust you and you trust me to some degree. The level of trust in one direction is never exactly the same as in reverse, but everything that happens between the individuals causes either a deposit or withdrawal in the trust account (large or small depending on the situation). Trust never stands still - it is transactional in nature, and the transactions are going on thousands of times a day. Body language is a huge part of the equation that most people take for granted. Also, keep in mind that in online communication there is a kind of body language going on that most people are oblivious to. I find it fascinating. The most important information in an e-mail is actually between the lines. 

       

      Student:

      Does one bad apple really spoil the whole bunch?

       

      Trust Ambassador:

      No, the bunch can work around a bad apple situation and coexist for a long time just fine.  That said, a bad apple can be a kind of cancer that secretly undermines trust within a group, and it grows undetected for a long time before being discovered.  I have a whole set of technology on how to deal with a bad apple. One caveat: If the bad apple is the leader, then you have a crisis.  People cannot work around it effectively because the leader can muck up any attempt to build trust within the organization.

       

      Student:

      Can we not cut out the bad part and salvage the rest?

       

      Trust Ambassador:

      Yes – we can cut out and discard the cancer like a tumor.  However, brilliant leadership actually converts some of the bad apples into the most vocal proponents of the forces for good in an organization.  That is huge progress, and it is quite possible to accomplish.  

       

      READ COMPLETE ARTICLE 


      TBD Consulting’s Bookstore 
       
      We strive to recommend only the most current and relevant books to our customers.  If you have a book you think our readers would find beneficial, please drop Jonena Relth or Lisa Witte a note.  We’ll add it to our bookstore.

       

      Greater Than Yourself: The Ultimate Lesson of True Leadership

      by Steve Farber by Crown Business

       

      List Price: $19.95
      Our Price: $13.57

      Buy Now 

       

        

      View other recommended books in TBD Consulting’s Bookstore!

      In This Issue
      Leadership is an Honor
      3 Ways Leaders Can Practice Saying No
      Trust Insights
      Bookstore
      Catch Us Online!
      Quick Links
      Our Website

      Solutions

       Products
      Courses
      Resources
      Leadership Blog
      Healthcare Blog
      Meet Our Contributors

      About Us

       
      Follow us on Twitter  View our profile on LinkedIn  Find us on Facebook


      Contact Information
      TBD Consulting, Inc.
      PO Box 35579
      Phoenix, AZ 85069
      602-263-1961
      www.tbdconsulting.com
      Join Our Mailing List!


      Catch Us Online!
      Our team is available via many different access points. Share your thoughts and questions with us. 

      Twitter – Jonena Relth 
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      Categories:
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    • TBD Healthcare eNews – 10 Things Docs and Clinicians Can Do

      June 15, 2011 // Comments Off

      Healthcare Enews – 10 Things Docs and Clinicians Can Do


      In This Issue
      10 Things Docs and Clinicians Can Do
      TBD’s Healthcare Solutions
      Bookstore
      Healthcare Talent Transformation
      Quick Links
      About Us
      Solutions
      Courses

      Products
      Blogs
      Bookstore

      View our profile on LinkedIn Find us on Facebook Visit our blog Follow us on Twitter

      Join Our List

      Join Our Mailing List

      Contact Information
      TBD Consulting, Inc.
      PO Box 35579
      Phoenix, AZ 86069
      602-263-1961
      www.tbdconsulting.com
      June 2011
      Greetings!

      Do you ever wonder why your patients don’t do things the way you think they should? Did it ever occur to you that your processes are not encouraging or rewarding the behavior you desire? We deal with this in our private and business lives every day -especially as performance consultants.  Think about it: A little positive instruction can go a long way to getting what you want…

      Jonena Relth

      10 Things Docs and Clinicians Can Do
      by: Jonena Relth, President and Leadership Evangelist, TBD Consulting, Inc.

      CNN posted a blog, “10 dumb things you [patients] do at the doc’s office.” Below is my version of what the docs and staff should do to “deal” with and hopefully eliminate some of the issues they encounter.

