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		<title>Healthcare eNews – Transparent Healthcare Bandwagon</title>
		<link>http://tbdconsulting.com/healthcare-enews-transparent-healthcare-bandwagon-2/</link>
		<comments>http://tbdconsulting.com/healthcare-enews-transparent-healthcare-bandwagon-2/#comments</comments>
		<pubDate>Wed, 17 Apr 2013 16:13:16 +0000</pubDate>
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		<description><![CDATA[In This Issue Transparent Healthcare Healthcare Cost, Compliance and Safety Quick Links About Us Solutions Courses Products Bookstore Blogs&#160; &#160; &#160; &#160;&#160;&#160;&#160; Join Our List Contact Information TBD Consulting, Inc.602-263-1961www.tbdconsulting.com&#160; &#160; &#160; April 2013&#160;&#160; Dear Jonena, &#160; Many of us on the Transparent Healthcare &#34;bandwagon&#34; know of champions for this needed change in our healthcare [...]]]></description>
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<td rowspan="1" colspan="1" align="center"> <b><a style="color:#1F4858;font-family:Verdana,Geneva,Arial,Helvetica,sans-serif;font-size:8pt;" shape="rect" href="#LETTER.BLOCK16">Transparent Healthcare</a></b>
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							  <b><a style="color:#1F4858;font-family:Verdana,Geneva,Arial,Helvetica,sans-serif;font-size:8pt;" shape="rect" href="#LETTER.BLOCK9">Healthcare Cost, Compliance and Safety</a></b>
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<p style="MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px">TBD Consulting, Inc.<br />602-263-1961<br /><span style="COLOR: #1f4858"><a style="COLOR: #1f4858" shape="rect" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhSkAtn2J4K73a0Ze6eTHWZ0agTkhjdvlrw1IiwV5e3FZg==" target="_blank">www.tbdconsulting.com</a></span><br />&nbsp;</p>
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<td style="color:#FFFFFF;font-family:Verdana,Geneva,Arial,Helvetica,sans-serif;font-size:10pt;text-align: right;" width="49%" rowspan="1" colspan="1" align="right"><span>April 2013&nbsp;&nbsp;</span></td>
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<td style="color:#1F4858;font-family:Arial,Helvetica,sans-serif;font-size:10pt;text-align: left;" rowspan="1" colspan="1" align="left"><b>Dear Jonena,</b>
<div style="text-align: left;" align="left">&nbsp;</div>
<div style="text-align: left;" align="left">
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">Many of us on the Transparent Healthcare &quot;bandwagon&quot; know of champions for this needed change in our healthcare system. &nbsp;We&#8217;d love to hear about the champions you know and work with or have the privilege of meeting at conferences. The more we learn from the experts, the easier it will be to adapt to the new way of delivering healthcare in the our country!</span></p>
<p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</p>
<div style="text-align: left;" dir="ltr" align="left"><span class="046135919-15122010" style="font-family: 'Arial'; color: #1f4858; font-size: 10pt;"></p>
<p style="margin: 0in 0in 0pt; color: #1f4858;"><span style="font-family: Pristina; font-size: 18pt;"><strong><a style="font-weight: normal; color: rgb(31, 72, 88);" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a></strong></span></p>
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<p>                      <a name="LETTER.BLOCK16"></a><br />
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<td style="color:#FEFEFE;font-family:Georgia,Times New Roman,Times,serif;font-size:12pt;background-color:#003366;text-align: left;" bgcolor="#003366" width="99%" rowspan="1" colspan="1" align="left">&nbsp;<strong><a shape="rect">Transparent Healthcare &#8211; It&#8217;s Here: Get on the Bus or Get Runover</a></strong></td>
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<p style="margin-top: 0px; margin-bottom: 0px;"><img height="133" vspace="5" border="0" name="ACCOUNT.IMAGE.172" hspace="5" width="200" src="https://origin.ih.constantcontact.com/fs144/1102224429872/img/172.jpg" align="left"> Jonena Relth,<!-- </img> &#8211;></p>
<p style="margin-top: 0px; margin-bottom: 0px;">President and Leadership Evangelist,</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: rgb(31, 72, 88); text-decoration: underline;" track="on" shape="rect" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhSkAtn2J4K73a0Ze6eTHWZ0agTkhjdvlrw1IiwV5e3FZg==" linktype="1" target="_blank">TBD Consulting, Inc.</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">&nbsp;</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">I&#8217;ve done some &quot;unscientific&quot; surveying of the issue of&nbsp;Transparency in Healthcare&nbsp;and was surprised by what I found. While we often blame the older docs of being inflexible and holding back in the transparency arena, I run across docs of all ages who know that healthcare delivery must change.&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">There are the&nbsp;gutsy docs willing to put their heads above the fray and open themselves up to scrutiny by their peers and patients. They ask the hard questions, pressing for why we&#8217;re still teaching and practicing medicine the same way. They ask the question of why we don&#8217;t review our standard procedures using Lean methodologies to see how&nbsp;medical professionals&nbsp;can save time and money and improve patient care.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">As with any change, there are those individuals that still need to be brought over&nbsp;to the &quot;light side.&quot; &nbsp;Forgive my Star Wars analogy&#8230; There are still MANY doctors, old and young, who still have the&nbsp;&quot;I went to medical school and thus know more than anyone else in the room.&nbsp;I like what I do now and don&#8217;t want healthcare to change &#8211; or at least don&#8217;t want&nbsp;my work to change.&quot;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">I don&#8217;t have much advice for how to change the attitudes of the second group, except to:</p>
<ul>
<li>Keep the drums pounding&#8230;in a nice way of course.&nbsp;</li>
<li>Allow naysayers to stand back and watch the changes happening around them but not too long.&nbsp; At some point, they will need to get on the bus, or the changes will pass them by.</li>
</ul>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Medical School Experiences that Show Leadership Transparency</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Medical&nbsp;students experience both types of leadership: Transparent and Autocratic.&nbsp; They see firsthand transparent leadership&nbsp;from some docs&#8217; autocratic leadership from those docs unwilling to open up and flex,&nbsp;even a little, to allow the students learn from the docs&#8217; personal experiences&nbsp;that would bring the subjects to life.&nbsp;&nbsp;Yes,&nbsp;students are&nbsp;taught to memorize,&nbsp;assess quick, make quick decisions, but that&#8217;s a different topic to address later.</p>
<p>&nbsp;<span style="font-size: 10pt;">&nbsp; &nbsp;&nbsp;</span><br /> <a style="color: rgb(31, 72, 88); text-decoration: underline;" track="on" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhQ5yLtyS7yhVrZGE3QracYkBN8WljZXXejNx08TNB28XcJAh3SjjfcunQ46WrJMd9YglghXNODTPiYgW3yevCJ9meLswa-_KdlAZsWEEAV6jRtJHYAdvqYJztWG7xCwZLvY4M7XyKc_2tQ4Wes_IoMv" shape="rect" linktype="1" target="_blank">READ COMPLETE ARTICLE</a>&nbsp;</td>
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<p><a name="LETTER.BLOCK9"></a><br />
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<td style="background-color:#003366;text-align: left; font-family: Georgia, 'Times New Roman', Times, serif; color: rgb(255, 255, 255); font-size: 12pt;" bgcolor="#003366" width="99%" rowspan="1" colspan="1" align="left"><strong>Healthcare Cost, Compliance and Safety: <br />Are They Mutually Exclusive?</strong></td>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Peggy Salvatore, Managing Partner,&nbsp;<a style="color: rgb(31, 72, 88); text-decoration: underline;" track="on" shape="rect" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhSP6kcP-APDLIkUDfS6xZpkTAmw8Od8M41qatzAzS_tpw==" linktype="1" target="_blank">Health System Ed</a></strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">In aviation, safety has always been the primary concern. In fact, aviation&#8217;s safety record is so stellar that it is considered a model for healthcare.&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">That is quite a testament.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">However, a retired pilot friend recently bemoaned that FAA rules and regulations have overtaken concern about safety, and he postulates that aviation is not better for the change.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&quot;Now we&#8217;re only concerned about compliance&#8230;we have a cast of thousands as support staff. When I started flying in 1964, Part 91 federal regulations were about 30 pages. You could memorize it. Today, it is hundreds, if not thousands, of pages and nobody can possibly know everything that is in there. We are less safe today than we were 50 years ago,&quot; he complained.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Making and keeping track of all those regulations costs aviation a lot of money. It requires a boatload of federal regulators to oversee them, and costs private carriers a bundle of money to hire people to monitor every jot and tittle of the laws. And, he concludes, the passengers and the airline employees do not benefit from this over-regulation.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Will Healthcare Follow Aviation Again?</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Just about everyone in healthcare knows about the vaunted aviation checklist, and how it has become standard procedure in many operating rooms today. Books are written and consultants make good livings just teaching the checklist method of philosophy. The checklist is a great tool. Healthcare is better for following aviation down that path.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&nbsp;&nbsp;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">But is healthcare going to benefit by following the FAA down the road to over-regulation? We can trip on our path toward safety by using regulations as stumbling blocks instead of paving a smooth road to improved quality and performance.</p>