      1. Patient talks on her cell phone.

      This is a no brainer. Politely but firmly tell all patients not to use their cell phones while in your office! It’s her health, not her social commitments that count when with you.

      2. He lies.

      The character on TV, Dr. Gregory House, says “everyone lies.” If you even suspect that your patients aren’t being straight with you, tell them directly that the only way you can be sure that you help them get well is if you know all their medical history — and that includes personal life style issues, like their being sexually active with the same or opposite sex. Just be sure that you tell them that you won’t judge them!

      3. Patients do a sloppy job of describing their pain.

      Wow, this one made me giggle. As a performance consultant, I’m always happy if someone writes anything down! But seriously, when a patient calls for an appointment, have your front desk ask them to sit down now while the problem is on their mind and write down their symptoms, when they started and how long they lasted.

      4. Patients don’t state up front all the reasons for their visit.

      I don’t want to over simplify this one, but couldn’t this issue be eliminated if the patient uses their time wisely in the waiting room instead of reading old magazines? Have the front desk ask the patient if they had the opportunity to write down the issues they want to speak to the doctor about. Most will say no, so hand them a form and ask them to fill it out.

      When the clinician takes the patient to the treatment room she should read the patient’s notes and ask for clarification of anything she doesn’t understand. The clinician should be sure to put the patient at ease by assuring him that you want to make sure that the doctor is fully informed and ready to help them when he/she sees them. Remember, it’s amazing how nervous some patients can feel the minute they are in the presence of a “white coat,” so keep your tone cordial…and better yet, dump the white coats!

      5. Patients don’t state up front their expectations for their visit.

      Once again the “process” part of me jumps in: Patient forms should include a space for patients to write down the expectations, hopes, results they want to get from their visit.

      6. Patients don’t know what medications they are taking.

      Refer you to question #3. I’ve developed a medication list that my docs really appreciate. Tab 1 has the meds I’m taking now for what disease, the dose and comments. Once I finish taking a medication, I delete it from tab one and add it to Tab 2 which lists the medications I’ve taken in the past. This page has the same headings. Tab 3 has the medications that I have taken and had negative reactions. In the comments column, I’ve detailed my reactions. Once the patient fills in their information, all they have to do is update it between visits.

      7. Patients leave with unspoken questions and concerns.

      Take time to listen to your patients. Ask if they have any questions or concerns about what you’ve discussed. This doesn’t just go for the patient you’ve just used the “CANCER” word for the first time! Tell the patient that he is is free to call your office if they need more information. Yep, it takes the clinician’s time and maybe the doctor, but overall it leads to more trust between the doc and patient and healthier patients, both physically and mentally.

      8. Patients don’t bring their medical records or images with them.

      I don’t mean to sound like a broken record, but go back to number 3 again. Add the request that the patient bring the medical records and images to the upcoming appointment. And this warrants a follow up call a few days before the appointment to make sure the patient has the medical records to bring with them to their scheduled appointment.

      My dentist has an automated text or email sent to patients two hours before their appointment. As a techy, I’ve really appreciated this reminders.

      9. Patient is too scared to disagree with You.

      Ok, so see number 7. There have been various studies pro and con for white coats. If you ever find yourself intimidated by anyone, remember that feeling. That’s what patients feel in the presence of an intimidating doctor in a white coat. I’m just sayin…don’t think it makes for productive 1-1 conversation.

      10. Patient doesn’t comply with the treatment plan.

      I’ll go with CNN on this one: “For doctors, this is the granddaddy of them all. If your patients have verbal and written instructions you have reviewed in person with the patient, they should have a treatment plan that makes sense to them and one they should be able to execute.”

      My eye doc’s office has this down pat. Before a patient goes in for outpatient surgery, the front desk goes over the instructions with the patient. During a subsequent conversation, the nurse reviews the information with the patient again and even adds dates and times to the form so they know exactly how to follow the plan. And yep, the nurse does her part and then the front desk asks the patients one last time if they have questions, as they leave. Later that day, a clinician calls the patient to check in and make sure they are ok and gives the opportunity to ask questions. This is patient care at its best!

      READ MORE HEALTHCARE ARTICLES

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      Contact Us or call our offices to discover how TBD Consulting, Inc. can help your organization, 602-263-1961.

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      If you enjoyed reading this issue’s articles, we invite you to check out our blog dedicated to healthcare’s current topics. We address healthcare reform and the business intelligence required to make strategic decisions that positively affect performance management, employee engagement and process effectiveness. We’ll dabble in current trends, news, training, business acumen and issues.

      HEALTHCARE TALENT TRANSFORMATION BLOG

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    • TBD Leadership eNews – What Makes a Leader Believable?

      June 2, 2011 // Comments Off




        June 2011 
      Greetings!

       

      Sometimes those of us in the trenches of major change initiatives forget the impact these changes have mentally and also physically on our employees.

      Many teams are in the “storming” and “forming” stages, while others teams have moved on to “norming.” With so much change these days, it’s always rewarding when teams reach the “performing” stage and we see quantitative improvements.

      Let’s remember to stay visible, be there for our employees and help them through whatever stages they are in. They are watching us and we have to be believable for our companies to survive these changing times.   

       

      Jonena Relth 


      What Makes a Leader Believable?
      Jonena Relth, President and Leadership Evangelist,
      TBD Consulting, Inc. 

       

      I’ve been following a discussion on LinkedIn regarding leaders’ believability – - what does it mean, how do we get it and how to keep it.  Here is a small sample of the comments shared by the group:

      • “For me, conveying believability comes down to three things; Knowledge – presenting your thoughts and ideas in specific terms that are easy to measure and understand; Confidence – demonstrating that you are personally vested in your idea / position; and Enthusiasm – that you are excited about what you are communicating and can’t wait to tell your audience more.”
      • “For me believability equates to trust. If a leader says they will do something and then they act on it that practically demonstrates believability. People feel secure when they know that the leader will not only talk the talk but walk the walk.”
      • “To me, believability is always action based. This holds true even if a leader can demonstrate a “lesson learned,” building on his/her or someone else failure(s) and sharing the positive outcome(s) with the team. “
      • “Pictures speak louder than words…people tend to remember actions more than words. Actions leave a positive or negative impression. If trust is the outcome, believability linked to consistency.”
      • “Selflessness, trustworthiness”
      • “People pay far more attention to what you do than to what you say.”
        • “High Integrity allows people to trust and therefore believe.”
        • “These character traits we’ve been talking about are right on, but none of them will do us a bit of good if we can’t communicate them adequately–that’s where actions come in, consistency, approachability, fairness, honesty, integrity and being there for your people when you need them.”
        • “Tested over time is the real measure of believability. Is someone consistent and true to their words over time.”
        • “It’s quite right in my view, to equate ‘believability’ with character traits such as trust, integrity, congruence, consistency. These are all things which require demonstrable actions over a period of time. ‘Believability’ is a term that perhaps therefore has deeper meaning than ‘influencer’.”
        • “For me it’s about them having the conviction in what they talk about – being congruent (body language matching language).”
        • “I don’t see how believability is any different than credibility. If you’re credible, you’re believable. Credibility is a bi-product of good decision making, experience and trust. Trust is a bi-product of competence and character.”

      While the responses are varied, in my opinion, it all boils down to consistent behaviors demonstrated by leaders.  It’s about what others observe in our day-to-day dealings.

       

      READ COMPLETE ARTICLE 

       

       


      What change in your organization is keeping you up at night? Are you managing the change, or is the change managing you?

       

      Improving processes and market share should be goals of every leader. If a company is thriving, not dying, it is evolving to keep its competitive advantage.

         

      Whether it’s implementing organizational changes, Six Sigma, Lean, or a  major computer conversion, TBD Consulting can help you create a corporate culture that will actively sustain your change initiatives.