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<p>&nbsp;<a style="color: rgb(31, 72, 88); text-decoration: underline;" track="on" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhQ5yLtyS7yhVrZGE3QracYkBN8WljZXXejNx08TNB28XcJAh3SjjfcunQ46WrJMd9YglghXNODTPiYgW3yevCJ9NlQe7Nw2D5B-4HB4CYVi2GMRt-mnRTUpW6QvecCljVoRycM69RliRE0I_M4x2dQwB8CCMnhHiVN4MS-4M7NYNw==" shape="rect" linktype="1" target="_blank">READ COMPLETE ARTICLE</a></td>
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<div><span style="font-size: 12pt; font-weight: bold;">The Future of Health-Care Delivery: Why It Must Change and How It Will Affect You</span></p>
<div>by Stephen C. Schimpff  MD&nbsp;</div>
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<div><span style="font-weight: bold;">Hardcover</span></div>
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<div><span style="text-decoration: strikethrough;"> List Price: </span> $27.50</div>
<div><span style="font-weight: bold;"> Our Price: </span> $16.51</div>
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<td style="color:#1F4858;font-family:Arial,Helvetica,sans-serif;font-size:10pt;text-align: left;" rowspan="1" colspan="1" align="left"><img style="text-align: right;" height="106" vspace="5" name="ACCOUNT.IMAGE.64" border="0" hspace="5" width="160" src="https://origin.ih.constantcontact.com/fs009/1102224429872/img/64.jpg" align="right"> If you enjoyed reading this issue&#8217;s articles, we invite you to check out our blog dedicated to healthcare&#8217;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&#8217;ll dabble in current trends, news, training, business acumen and issues.</p>
<div><a style="color: rgb(31, 72, 88); text-decoration: underline;" track="on" shape="rect" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhQ5yLtyS7yhVrZGE3QracYkBN8WljZXXejNx08TNB28XcJAh3SjjfcunQ46WrJMd9YglghXNODTPhNdz_kCgY54" linktype="link" target="_blank">HEALTHCARE TALENT TRANSFORMATION BLOG</a></div>
<p>Also join our LinkedIn group <a style="text-align: left; font-family: Arial, Helvetica, sans-serif; color: rgb(31, 72, 88); font-size: 10pt; text-decoration: underline;" track="on" shape="rect" href="http://r20.rs6.net/tn.jsp?e=001g2EJFnrIuEcBq-AmEC4uxd4ln0WjFomthcaeeI_ZE-sfnLyBN0R3rII4vKerd3hJw8iDGdY3zhSkAtn2J4K73SEJyzFLWcDXPOD8J-tKM_AmgJewMs-7meMTj4My_HeoQpO7DMTHtDKRfbxakgpeQ9rU_uNl5hXA" linktype="link" target="_blank">EMR/EHR Clinical Transformation</a><span style="color: #1f4858;">.</span>&nbsp; Engage in discussion with more than 4,500 professionals.This group is for physicians, health informatics, medical professionals, and 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.</td>
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		<title>TBD Leadership eNews &#8211; Thriving in Today&#8217;s World</title>
		<link>http://tbdconsulting.com/tbd-leadership-enews-thriving-in-todays-world/</link>
		<comments>http://tbdconsulting.com/tbd-leadership-enews-thriving-in-todays-world/#comments</comments>
		<pubDate>Tue, 26 Mar 2013 19:37:09 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2699</guid>
		<description><![CDATA[&#160;   March 2013  For organizations to thrive in today&#8217;s work environment, TRUST must be the #1 goal for leaders.  We&#8217;re watching companies thrive because of their awesome leaders demonstrating trust and transparent leadership. These men and women model how they want everyone in their company to behave and treat each other, customers and vendors. [...]]]></description>
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<td style="color: #000000; font-family: Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt; text-align: right;" rowspan="1" colspan="1" align="right" width="180"><span style="color: #53423a;"><strong>March 2013 </strong></span></td>
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<p><span style="color: #53423a;">For organizations to thrive in today&#8217;s work environment, TRUST must be the #1 goal for leaders.  We&#8217;re watching companies thrive because of their awesome leaders demonstrating trust and transparent leadership. These men and women model how they want everyone in their company to behave and treat each other, customers and vendors. They involve everyone in their organization to make process improvements.  Then there are those leaders who are pulling trust from under their folks.  You be the judge.  Which type of company would you rather work for? </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Pristina; color: #52423a; font-size: 16pt;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect">Jonena</a></span></p>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;"><strong><img src="http://ih.constantcontact.com/fs144/1102224429872/img/168.jpg" alt="" name="ACCOUNT.IMAGE.168" width="220" height="146" align="left" border="0" hspace="5" vspace="5" /> Become a Transparent Leader -</strong></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;"><strong>I Dare Ya!</strong></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span>Jonena Relth, President and Leadership Evangelist,</span><span>  </span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-size: 10pt;"><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001HU457WDUv47JJ3jOmZr5xz30ahSTZfnqjLBoEv_lMXVxGjabiZq9h7gpFET19kWcOooCuco_m2DOd4QHi69wzy2GUUl4WNCppkTVNgHyXUTiHeskALiw9A==" shape="rect" target="_blank">TBD Consulting</a></span><span style="font-size: 10pt;"> </span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">Our leadership bloggers, Mike and Jan from PeopleTek, posted an article that really resonated with me so I&#8217;d like to elaborate. The post, <a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001HU457WDUv47GihZxdEOjZ1cXmVstecKsZAZkAdzBblBeLtSY6NislBAgseBjlVlIY8cSf0Kv8NrEfv11Qpb0uLBIBizx1iwKlyXZoQdsEsgFy0ooWj-CyTGpaAnga1Mqf7cuJjw4a2FnQPYmjo_8kqhHd0tdnrdLpwcxFH_EizHhm4Z8vmfwYbGGPZL-az-z-kVuuIn_G1k=" shape="rect" target="_blank">Top Companies &#8211; Top Leaders</a> provides the list compiled by Fortune Magazine surveying 277,000 employees who were asked to rate management credibility, job satisfaction, camaraderie, pay and benefits, hiring practices, communication, recognition, and diversity.</p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">The 10 most common answers were no surprise to any of us who follow transparent leadership methodologies, but my favorite &#8220;extra&#8221; was learning that one CEO posts his/her personal development plan for all employees to see and track results.</p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;"><span>This leader ROCKS in my world!</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">So, are you brave enough to post your personal development plan for all your employees to see:</p>
<ul>
<li>What you don&#8217;t know now but are trying to learn?</li>
<li>How they are being led by someone who might not be as knowledgeable as they presumed?</li>
<li>What you feel is important for you to become a better leader?</li>
</ul>
<p style="margin-top: 0px; margin-bottom: 0px;">And&#8230;oh yeah&#8230;</p>
<ul>
<li>That you&#8217;re not perfect, all knowing, etc.?</li>
</ul>
<p style="margin-top: 0px; margin-bottom: 0px;">Trust me, most leaders would be scared to death to let their employees and peers reach into their secret little minds and learn the real truth about them.  But folks, we need to become more transparent so the people around us will do the same.<span style="color: #000000; font-size: 11px; line-height: 19px;">  </span></p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001HU457WDUv47j1JdPvXeYpvkdQxW7opc8OiYDBviZn4p5xEZM6tsFjk1Q_gCkK0YoozWxFObt2wJKPn76gX-fweVQd3blJustMhmwvCMq93SpilxN3HsLb8zyTGDUcOH8ah5QCPlyAm6V7dFJmbEFoIB5e9wMliW5SSjT8lCT3d5ZCY4q4GeOTsD6EYRuCTc200VyBeJ0V8w9wH_4mz3iZgChHiIDTX_w" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs144/1102224429872/img/169.jpg" alt="" name="ACCOUNT.IMAGE.169" width="160" height="160" align="left" border="0" hspace="5" vspace="10" /> </strong><strong>You Must Work Onsite!</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">Jan Mayer-Rodriguez and Mike Kublin, <a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001HU457WDUv44yAxcWDo0Ehp2hkxpiTg0_KA2JdRWJoGw8w7fPM1kaZRF2EW1bgIM_lpyAN_ho_KL6DrnfncqNtfl-DhzJVyAuLl8wQH1hiPtWr0BWoH9RhA==" shape="rect" target="_blank">PeopleTek</a></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span>To that we say poppycock! Whether team members work from home, or in the office, a team can be productive and successful. We understand this is controversial and open for debate, but we feel strongly &#8220;one size does NOT fit all&#8221;.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span>   </span></p>
<div>
<div style="color: #003366;"><em><strong>Trust is critical for creating high performing teams,  whether working side by side, or virtually. </strong></em></div>
<div><span> </span></div>
<div><strong>Should Your Team Work Remote or Be Onsite? </strong></div>
<div></div>
<div>
<p style="margin-top: 0px; margin-bottom: 0px;">Yahoo CEO Marissa Mayer made a brave decision and instructed remote employees to return to company offices by July.  Some reasons included: working side by side fostered collaboration, improved communication, and inspired innovation, with the intent to grow the business.  Best Buy appears to be following suit.</p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Do you really need to work side by side to have a high performing team, or even be considered a team at all?</strong></p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">Merely bringing team members to the same location does not address what it takes to improve results and build camaraderie.</p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">What you do need is the ability to identify what it is that&#8217;s preventing your team from providing the results you desire. Is not being in the same locale really having a negative impact? Maybe, maybe not.</p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">We suggest reviewing the processes you have in place for your team. Teams commonly derail when there are unclear goals and purpose, when individual accountability and holding each other accountable are not priorities, when open lines of communication do not exist, when conflict is not managed in a healthy honoring and respectful manner, and the number one issue: <span style="color: #003366;"><strong><em>when there&#8217;s the inability to build TRUST.</em></strong></span></p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