       

      For details on how TBD’s organizational consulting capabilities can help you leverage your competitive advantages, contact our offices at 602-263-1961. 


      ORGANIZATIONAL DEVELOPMENT OVERVIEW 


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      Remarkable Leadership: Unleashing Your Leadership Potential One Skill at a Time (J-B US non-Franchise Leadership)

      by Kevin Eikenberry by Jossey-Bass
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      List Price: $29.95
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      Two Rules to Improve Team Culture  

      Guest author: Robert Whipple

      www.LeaderGrow.com 

       

      The culture of a team governs its effectiveness. Most teams have a culture that allows adequate performance despite many unfortunate outbreaks of tension and sometimes childish behavior. It is unfortunate that more teams do not experience the exhilaration of working in a supportive culture that produces excellent results. The methods of building teams into high performing units are well documented, but most teams do not go through the rigor required to get to that level. This posting blends well known processes with horse sense born of experience that will allow any team to perform better.

       

      In 1965, Bruce Tuckman described four stages that every team goes through. They are Forming, Storming, Norming and Performing. A critical time for any team is when it is forming. This is when the team is trying to figure out its role and goals. Members are not sure of their status or contribution at this point, and personal bonding is a key element to the eventual success of the team. It is advisable for the group to go offsite for some initial teambuilding activities. Many leaders avoid this step because often team building activities involve a kind of game atmosphere that does not feel like “work.” In fact, team building is real work that may be fun at the moment, but it is deadly serious business that can result in millions of dollars of profit if done well or millions of dollars in damage control if not done at all.   

       

      During the storming phase, there is some kind of power struggle where members vie for position and influence.  It is up to the team leader to help the team move quickly through this awkward time. Usually the storming stage is short simply because it is painful. People want to get out of the rut of consternation and move on to getting the work done.

       

       READ COMPLETE ARTICLE  


      Coach Talk: Not Your Office   

      Guest author: Bob Craig 

        

      The Office makes me laugh a lot. The awkward moments and weirdo characters crack me up! The main character is this guy.  He’s the boss.  He shifts the blame, has zero integrity, breaks promises, has no compassion for others, and will do anything to ensure he looks good.  It’s funny to watch because he’s always being caught in his own self-promoting actions and tries to cover it up, but everyone can see he’s an idiot. I laugh, but I cringe.  As ridiculous as he is, I am ashamed to admit that I have had those moments - moments where I would throw someone else under a bus so that I look good.  Days when nothing is ever my fault.  Times when integrity is forgotten. The first step to not becoming like this guy is to realize that we all have a little bit of him inside us just waiting to take center stage. So be afraid, very afraid. And make sure as a leader you don’t follow your temptations to be like him. Remember what it was like when you weren’t the boss and what your expectations were and then live up to those.

       

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    • TBD Healthcare eNews – Courtesy Extended is Courtesy Appreciated

      May 11, 2011 // Comments Off

      Healthcare Enews – Courtesy Extended is Courtesy Appreciated


      In This Issue
      Courtesy Extended
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      TBD Consulting, Inc.
      PO Box 35579
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      May 2011
      Greetings!

      Transition, change, process improvement, new ways of doing things – -  That is what it’s all about in healthcare these days.  Thanks for allowing TBD to play a positive role in helping your organization meet these challenges.

      Jonena Relth

      President and Leadership Evangelist

      Courtesy Extended is Courtesy Appreciated

      by: Jonena Relth, President and Leadership Evangelist,

      TBD Consulting

      Patients appreciate it and feel valued when their physicians review their chart BEFORE entering the exam room. By doing so, physicians are demonstrating that they value the patients individually and are not just going from room to room ticking off another patient’s ailments. A physician should come into the room prepared to meet with their patient and interact personally. If during the visit, he/she needs to look something up on the EMR/EHR chart, that is certainly acceptable, but it is optimal for the physician to be SITTING not standing next to their patient so the patient can see at least the side of his/her face while the computer is being used.

      Positioning the computer at table height next to the exam table eliminates the barrier of not looking eye to eye with the patient, which is what they want. I have a dear friend who is a retired vascular surgeon and he told me years ago that to operate on a patient he only needed to read the charts. However, by getting to know the patient, sitting next to him, listening and answering all his questions, the interaction reassured the patient and built trust between the two of them. His patients that had his undivided, face-to-face time often had quicker and easier recovery times than those he wasn’t able to meet with personally. A positive, trusting frame of mind is strong medicine!

      This is a time of transition with electronic charting and the office visit culture is changing which calls for compromise on both the part of patients and physicians. For the most efficient use of the EMR/EHR, it should be perfectly acceptable for a physician to type notes during a visit AFTER the patient and physician have talked and or the exam is completed. The physician should NEVER have his/her back to their patient as it sends a loud and clear message to the patient, “My using rude manners with you does not matter when you are in MY exam room.” This is not the right message to send. Studies have shown that one of the primary complaints physicians have with using EMR/EHR is the decreased face time with their patients. Believe me; patients want that face time too!

      And one last note: Have you ever attended a “meeting” where you had to sit while someone else read their notes in front of you to refresh their memory of the reason for the meeting? I’m guessing we all have experienced this and it is just plain rude. For the physician to review the patient chart before entering the exam room is just plain courtesy. The logistics of the computer placement is just a matter of keeping the goal in mind – - physicians do what they do because they want to help/cure their patients’ illnesses. To do that requires face time.

      Read More Healthcare Articles

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      nurse in a row

      It’s never too early or too late to bring in the experts to help you harness your change initiatives.

      Whether you’re just starting the process of selecting an EMR/EHR system or you’re a year or two into the integration process, TBD Consulting can partner with you to achieve successful results.

      Receive 1-hour of complimentary consulting. No pressure or sales tactics – just the opportunity for you to seek answers for your pressing questions.

      Call our offices to discover how TBD Consulting, Inc. can help your organization, 602-263-1961.

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      Leading Transformational Change: The Physician-Executive Partnership

      by Thomas A. Atchison

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      Measuring What Works – pt. 1

      by: Peggy Salvatore, www.healthsystemed.com

      Question of the Day: How Do You Know If You Are Paying For a Treatment That Works?

      Answer: You Collect A Lot of Good Data.

      Recently a tableful of health care big-thinkers gathered in New York City to cogitate on the future of the pharmaceutical industry. This happens all the time, all over the country – big thinkers thinking big things about healthcare around tables. The only thing different about this one is that I was invited to take notes and be a fly on the wall at this particular gathering, and the discussion triggered the thought that all of these conversations are starting to lead to the same place.

      Bzzzzzzzzzzzz.

      The issue on the table in New York was: What will payers pay for drugs? Will Medicare pay for a new drug? Will health plans pay? How will they decide what to pay for and how much to pay for it? These questions are couched in a single, larger question: What will payers pay for? The answer is in the data.

      In the future, payers won’t pay for procedures and products. Payers (Medicare, Medicaid, health plans like Aetna, Cigna, etc.) will pay for outcomes. Did the patient get better? Prove it. We want to see the data. Lower cholesterol. ED use down. Shorter hospital stays. No hospital readmissions. Surgeries avoided. C’mon, show me the numbers.

      Healthcare has been moving toward quality and outcomes measures for at least 20 years. But with health reform, we’re there. Health reform is bringing you Accountable Care Organizations (ACOs) as a mechanism to reimburse providers through the Medicare program. The model is expected to move out into the commercial payer universe after that. And ACOs don’t work without data to back them up.

      READ COMPLETE ARTICLE

      Healthcare Talent Transformation
      If you enjoyed reading this issue’s articles we invite you to check out our blog dedicated to healthcare’s current topics. We address healthcare reform and the business intelligence required to make strategic decisions that positively affect performance management, employee engagement and process effectiveness. We’ll dabble in current trends, news, training and business acumen and issues.

      HEALTHCARE TALENT TRANSFORMATION BLOG

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