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<div><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001HU457WDUv47PScbyki1HCTXRmSpgkPhZ-I5daLESUq5nEUD57RfeZiNLFOHoEoiXSKDAXJexc86XpVC9O9CfgYP9eCx9KBPU5AIioy1VKRZ2X_Vwdcu4S0QBytr-k048LBviBJwmAToFzmayvcb2QsstzxbASpXVHN09sr7PQzu61Ku34WYdS2xTnfAUty7wRL3qRefM_i4i9cgt_oueJw==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></div>
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<div style="color: #4c4c4c;"><span style="font-size: 12pt; font-weight: bold;">The Leadership Challenge, 4th Edition</span></div>
<div style="font-size: 10pt; color: #4c4c4c;">by James M. Kouzes and Barry Z. Posner</div>
<div style="font-size: 10pt; color: #4c4c4c;"><span style="font-weight: bold;">Paperback</span></div>
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<div style="font-size: 10pt; color: #4c4c4c;"><span style="text-decoration: strikethrough;"> </span></div>
<div style="font-size: 10pt; color: #4c4c4c;"><span style="text-decoration: strikethrough;"> List Price: </span> $24.95</div>
<div style="font-size: 10pt; color: #4c4c4c;"><span style="font-weight: bold;"> Our Price: </span> $15.70</div>
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<p><span style="font-size: 12pt; font-weight: bold;">The Truth about Leadership: The No-fads, Heart-of-the-Matter Facts You Need to Know</span></p>
<div style="font-size: 10pt;"><strong>by Barry Z. Posner and James Kouzes</strong></div>
<div style="font-size: 10pt;"><strong>Kindle Edition ~ Release Date: 2010-08-23</strong></div>
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		<title>TBD Healthcare eNews – Where&#8217;s the Money Coming From?</title>
		<link>http://tbdconsulting.com/tbd-healthcare-enews-wheres-the-money-coming-from/</link>
		<comments>http://tbdconsulting.com/tbd-healthcare-enews-wheres-the-money-coming-from/#comments</comments>
		<pubDate>Thu, 28 Feb 2013 18:11:31 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2632</guid>
		<description><![CDATA[In This Issue Global Healthcare Industry is Booming 4 Ways to Save $Billions Maximize Investment in Health IT Healthcare Talent Transformation Blog Quick Links About Us Solutions Courses Products Bookstore Blogs       Join Our List Contact Information TBD Consulting, Inc. 602-263-1961 www.tbdconsulting.com February 2013    Wow, so much healthcare controversy and so little time before [...]]]></description>
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<td rowspan="1" colspan="1" align="center"><strong><a style="color: #1f4858; font-family: Verdana,Geneva,Arial,Helvetica,sans-serif; font-size: 8pt;" href="#LETTER.BLOCK16" shape="rect">Global Healthcare Industry is Booming</a></strong></td>
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<td style="color: #ffffff; font-family: Verdana,Geneva,Arial,Helvetica,sans-serif; font-size: 10pt; text-align: right;" rowspan="1" colspan="1" align="right" width="49%">February 2013</td>
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<div align="left">
<p style="margin-top: 0px; margin-bottom: 0px;">Wow, so much healthcare controversy and so little time before Obamacare goes into effect. Where&#8217;s the money gonna come from, and how will this ever work with global competition and trillions of debt hanging over our heads?<span style="color: #000000; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 11px; line-height: 19px;">                                                                    </span></p>
<div dir="ltr" align="left">
<p style="margin: 0in 0in 0pt; color: #1f4858;"><span style="font-family: Pristina; font-size: 18pt;"><strong><a style="font-weight: normal; color: #1f4858;" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a></strong></span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><img src="http://ih.constantcontact.com/fs144/1102224429872/img/167.jpg" alt="" name="ACCOUNT.IMAGE.167" width="122" height="108" align="left" border="0" hspace="5" vspace="5" /> Jonena Relth,</p>
<p style="margin-top: 0px; margin-bottom: 0px;">President and Leadership Evangelist,</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUeGUYW5llalWRUXvfGVmYzia68qoh0ZgqCPZi16EmrwgIAH5dG6v4QO5xmQOEkYIK609K4uLUHLxOQvLxePyIPlbVVvt9mCem4TVyBWRP9GfQ==" shape="rect" target="_blank">TBD Consulting, Inc.</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;"><strong>Change is Difficult &#8211; More for Some than Others</strong></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;"> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Lately, I&#8217;ve been participating in Lean healthcare discussions on LinkedIn. It&#8217;s interesting to see how the electricity in the convo causes the arm hair to stand up on the &#8220;uninitiated&#8221; who still believe that Lean methodologies was/is intended only for manufacturing and it simply doesn&#8217;t fit with their concepts of healthcare delivery.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">This, in my opinion, is a classic example that shines a light on the fact that change is more difficult for some folks to swallow than it is for others. Many healthcare professionals just don&#8217;t want the culture to change from a top-down, autocratic, name and blame, do-as-you&#8217;re-told environment to Lean healthcare &#8212; a culture that has as its foundations:</p>
<ul>
<li>Customer Focus (Patient/Customer Needs met)</li>
<li>Respect for People</li>
<li>Collaboration</li>
<li>Gemba Walks and</li>
<li>Standardized Work</li>
</ul>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Medical Tourism is a Reality folks!</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Gone are the days when American medicine was ranked head and shoulders above ALL other healthcare systems around the world. Our healthcare delivery is no longer considered to be the:</p>
<ul>
<li>ONE AND ONLY</li>
<li>BEST ANYWHERE</li>
<li>ONLY HOSPITALS RICH PEOPLE FLOCK TO FOR CARE</li>
</ul>
<p style="margin-top: 0px; margin-bottom: 0px;">This is a hard nut to swallow, but we need to start chewing and get to swallowing if we&#8217;re going to make the US Healthcare System best again. Our people deserve it. For heaven&#8217;s sake, we live in America, the land of opportunity!</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">One only needs to watch the up-tick on <a shape="rect">medical tourism</a> to see that there is a plethora of qualified healthcare providers beyond our borders.</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">     </span></p>
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUfGFNaZR1XLrHig492i_2n9A-Ylt8dw6KHFRPv_dwKgeiHF7aynDGDGVLV7Fc8Vb3an5tfs2pfbUPj_-vBw4fBELGHEUI1ndYdh-CW1TwCCTxyLFl9-sYxF7ZzQBg7HI3aOiQkMvELWKtyLWnAfA69P5Dm0HzTKhD8uqCINkWaL10yiYAKdhZbtLgjQsYYy_va7kEwlbJLE4AVtn2M2ZoWkV3T75S_ZFjLnirqxtxZ0iZkmvaLhuouDbNEdcJViCMc0qqMulF-xrORUvl4Vx5PUpACtQiZj91Sv_oJC_7NQq4SD0dQoJjobTNqck32v-yoHsgLZ343ONA==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<p style="margin-top: 0px; margin-bottom: 0px;">Kerry Willis, MD, <a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUekgvLnvVq3KkGkeXnglBjQg_068ZwcjnvQTL_JPbBDx6863OQvs-8fDakIxMu55pZEDcDWB6liex8jNOl6ZuawKCUrqqNdT6k=" shape="rect" target="_blank">www.aihinc.com</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">Dear Mr President,</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">I hope you are enjoying all the fiscal cliff stuff with the budget and I wanted to make you&#8217;re aware of the healthcare fiscal cliff and some of the stuff that many large practices and especially small medical practices are facing in the next few years as the healthcare reform act is implemented.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Just Asking&#8230;Have you found time to read the ACA yet?</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">The ACA is a large bill. Despite my best efforts, I haven&#8217;t been able to stay awake to read it, but that&#8217;s apparently something I share with you and most of the members of Congress. It does seem to be pretty far reaching and has what I like to think are unintended consequences of the actions that are forced by it and other federal acts that are conspiring to threaten to close a fifth of the providers who see patients for their primary care needs currently.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">I think it&#8217;s important to incorporate technology into your practice but making it exceeding difficult and implementing more change than most medical practices can bear threatens to close the doors of many of us in the next 24 months. Many of the physicians who will close are older physicians who have served their communities well through the good times and bad, and I can&#8217;t imagine that losing them to retirement will do anything but make the shortage of doctors much worse.</p>
</div>
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUfQVAJhW8ECPyc2-FsvHLIgBahNjGxd-JEenJdkBJMjXrcoXdDfaDdYLVkuL0DlFTGda5gyesBvWWq1fqgHLxWosV11h4_1A-P-xr2R4vOMzyKgAkKqigMfvfjuiF5kdgUAOZQgVlm02EvUiEJMzxMRMn_Sd4pXXgy2ThYVoUA_RO0gthPFtT8w_CIYy86frdo=" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<p style="margin-top: 0px; margin-bottom: 0px; color: #ffffff;"><strong><a shape="rect">Training and Change Management Maximize Our Investment in Health Information Technology</a></strong></p>
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<p style="margin-top: 0px; margin-bottom: 0px; color: #1f4858;">
<p style="margin-top: 0px; margin-bottom: 0px;">I love a good think tank study. So here we go: a KPMG survey suggests training and change management are bigger barriers than technology implementation in achieving federal health IT standards.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">Let&#8217;s look at this study in light of two other headlines from Healthcare IT News:</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">&#8220;Sebelius: &#8216;Speed up the rate of change&#8217;&#8221; and &#8220;EHRs top priority for CIOs&#8221;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">We are partway there, but can we get there faster and work out the bugs?</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">Sometimes an analogy is helpful, so let&#8217;s break down the rapid, billion-dollar deployment of electronic patient records throughout one-sixth of our economy into a simple multi-million dollar story of a small company.</p>
<p>Let&#8217;s pretend you own a company, a few hundred employees, and your company is 40 years old. You make the hypothetical widgets, you are the Widget King. You&#8217;ve been operating your business &#8211; the books, the customers, the vendors, the employees &#8211; on a terrific old mainframe that has served you well. It&#8217;s not quite as old as Eniac but you are still printing out reports on tractor printers &#8211; and it&#8217;s getting darn hard to get the paper these days. The times, they are a-changing and so must you.</p>
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUfUaAXXS4LqZmlgmz8RExQk4oYPZnkx4vXvuYARXl9_V-PyKLqGY5BbDBebD7JabT_JBS2x3rOw2VZY-WWKke8XzOiHRIDM-l7OBI7lG7N0ANE0SJ6UfBNbw6Lu6sB1KoKLRR_B9fkVVBGT8o5itdSwGgS2yCVkULTYF_4N5GGWTbcBUwR6tWYu4lhb7agk6qJ9TUKv-TJRJvIfGQpe_vzAcAVBUA7sfiHzMk6N8-6To-FxDhG-Yfu06me5Idt2VTam-7Nt8Euh4hkQy0BN-JWkkE3IkQop_wE=" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<p>Also join our LinkedIn group <a style="text-align: left; font-family: Arial, Helvetica, sans-serif; color: #1f4858; font-size: 10pt; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001qCzI0nF_cUceqin3nJE0q9rXNz2HYwBF6NYqmv5Gei5ty4JKtk4D7YMLXelb3n4m8s1wW5pygQdZU5Y2u3N01Wvz0j_kAvS2qEKyPEXw04zfbQWZiPkq6pzNBqTR32s_pRKeMxktXL9TDnAtKRfLbwbBdLSZeAWa" shape="rect" target="_blank">EMR/EHR Clinical Transformation</a><span>.</span>  Engage in discussion with more than 4,300 professionals. This group is for physicians, health informatics, medical professionals, and 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.</td>
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		<title>TBD Healthcare eNews – Lean Healthcare</title>
		<link>http://tbdconsulting.com/tbd-healthcare-enews-lean-healthcare/</link>
		<comments>http://tbdconsulting.com/tbd-healthcare-enews-lean-healthcare/#comments</comments>
		<pubDate>Wed, 30 Jan 2013 18:24:09 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2638</guid>
		<description><![CDATA[&#160; In This Issue Leaders in Lean Healthcare More Things Change, More They Stay the Same Healthcare Talent Transformation Quick Links About Us Solutions Courses Products Bookstore Blogs          Join Our List Contact Information TBD Consulting, Inc. 602-263-1961 www.tbdconsulting.com     January 2013   As we strive to learn from our mistakes &#8211; not to repeat [...]]]></description>
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<p>As we strive to learn from our mistakes &#8211; not to repeat them - and move forward to improve patient care, one thing should be top of mind:  All healthcare leaders must be on board and modeling the desired changed behavior we need to achieve our goals.  I&#8217;d like to suggest that Lean Healthcare can very well be the way for the hospitals of the future to excel in organizational excellence that provides the very best patient care possible.<span style="color: #000000; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 11px; line-height: 19px;">                                                              </span></p>
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<p style="margin: 0in 0in 0pt; color: #1f4858;"><span style="font-family: Pristina; font-size: 18pt;"><strong><a style="color: #1f4858; font-weight: normal;" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a></strong></span><span style="color: #000000; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 11px; line-height: 19px;"> </span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><img src="http://ih.constantcontact.com/fs009/1102224429872/img/149.jpg" alt="Jonena 2012" name="ACCOUNT.IMAGE.149" width="122" height="124" align="left" border="0" hspace="5" vspace="5" />Jonena Relth,</p>
<p style="margin-top: 0px; margin-bottom: 0px;">President and Leadership Evangelist,</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHec0R-FEOLmIDNqigbjYcv-094luEf_TCHThmrAyy47TpsXTtVZ8NkHr7yGNeWctxTCgGWdKdv8id4AKv0hxKfdg0vb3cO5jAsg3hgIMrOqmSA==" shape="rect" target="_blank">TBD Consulting, Inc. </a></p>
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<p style="margin-top: 0px; margin-bottom: 0px;">I just finished reading an insightful book about ThedaCare&#8217;s transformation to Lean Healthcare delivery which started in 2002.  ThedaCare, Wisconsin&#8217;s largest employer has as its foundational principle:</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;"><em>&#8220;RESPECT which means wanting everyone on staff to have meaningful lives, and working actively toward their fulfillment.&#8221;</em></p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p style="margin-top: 0px; margin-bottom: 0px;">The book,<span> </span>On the Mend, Revolutionizing Healthcare to Save Lives and Transform the Industry,<span> </span>written by John Toussaint, MD, and Roger A. Gerard, PhD, is deemed to be: &#8220;Part case study, part manifesto, this groundbreaking book uses plain language and real-life examples to explain lead healthcare &#8212; not as theory, but as a working system based on proven lean management principles adapted from industry and applicable by any healthcare provider.&#8221;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHeeAG9L5TL8gMTX6rAPwglH_9IW4qKGVB4h9jjBOC5TLKpnCCEAiBwodkEyH2caATd--BupvFDEQEt8AxpnJHb97KkFUwtgH8AEZQCekJ6N6WelTyyyQvgo7QhU-NyreuLA-Zercv9ycj6sA9YLFxwSWqa9fOIaJirXiQ9E7EQt0gkD5QIvVW9XWLzXShntdDwRwxd9wbhE1yA7iKGHhr1q2MtVl917fT5IAvZ42A2hq4Q==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<p style="margin-top: 0px; margin-bottom: 0px; color: #ffffff;"><strong>More Things Change, More They Stay the Same  </strong></p>
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<p style="margin-top: 0px; margin-bottom: 0px;">In scanning the headlines to find the latest news and reports on health IT, it is clear that while health IT uptake is moving along nicely since I last blogged here almost two years ago (!), actual health IT *integration* is slogging along.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">On the plus side of the ledger, the feds have doled out millions in Meaningful Use incentives to Medicare and Medicaid doctors who bought patient record software and met some abbreviated version of compliance with Meaningful Use criteria. On the minus side of the ledger, the Meaningful Use criteria had to be abbreviated so providers could qualify for the incentives.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">Just why is that? Two answers leap to mind. Either a.) the Meaningful Use criteria are too stringent to be met in the timeframe required or b.) providers and software are not prepared to meet them. My money is on a<span> </span>and<span> </span>b. An outtake from an article on Meaningful Use Stage 2 in the December 27th edition of<span> </span><em>Information Week Healthcare </em>explains:</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">Nearly half &#8212; 47% &#8212; of hospital and health system leaders are &#8220;somewhat confident&#8221; of their ability to meet the Meaningful Use Stage 2 requirements, according to a<span> <a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHedZxBu7JMrOw59hSD7YIGe3KILxZRDfjqe5a1Ce-b995uTVA7zlcm8ZtdZWtXhmfpGUdxs97t-gGiY12kpKVCp-ji-j97YHhWm5qJ5lHq8h504NbGq0amP8udVeV2O58RNMerQRXmfByYY_QsFIF3egOgTrAoh7GHHgeBlYmL_-X1K7_TmQAaw_3N3hH7mEBD3RZ9_iw3NyWbX04w195IkwhLHo9zFgwedMWSDA1-I_4nI9TmCKn_l3tMVUciOO8sm8cV8shrDs1K1G6U5Ao6MgKIQQbtm4o0_Uk1m37z_7DEEqtekPMDAHt3BXdWEBBjw=" shape="rect" target="_blank">new KPMG survey</a></span>. The respondents included 140 healthcare executives who completed a webcast poll.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;">In addition, 36% of the survey respondents said they were &#8220;confident,&#8221; 4% said they weren&#8217;t confident at all, and 11% didn&#8217;t know what their level of readiness was to meet the criteria, which are part of the government&#8217;s electronic health records (EHR) incentive program.</p>
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<p> <a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHeevktewQ6fliz_6iGk3kkKyKEwZ08iCcEzMaD3EIqLZ1tu2YhJ8HJuzkpHcqh_w9AM6cPBuXS0MLgV-0i-lYgfEMqGM2rZUc5ODhw-uxBTHGulr7WsYgXuG3vDBCSZK4211-rWj2mpTCS50lkKLEh5inShoGQSr7G07MsysVHq7tJ1qEghUPu7FHTAwsQTN_NNbsqwTie1JVx5rVgUH4Xd-GMKa2b7y7J6TL5kPE08_-Vlx2WrkHUjrzpj6yob8U1yagKjXFjsmMw==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<td style="color: #1f4858; font-family: Arial,Helvetica,sans-serif; font-size: 10pt; text-align: left;" rowspan="1" colspan="1" align="left"><img style="text-align: right;" src="http://ih.constantcontact.com/fs009/1102224429872/img/64.jpg" alt="" name="ACCOUNT.IMAGE.64" width="160" height="106" align="right" border="0" hspace="5" vspace="5" /> If you enjoyed reading this issue&#8217;s articles, we invite you to check out our blog dedicated to healthcare&#8217;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&#8217;ll dabble in current trends, news, training, business acumen and issues.</p>
<div><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHee4ymVjvbD49iaXBwkeFNZYTt0wwOLnNC1MvQYfn_Sl7DRQyRKyvj208ZktixGcfb4zffLNYoBPA3snwazpnTBS53fv2I2knNA6AHEWLJ6NtUsSJyPfit0xN4hIL0z-IH6HfjJeSM_yh4D70Wen-z8d" shape="rect" target="_blank">HEALTHCARE TALENT TRANSFORMATION BLOG</a></div>
<p>Also join our LinkedIn group <a style="text-align: left; font-family: Arial, Helvetica, sans-serif; color: #1f4858; font-size: 10pt; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001Rp5aEL0mHect_WQA7hXnx0EbzNemSFKIG73o6rQh8Fo4rUa_iICVG8C8t7d8MNEHn9pvpym5uB30Qklum5noWGSZFtCcPkTwkl0tXFMMvMCRy4QMLhNDecgHOaNzJ6BDvrZ8Dz0WZAS0cAkehTttV7iV_90ZjBON" shape="rect" target="_blank">EMR/EHR Clinical Transformation</a><span style="color: #1f4858;">.</span>  Engage in discussion with more than 4,300 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.</td>
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<td style="color: #ffffff; font-family: Georgia,Times New Roman,Times,serif; font-size: 14pt; background-color: #003366;" rowspan="1" colspan="1" align="left" bgcolor="#003366"><span>Book of the Month</span></td>
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<p><span style="font-size: 12pt; font-weight: bold;">On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry</span></p>
<div>by John Toussaint by LEAN ENTERPRISE INSTITUTE</div>
<div><span style="font-weight: bold;">Hardcover</span></div>
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<div><span>List Price: </span>$44.00</div>
<div><span style="font-weight: bold;">Our Price: </span>$30.00</div>
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		<title>Leadership eNews &#8211; Focused Leadership</title>
		<link>http://tbdconsulting.com/leadership-enews-focused-leadership/</link>
		<comments>http://tbdconsulting.com/leadership-enews-focused-leadership/#comments</comments>
		<pubDate>Thu, 17 Jan 2013 20:42:43 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

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		<description><![CDATA[&#160;   January 2013  Please meet our newest TBD blogger, Earl Cobb.  Not only does he live in my home town of Phoenix, AZ, he&#8217;s a brilliant leader whose 30 years of  leadership expertise is well worth sharing. I know our readers will gain insight from his book, Focused Leadership, as it is filled with [...]]]></description>
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<td style="color: #e76e27; font-family: Arial,Helvetica,sans-serif; font-size: 10pt; text-align: left;" rowspan="1" colspan="1" align="left"><span style="color: #333333;">Please meet our newest TBD blogger, Earl Cobb.  Not only does he live in my home town of Phoenix, AZ, he&#8217;s a brilliant leader whose 30 years of  leadership expertise is well worth sharing. I know our readers will gain insight from his book, Focused Leadership, as it is filled with personal anecdotes which epitomize his leadership approach to teach: What you can do? What you will gain? What you will avoid? </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Pristina; color: #52423a; font-size: 16pt;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect">Jonena</a></span></p>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;"><strong><span><img src="http://ih.constantcontact.com/fs144/1102224429872/img/164.jpg" alt="" name="ACCOUNT.IMAGE.164" width="123" height="174" align="left" border="0" hspace="5" vspace="5" />Approach to Leading and Winning-Step 1</span></strong></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;">Earl Cobb</span><span style="color: #000090;"><strong> </strong></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">  <span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;"><em>Focused Leadership </em>is a book which provides you a synopsis of the approach I diligently crafted, refined and applied in order to get the leadership results I desired over my 30-year career leading large and small organization in Fortune 500 companies as well venture capital backed start-ups</p>
<p style="margin-top: 0px; margin-bottom: 0px;">.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">In<em> Focused Leadership</em><span> </span>I have incorporated a series of informative and concise discussions regarding my leadership approach, which I now call the &#8220;10-Step Approach to Leading and Winning&#8221;.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Unlike most books on the subject of leadership that primarily discuss concepts, principles and styles,<span> </span><em>Focused Leadership</em><span> </span>sets forth an array of plausible ideas that can be acted upon today to help you become a more effective leader. Along with the ideas, I also share some experience-based &#8220;straight talk&#8221; which details&#8221;what you will gain&#8221;<span> </span>and<span> </span>&#8220;what you will avoid&#8221;<span> </span>by taking such action.</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001D9XLDlPrk-Y9MADRccy8YzP9ak3rH9v-eQ9sO1gU4beCOeyym9hJen6fALVKeLaqaQ57kgjc5PEJpNu1pc6fssiCzY4qT7-rtiZx09SJBifWeZraJJFPn0K6ZdYGkc2EvSbHOZWpKa9TQ7o8BZIsb5zBb7vkVd4l0S2xRjVWh14-OyUvXsyIU_1D0kNx6ZpGhdIofGQfvZmW3pGDF1eB_BP--RAZu7nQ" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></p>
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<td rowspan="1" colspan="1"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/143.jpg" alt="Hal Alpiar" name="ACCOUNT.IMAGE.143" width="161" height="107" align="left" border="0" hspace="5" vspace="10" /></strong><br />
<strong><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><a shape="rect">Overwhelmed?</a> Make Decisions</span></strong><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"> Hal Alpiar, <a href="http://r20.rs6.net/tn.jsp?e=001D9XLDlPrk-ZA2T16KCg8IIsA2aWARizeFpfmY1MsL7PBNhTbxWoX9OyA2zl4Pb6mx_aymhWeWoVlu03CURS8_nIIXzKii0ph8hMJ9eaWHOba-iG8HPQDcQ==" shape="rect" target="_blank">www.BusinessWorks.US</a></span></span><br />
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The most overwhelming thing about being overwhelmed is getting your decision making mechanism activated. <a shape="rect">The holiday season </a>gives rise to getting your personal leadership gears stuck. People to see. Places to go. Events. Gifts. Special meals. Family reunions. And always, there&#8217;s business and career. So much to do and so little time.&#8221;Personal Leadership&#8221;? Yes, I did mention that. As in leading your SELF through all the excitement, clamber, congestion, over-indulgence temptations, and disheartening year-end <a shape="rect">assessments,</a> to a place of reckoning.</span></span><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><a style="line-height: 19px;" href="http://r20.rs6.net/tn.jsp?e=001D9XLDlPrk-aS7RaTRYvIaTowkYfUS8l5H6SZhdjZNH3oOsd21rfplzfPUVV5zeuwylVUjJuaV7CYnBy0lD3Ur2X39mB_NBY4sCaOac5wAPU1pNXC1aIZj-vj6CyeoqDXcJE_iyYuoOtUMs_1O7UWQQLF1v9o-8HQeWaHl8DKWjzxQ_Ws_iaUiOAIXbd5Q_D9sZY2KWL8DA8=" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></span></span></td>
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<td rowspan="1" colspan="1"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><a shape="rect"><strong><img src="http://ih.constantcontact.com/fs009/1102224429872/img/151.jpg" alt="Jonena 2012" name="ACCOUNT.IMAGE.151" width="120" height="123" align="left" border="0" hspace="5" vspace="5" />Leaders who are Serious about Implementing Lean MUST Drink the Kool-Aid!</strong><br />
</a></span></p>
<div><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;"><br />
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">Jonena Relth, President and Leadership Evangelist,<span> <a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001D9XLDlPrk-Z64CUYL4T_He_8XOSDUc7cI5zgHi6t0Vp2lCP42DGkfaL85trFPqne_yAbD5o6_OA_M66KyqJvfjN2yCGNOTqDwH37Yc-CBacdTjJJ78SmcA==" shape="rect" target="_blank">TBD Consulting</a></span></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">I just finished reading an insightful book about ThedaCare&#8217;s transformation to Lean Healthcare delivery which started in 2002. ThedaCare, Wisconsin&#8217;s largest employer has as its foundational principle to:</span></p>
<p><span style="line-height: 19px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">RESPECT</span><span style="line-height: 19px;"> </span><span style="line-height: 19px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">which means wanting everyone on staff to have meaningful lives, and working actively toward their fulfillment.</span></span></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">The book, <em>On the Mend, Revolutionizing Healthcare to Save Lives and Transform the [Healthcare] Industry</em> written by John Toussaint, MD and Roger A. Gerard, PhD, is deemed to be:</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif; color: #53423a; font-size: 10pt;">&#8220;Part case study, part manifesto, this groundbreaking book uses plain language and real-life examples to explain lead healthcare &#8211; - not as theory, but as a working system based on proven lean management principles adapted from industry and applicable by any healthcare provider.&#8221;</span></p>
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<div><span style="color: #0000ff;"><a style="color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001D9XLDlPrk-a29BzbJJaGvdJ5hDS9zb0V3mBZTOz75umSdCnT5uE6P7VFfli4Gmju-10F3rVFApaqKBjJWG9kGNAtP3mHIAqhb1Y3wEK-PhVVhf5_mhp849sKtMoj00KN6rGbKMTNZIgE859d2Tg-3h0Nhr3MeVqFb7lPOWkGVqL9iM3JZ7PBHtp-kPeZ3C6iP1j2ZR-t_ZUyfJZTrbip2ubwMvAF3wgZLgF1rfnNO7_QyO8f5HoNkM6HBVH6nx0zQoipqf0X7Tw=" shape="rect" target="_blank"><span style="font-family: Arial, Helvetica, sans-serif; color: #0000ff; font-size: 10pt;">READ COMPLETE ARTICLE</span></a></span></div>
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<p style="margin-top: 0px; margin-bottom: 0px;"><img src="http://ih.constantcontact.com/fs144/1102224429872/img/165.jpg" alt="" name="ACCOUNT.IMAGE.165" width="130" height="194" align="left" border="0" hspace="5" vspace="5" /><span style="font-size: 10pt;"><strong><span style="color: #53423a;">Focused Leadership</span></strong></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span><em><strong>&#8220;Straight-talk, valuable insights and proven concepts </strong>&#8212; <strong>perfect if you are looking for something you can do today to be a better leader.&#8221;</strong></em></span><br />
<span>&#8212; Clint Walker, Sr. Managing Member, Team 7 Consulting</span></p>
<p><span><strong><em>&#8220;Focused Leadership will provide you with the knowledge and ideas you need to become an effective leader and to build winning teams.&#8221;</em></strong></span><br />
<span>&#8212; Lou Phillips, President, EMG, Inc.</span></p>
<p><span><strong><em>&#8220;Great stories and great advice.&#8221; </em></strong></span><br />
<span>&#8212; William (Bill) Jackson, President, SCOE II, Inc.</span></p>
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		<title>TBD Leadership eNews &#8211; Thankful</title>
		<link>http://tbdconsulting.com/tbd-leadership-enews-thankful/</link>
		<comments>http://tbdconsulting.com/tbd-leadership-enews-thankful/#comments</comments>
		<pubDate>Tue, 13 Nov 2012 15:48:16 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2617</guid>
		<description><![CDATA[  November 2012     The air is brisk &#8211; darn right cold for some of us &#8211; and Thanksgiving is right around the corner.  Have you ever pondered what the Pilgrims would think if they dropped in to visit the US today?  No way could they have foreseen the bounty and greatness of the [...]]]></description>
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<td style="color: #000000; font-family: Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt; text-align: right;" rowspan="1" colspan="1" align="right" width="180"><span style="color: #53423a;"><strong>November 2012    </strong></span></td>
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<td style="color: #e76e27; font-family: Arial,Helvetica,sans-serif; font-size: 12pt; text-align: left;" rowspan="1" colspan="1" align="left"><span style="font-size: 12pt; color: #333333;">The air is brisk &#8211; darn right cold for some of us &#8211; and Thanksgiving is right around the corner. </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;"><img src="http://ih.constantcontact.com/fs144/1102224429872/img/163.jpg" alt="Pilgrims Thanksgiving" name="ACCOUNT.IMAGE.163" width="211" height="133" align="right" border="0" hspace="5" vspace="5" />Have you ever pondered what the Pilgrims would think if they dropped in to visit the US today?  No way could they have foreseen the bounty and greatness of the land as they shared the first Thanksgiving dinner in 1661 with Native American Indians. Even with the latest storms and devastation, we still have the privilege of living in the greatest land on earth.</span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">Happy Thanksgiving!  </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Pristina; color: #52423a; font-size: 16pt;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect">Jonena</a></span></p>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #000090;"><span style="color: #53423a;"><strong><img src="http://ih.constantcontact.com/fs009/1102224429872/img/151.jpg" alt="Jonena 2012" name="ACCOUNT.IMAGE.151" width="120" height="123" align="left" border="0" hspace="5" vspace="5" />Using Brain Science to Improve Training Methodologies Ensures ROI</strong></span><span style="color: #000090;"> </span></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;">Jonena Relth, </span><a style="color: #000090;" href="http://r20.rs6.net/tn.jsp?e=001spCCRSdE3-5Tt33wyqpiPcogRNyCHXgXroW1NCnMF4PCFtVnVeSZZO8rmi99SCs5p9LiN6r4g0vDIdTk8D3_5nfE1dxI3dszTpTAIkrrQ5m3XLLnIKdqCQ==" shape="rect" target="_self">TBD Consulting, Inc.</a><span style="color: #000090;"><strong> </strong></span></div>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">  <span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">Learning professionals and corporate leaders, I think we can all learn from  Diane Laufenberg, an excellent teacher. Diane&#8217;s teaching methods immerse her students in e<a shape="rect">xperiential learning</a> <a shape="rect"><span> </span>experiences. They learn in an environment that encourages creativity, critical thinking, processing and reflection. And one very important element of the learning is that the students are given the freedom to fail and then learn from their mistakes.  This is smart teaching because we learn more when we fail, receive immediate feedback and are given the opportunity to try again the right way.</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001spCCRSdE3-6dEpjcbd_TSCTvT1Hu7pZYz_4xhbZNnRldD8uEp6odxRWU2MPO2Hp2Hk6X-JsSu6z9y9UuSXs112XH96ZFxNqzJdr4t3GMQ7d6DtojurjUcb_2jYW1PAq27cbh74HHJTalcaWlKNCb2TAly3n9UkKVFS3bivcEyhYHXSi1WNQrBkQNOBvLOSPPx3fr6utAf4g5BMDqtsL__dfufPzGSqL3TorxJCkNWZcGucDtDZGbs-2j5X0JX-zLmWhRzxw_9Yv9uwdc2lX15w==" shape="rect" target="_blank">Watch this video to learn more.</a></p>
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<td rowspan="1" colspan="1"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/143.jpg" alt="Hal Alpiar" name="ACCOUNT.IMAGE.143" width="161" height="107" align="left" border="0" hspace="5" vspace="10" /></strong><span style="color: #333333;"><strong>Leadership Starts Without Followers</strong></span><span style="color: #333333;">Hal Alpiar,</span><br />
<a href="http://r20.rs6.net/tn.jsp?e=001spCCRSdE3-4HeYz5oldQNFtkRPh89X4r5YoAbamWMpbXVAzwubo-5mmsoDVNSIGhLhELc13Yhfx9qdI8R4xogKemLx0EokJ7hirVj-Lz1zaY6dvTrybXfA==" target="_blank">www.BusinessWorks.US</a><span style="color: #333333;"><strong>Now what exactly do I mean by such an apparent contradiction? </strong>Answer: That leadership begins (and thrives) with attitude. &#8220;Yeah, Hal, right! Sounds great, but what kind of attitude and HOW does someone get it?Like it falls from the sky, or what?&#8221; Good questions. No it doesn&#8217;t &#8220;fall from the sky,&#8221; but it does begin at the beginning.</span></p>
<p><strong style="color: #333333;">Leadership begins at the beginning, without a following,</strong><span style="color: #333333;"> without an entourage, without an expedition, without a master plan, without a goal line, and without intentions of superiority or competitiveness. Effective leadership starts simply, with a mindset that exudes integrity at every turn in the road.</span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: right;" src="http://ih.constantcontact.com/fs009/1102224429872/img/141.jpg" alt="" name="ACCOUNT.IMAGE.141" width="115" height="147" align="right" border="0" vspace="5" /></strong><span style="color: #333333;"><strong>Integrity</strong></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">Robert Whipple, <a style="color: #001a81;" href="http://r20.rs6.net/tn.jsp?e=001spCCRSdE3-4cUrPJoD_Z71yVwrM-Ta0j1i_YoTx6uFljXTb4KCXhe4xt1-06BtlK4gNvn5og2urjHgcpXzKNBktb-P4n-T-UxbE2f2fipRXdSi48v0QNBQ==" shape="rect" target="_blank"><span style="color: #333333;">www.leadergrow.com</span></a>    </span></p>
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<p><span style="color: #333333;">Trust and integrity are inextricably linked.  I believe before you can trust other people, you must trust yourself.  That means you must not be fighting with yourself in any way, which is a pretty tall order. Integrity is about what you do or think when nobody else in the world would know. It is an interesting topic because it is very difficult to determine your own personal level of integrity.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">We all justify ourselves internally for most of the things we do. We have it figured out that to take a pencil home from work is no big deal because we frequently do work from home. We drive 5 mph over the speed limit because not doing so would cause a traffic hazard while everyone else is going 10 mph over the limit. We taste a grape at the grocery store as a way to influence our buying decision. When we are short changed, we complain, but when the error is in the other direction, we pocket the cash. We lie about our age. We sneak cookies. If you have never done any of these things, let me know, and I will nominate you for sainthood.</span></p>
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		<title>TBD Leadership eNews &#8211; Humility</title>
		<link>http://tbdconsulting.com/tbd-leadership-enews-humility/</link>
		<comments>http://tbdconsulting.com/tbd-leadership-enews-humility/#comments</comments>
		<pubDate>Wed, 22 Aug 2012 20:18:11 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2599</guid>
		<description><![CDATA[&#160;   August 2012     Humility = Having a modest opinion or estimate of one&#8217;s own importance, rank, etc.  Many of us have encountered clueless leaders who believe that every decision they make is the right one &#8211; regardless of what others tell them or how basic common sense should enlighten them.  I would [...]]]></description>
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<td style="color: #000000; font-family: Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt; text-align: right;" rowspan="1" colspan="1" align="right" width="180"><span style="color: #53423a;"><strong>August 2012    </strong></span></td>
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<td style="color: #e76e27; font-family: Arial,Helvetica,sans-serif; font-size: 12pt; text-align: left;" rowspan="1" colspan="1" align="left"><span style="color: #333333;"><strong style="font-size: 12pt;">Humility</strong><span style="font-size: 12pt;"> = Having a </span><span style="font-size: 12pt;">modest</span><span style="font-size: 12pt;"> opinion or estimate of one&#8217;s own importance, rank, etc.</span></span><span style="color: #333333; font-size: 12pt;">  </span><span style="color: #333333; font-size: 12pt;">Many of us have encountered clueless leaders who believe that every decision they make is the right one &#8211; regardless of what others tell them or how basic common sense should enlighten them.  I would challenge each of us to look in the mirror daily and remind ourselves that we are not mentally invincible. We&#8217;ve reached our positions of authority because we&#8217;ve had the good fortune of surrounding ourselves with intelligent, insightful people who are the backbone of our companies.  </span><span style="font-size: 9pt;"> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect"><span style="color: #333333;">Jonena</span></a></span></p>
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<td style="color: #53423a; font-size: 10pt;" rowspan="1" colspan="1"><img style="color: #000090; font-family: Arial, Helvetica, sans-serif; font-size: 10pt;" src="http://ih.constantcontact.com/fs009/1102224429872/img/162.jpg" alt="" name="ACCOUNT.IMAGE.162" width="100" height="150" align="right" border="0" hspace="5" vspace="10" /></p>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #000090;"><span style="color: #53423a;"><strong>T</strong></span><span style="color: #53423a;"><strong><a style="color: #53423a;" shape="rect">he Power of Self-Deception</a></strong></span><span style="color: #000090;"> </span></span></div>
<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><span style="color: #53423a;">Heather Rodriguez, </span><a style="color: #000090;" href="http://r20.rs6.net/tn.jsp?e=001H4_P-EN5v4xwEI-8_XlfX9hvXyaggUvXPSh2CtQMePD3C2L_6cgkFckfn88sHf0y-tZTxUB58aR67wzKlRP-o3Za-cCoRwCxHLl8nV-Q7TLa21RwBQfd-g==" shape="rect" target="_self">TBD Consulting, Inc.</a><span style="color: #000090;"><strong> </strong></span></div>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">  <span style="font-family: Arial, Helvetica, sans-serif;">  </span></div>
<p style="margin-top: 0px; margin-bottom: 0px;">It is in our nature that we grossly exaggerate our own sense of abilities. In seeking humility, this is one place that most leaders really struggle.</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a shape="rect">Thomas Gilovich</a>, professor of psychology at Cornell University found that 70 percent of the 1 million high school seniors surveyed thought they had &#8220;above average leadership ability.&#8221;  He also found that 94 percent of college professors think they are doing &#8220;better than average job.&#8221;</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a style="color: #0000ff; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001H4_P-EN5v4zscOimFEkgMkG26NlHntZVlfk_8_wX3e28wAOlppi8kN7n36aPbOQv6Tq8_ys-U8ySdX9e57eFfwafecBYo2K8I9dlUue5xPjStLgAh6d_RcznJW7zgp1hWyvFCaneatzEyNGX2eNI3dhcgqh4hgMyihu5BuSFVYX37Vdou8CsEaFWbJPLIBgXHOFVkf_VSH3blrx5RUPfqkb7pyvIvPQQLeQ_ShXtl7A1ArNaHvYZ6mKKqgENSLlP7oYUPKOqsUXRhuhYo6UHd5J1L-hqw1cYrlGP_elXdNM=" shape="rect" target="_blank">Gregg Elshof</a> explores the topic of self-deception further:</p>
<p style="margin-top: 0px; margin-bottom: 0px;">&#8220;A mother somehow manages not to notice the obvious signs that her son is on drugs. A wife does the same with respect to her husband&#8217;s affair.  All of the evidence is easily available.  Yet it goes unseen.  The young man puts out of mind the horrors of the sex-slave industry driving the pornography business and convinces himself that these women actually enjoy their work.  The politician convinces himself that his lofty ends justify morally ambiguous means (or worse). The director of a non-profit organization manages to find sincerely compelling a perspective from which money donated to the ministry can legitimately be used to pay for an extravagant personal vacation or, perhaps a private jet.&#8221;</p>
<p style="margin-top: 0px; margin-bottom: 0px;">We must embrace our weakness or we fall prey to the self-deception around us.  Humility would help all leaders see ourselves a bit differently.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;"><strong>Humility: Why is it so critical?</strong></span></p>
<p>Robert Whipple, www.leadergrow.com</p>
<p>Humility is a key characteristic for everyone to embrace. True humility is rarely seen in the ranks of leaders. Ego, rather than humility, seems to be the more common trait in management circles. Let&#8217;s examine why this is and suggest some ideas to modify the pattern.Anyone who has reached a leadership position has a tale to tell. He or she got there through a series of steps and events, some of them deserved and some of them just being in the right place at the right time or knowing the right people. We can believe in synchronicity or nepotism, but still it usually takes a lot of energy and talent to get ahead. People in the organization may look at a newly appointed leader and remark how he &#8220;lucked into it,&#8221; but, as Earl Nightingale said in Lead The Field, &#8220;Luck is what happens when preparedness meets opportunity.&#8221; There should be some level of personal satisfaction for a leader when he or she emerges from the pack and is elevated. It is a kind of milestone that should be celebrated.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/143.jpg" alt="Hal Alpiar" name="ACCOUNT.IMAGE.143" width="161" height="107" align="left" border="0" hspace="5" vspace="10" /></strong><strong><a shape="rect">Boasting Your Way Along &#8220;the Humble Leader&#8221; Line</a></strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Hal Alpiar,<br />
<a href="http://r20.rs6.net/tn.jsp?e=001H4_P-EN5v4y6SZv21Obn2daykvbXeEI5LNnJR0JmAriwy7Ko5xzVrQEZHAi5JN3c8bxPlhLfnLepM_3cOh9wmk5_NL-N8Ct04xwNtsIdIj4xIHhs3X9d-g==" shape="rect" target="_blank">www.BusinessWorks.US</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Maybe it&#8217;s a paradox, but it&#8217;s really not always a contradiction.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Being both assertive AND humble can work when personal <a shape="rect">authenticity</a> is in the driver&#8217;s seat. There&#8217;s a terrific website <a shape="rect">www.BizBrag.com</a> that encourages business boasting because there are times when everyone needs to <a shape="rect">toot her or his own respective horn</a>, and posting news releases on BizBrag makes it easy.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Of course, any news release content you post or create must be newsworthy and not overtly self-serving if there&#8217;s any expectation of actually getting traditional or online media coverage. And it should probably go without saying that the better the writing quality, the more likely a release is to gain exposure. Think about being an editor bombarded with hundreds of PR stories!</p>
<p style="margin-top: 0px; margin-bottom: 0px;">But speaking up for yourself is not bragging.</p>
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		<title>TBD Leadership eNews &#8211; Transparent Leadership</title>
		<link>http://tbdconsulting.com/tbd-leadership-enews-transparent-leadership-2/</link>
		<comments>http://tbdconsulting.com/tbd-leadership-enews-transparent-leadership-2/#comments</comments>
		<pubDate>Sat, 07 Jul 2012 20:24:50 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>
		<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2589</guid>
		<description><![CDATA[&#160;   July 2012     I know that the role of leaders is not an easy one. Transparent leadership takes the courage to openly admit mistakes, the self-esteem to allow others more capable to lead, and the fortitude to pursue your goals while enhancing the goals of others. Transparent leadership sounds like a worthwhile [...]]]></description>
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<td style="color: #000000; font-family: Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt; text-align: right;" rowspan="1" colspan="1" align="right" width="180"><span style="color: #333333; text-decoration: initial;"><strong>July 2012    </strong></span></td>
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<td style="color: #e76e27; font-family: Arial,Helvetica,sans-serif; font-size: 12pt; text-align: left;" rowspan="1" colspan="1" align="left"><span style="color: #333333;"><span style="font-size: 12pt;">I know that the role of leaders is not an easy one. </span><span style="font-size: 12pt;">Transparent leadership</span><span style="font-size: 12pt;"> takes the </span><span style="font-size: 12pt;">courage</span><span style="font-size: 12pt;"> to openly admit mistakes, the </span><span style="font-size: 12pt;">self-esteem</span><span style="font-size: 12pt;"> to allow others more capable to lead, and the </span><span style="font-size: 12pt;">fortitude</span><span style="font-size: 12pt;"> to pursue your goals while enhancing the goals of others. Transparent leadership sounds like a worthwhile goal to me. What about you?</span></span></p>
<p><span style="color: #333333;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect"><span style="color: #333333;">Jonena</span></a></span></td>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><strong><a shape="rect"><img src="http://ih.constantcontact.com/fs009/1102224429872/img/151.jpg" alt="Jonena 2012" name="ACCOUNT.IMAGE.151" width="120" height="123" align="left" border="0" hspace="5" vspace="5" />Do</a> You Lead with Transparency or Power?</strong></div>
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<div style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><a style="color: #000090;" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a><span style="color: #000090;">, </span><a style="color: #000090;" href="http://r20.rs6.net/tn.jsp?e=001venBW0cT3Qu6MRPATbE1rI41_2ATPSSkBErrddvVUaa9ImMc51qlfVZcTja64dKoZuzqxdqXMwam7eRcchAyDEz6uzMoLiUZNZsgMSWPmymNzFWTXUgPKw==" shape="rect" target="_self">TBD Consulting, Inc.</a><span style="color: #000090;"><strong> </strong></span></div>
<p><span style="font-family: Arial, Helvetica, sans-serif;">  </span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;">I&#8217;ve been watching over the past few years as the topic of leadership continues to be top priority of &#8220;healthy&#8221; companies. They are pulling out all the stops to provide every opportunity available to help their leaders improve their skills in this area &#8211; and this when so many high-profile leaders have fallen from grace in the recent years. Instead of shrinking from the topic, these smart companies are pushing it to the forefront. They know that to succeed, their organizations have to be led by individuals who inherently are worthy of their employees&#8217;, customers&#8217; and peers&#8217; trust, and it&#8217;s these leaders who will be followed in the days and years to come.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Have you noticed that as a country, we start paying closer attention to what our corporate and political leaders say and do following the failure and/or fall of otherwise respected leaders? And given the leadership issues today, one would have to ask, &#8220;Why would anyone want to be a famous leader?&#8221; My vote is for the rush of power!</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong> </strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><strong>Power gives us a head trip that makes us &#8220;feel&#8221; as though we are important and respected by others.</strong> The flip-side however, is that the more power we have, the more responsibility we have, the more headaches and illness that plague us, the more scrutiny we endure, and of course, ultimately less time to spend for ourselves and loved ones.</p>
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<div> <a style="font-family: Arial, Helvetica, sans-serif; color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001venBW0cT3QuQeQZGlO7HKSepBWAY56-7zo7GMPUFhxjxhZejb-BC_7FvqSmpss7IhRZH3QEzI6JnwwXi4u7ggxSO3wgjg_FInrYi2a-_R8ExZ1MMnTsELxK6U0X9uONqttNjDIYZJxfYaG_sjIkfkMUttDIpXnQF1irj1Zwtof-uRkcx-00MiH5pRaxpDE7CLNSqoekdM3q3XlHYXS7kuqJw-FaRcTK-" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></div>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: right;" src="http://ih.constantcontact.com/fs009/1102224429872/img/141.jpg" alt="" name="ACCOUNT.IMAGE.141" width="115" height="147" align="right" border="0" vspace="5" /></strong><span style="color: #333333;"><strong>Trust and Transparency: The New Corporate Currency</strong></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">Robert Whipple, <a style="color: #001a81;" href="http://r20.rs6.net/tn.jsp?e=001venBW0cT3QveboCeWHJCVQ42Rgr1dyllqbiYv8tS3mgbAcFtx2_ZxLGwCS0hjRbMJdZB7m0Ip9ms7PigLfyPZseUZ7zdYNC3kUQVAwFG14Ntv7Ruhx36sg==" shape="rect" target="_blank"><span style="color: #333333;">www.leadergrow.com</span></a>    </span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">In just a few years, Trust and Transparency have moved from an also-ran position in the line up of the things that are important to US Corporate reputation to the number one and number two slots. This represents an unprecedented recent shift in the perceived importance of trust and transparency in organizations. Let&#8217;s take a peek at some data.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">In 2006, the top three items mentioned by respondents to the Edelman <a shape="rect"><span style="color: #333333;">Trust Barometer</span></a> Survey were:</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">1) Quality products and services 53%,</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">2) Attentiveness to customer needs 47%, and</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">3) Strong financial performance 42%.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">By the 2010 survey, The top three items were:</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">1) Transparent and honest practices 83%,</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">2) Company I can Trust 83%, and</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">3) High Quality products or services 79%.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">The astonishing thing is that financial returns dropped from number three on the list to number 10 in just four years. Note that &#8220;Financial Returns&#8221; in 2010 were still important coming in at 45% versus 42% in 2006. It is just that Trust and Transparency showed up as being far more important &#8211; nearly twice as important as financial returns in terms of what is important for a company&#8217;s reputation. Put another way, without Trust and Transparency, good financial returns are not going to be sustainable.</span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/143.jpg" alt="Hal Alpiar" name="ACCOUNT.IMAGE.143" width="161" height="107" align="left" border="0" hspace="5" vspace="10" /><span style="color: #333333;">Seeing Through It All&#8230;Maybe, Maybe Not</span></strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">Hal Alpiar, </span><br />
<span style="color: #333333;"><a href="http://r20.rs6.net/tn.jsp?e=001venBW0cT3QuhhpKbB3ioYTziIKKghco5syaMJfvJSz5Nf4ZYjskOfOQuTU5GhuHExrls38txrwhqe-Oc8v5SyaLgW-70K9jhnmin0l-SrXBXCpsRf7m5zA==" shape="rect" target="_blank"><span style="color: #333333;">www.BusinessWorks.US</span></a>    </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">There&#8217;s an awful lot of talk in top management circles trending to the favor-ability of transparent leadership, but reality often dictates the need to exercise the exact opposite, at least for certain situations. Two-facedness? Manipulative? Irresponsible? Lacking integrity? Ruling by exception? Well, even open windows do not always afford a clear view.</span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">When every word you say and move you make is public to all around you, it can be inhibiting to decision making that might be for the good of all involved. Adhering to a policy of transparency can instead take on a neurotic life of its own which can prevent meaningful forward motion.</span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="color: #333333;">Consider, for example, the advisability of sharing content of investor or prospective investor discussions as they occur, with all employees. . . or, publicly airing the private meeting critique of an under-achieving employee. Actually, many if not most sensitive-type bits of information might best be kept private and only be shared on a need-to-know basis.</span></p>
<div><a style="color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001venBW0cT3QvPL39yIQi-DYy41QJQksdhAmqvH6kOWphVk3S7RKVtjs70MM1_-ZQzm_F4xrvPHhLhtDeTfn8lHLDPyhzTyaj3vs8m2g-5vBeLBr0Cot9ACLL_xpcjog8zALPEgFaaJHfraV828JahETbt29dqwbVYHwRONch9Y-O5sonvo1jWeAD3q4JfHVmeYhnOY9edp32fpYKSn8Z6-ZFcZrCegTET" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></div>
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<p style="margin: 0in 0in 0pt;"><span style="font-family: Arial, sans-serif; color: #333333; font-size: 10pt;"><em>TBD Consulting has a 20-year, proven track record for ensuring employee performance improvement which translates to exemplary customer service and state of the art patient care. Whether you need help developing an in-house training organization, documenting your processes, workflows or EMR/EHR/ERP systems, or simply need &#8220;extra hands&#8221; to meet your deadlines or ROI goals, please contact Jonena. She and her qualified staff are here to assist you with your organizational development, coaching and training initiatives. </em></span></p>
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<td rowspan="1" colspan="1" align="center"><a style="color: #ffffff; font-family: Tahoma,Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt;" href="#LETTER.BLOCK4" shape="rect">Lead with Transparency or Power?</a></td>
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<td rowspan="1" colspan="1" align="center"><a style="color: #ffffff; font-family: Tahoma,Arial,Helvetica,sans-serif; text-decoration: none; font-size: 10pt;" href="#LETTER.BLOCK8" shape="rect">Trust and Transparency &#8211; New Corporate Currency</a></td>
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]]></content:encoded>
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		<title>TBD Healthcare eNews &#8211; Technology</title>
		<link>http://tbdconsulting.com/tbd-healthcare-enews/</link>
		<comments>http://tbdconsulting.com/tbd-healthcare-enews/#comments</comments>
		<pubDate>Wed, 20 Jun 2012 18:31:51 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

		<guid isPermaLink="false">http://tbdconsulting.com/?p=2583</guid>
		<description><![CDATA[In This Issue Distance Medicine What&#8217;s to Blame for Data Breaches Q MINDshare Healthcare Talent Transformation Quick Links About Us Solutions Courses Products Bookstore Blogs          Join Our List Contact Information TBD Consulting, Inc. PO Box 35579 Phoenix, AZ 85069 602-263-1961 www.tbdconsulting.com     June 2012   Dear Jonena,     Using technology, whether EMR [...]]]></description>
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<td style="color: #1f4858; font-family: Georgia,Times New Roman,Times,serif; font-size: 10pt;" rowspan="1" colspan="1" align="center" valign="top"><strong>In This Issue</strong></td>
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<td rowspan="1" colspan="1" align="center"><strong><a style="color: #1f4858; font-family: Verdana,Geneva,Arial,Helvetica,sans-serif; font-size: 8pt;" href="#LETTER.BLOCK16" shape="rect">Distance Medicine</a></strong></td>
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<td style="color: #1f4858; font-family: Arial,Helvetica,sans-serif; font-size: 10pt; text-align: left;" rowspan="1" colspan="1" align="left"><strong style="font-family: Arial, Helvetica, sans-serif; font-size: 10pt;">Dear Jonena,</strong><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: 10pt;"> </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: 10pt;">  </span></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">Using technology, whether EMR or distance medicine technologies, can disrupt the way medical professionals interact with patients as well as with each other.  What we need to do now is figure out how to build and use technology that truly meets the needs of both audiences. It&#8217;s a tall order that will take IT folks, docs, patients and learning professionals working together to create solutions that will improve the healthcare delivery in the United States.</span><span style="font-size: 10pt;">                                                                  </span></p>
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<p style="font-family: Arial, Helvetica, sans-serif; font-size: 10pt;"> <strong style="font-family: Pristina; font-size: 18pt;"><a style="color: #1f4858; font-weight: normal;" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a></strong></p>
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<td style="color: #fefefe; font-family: Georgia,Times New Roman,Times,serif; font-size: 12pt; background-color: #9999ff; text-align: left;" rowspan="1" colspan="1" align="left" bgcolor="#9999FF" width="99%"><strong><a shape="rect">Distance Medicine Will Transform Medical Practice</a></strong></td>
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<p style="margin-top: 0px; margin-bottom: 0px;"><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/160.jpg" alt="schimpff" name="ACCOUNT.IMAGE.160" width="120" height="180" align="left" border="0" hspace="5" vspace="5" />Dr. Stephen Schimpff,  <a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001ZVt3chNOjJTf121lrXa5i0ExW7J_WpDPvbxBn5-e9eSIbR6DUh1rgDM-z2VaDDptiSBpnAnzgPCS2qoydZdg3Y7B0hKCb1mKeaQrJ4yv7CQObIZPlOi6314jqqSJVWA1DBT0fv621d0=" shape="rect" target="_blank">Medical Megatrends and the Future of Medicine </a></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Distance medicine technologies can be disruptive in the way physicians and other care givers interact with patients and with each other and can fundamentally change how patients are able to interact with the entire healthcare system. This is of increasing relevance as medicine gravitates toward chronic illnesses where diagnosis and treatment are complex and require multi-specialist teams. It also has potential to alleviate some of the effects of the growing shortage of professionals.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">There are certain needs that the healthcare system in the United States must begin to respond to. Among them are the rising costs of medical care; the challenge to reduce costs; the desire (soon to be a demand) of patients and their families to have greater responsiveness from their health care providers; the rapid emergence to chronic illnesses that are lifelong and very complex to diagnose and treat; and the current and developing shortage of healthcare professionals who are in need of time-saving and safety enhancement assistance in their daily activities. Distance medicine is one of the key technologies that can indeed address each of these critical medical care needs into the future.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">There are many opportunities for the use of distance medicine technologies; here is just a sampler.</p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">     </span></p>
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001ZVt3chNOjJSJjv_ynJkATLMdL2bijH0YlC14Y2jQHb0giVamAB-p8DXeMf9ncWq8ctS9MPfjl5Rm_e1GGUVMY_rcf1or2I9fKAkHJvKkekPRG72Pt7F3lEUFjH5bNxdIFeo-aplk_UWmY8B8CZnjA49FUPUUb7PVg51lISHB5R2aEm2EwUfYC8VlPVcozPR3qM3zQWgHPQiMdNGt4QhwyLpymBF8V9FB24ExlchSqlc6ZcQF5JKA-Q==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<p style="color: #ffffff; margin-top: 0px; margin-bottom: 0px;"><strong><a shape="rect">What&#8217;s to Blame for Data Breaches: Data, Knowledge, Culture or What??</a>   </strong></p>
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<div style="font-family: Arial,Helvetica,sans-serif; font-weight: normal;"><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/149.jpg" alt="Jonena 2012" name="ACCOUNT.IMAGE.149" width="120" height="123" align="left" border="0" hspace="5" vspace="5" />Jonena Relth,<br />
President and Leadership Evangelist,<br />
<a style="text-decoration: underline; color: #1f4858;" title="http://r20.rs6.net/tn.jsp?llr=qzee8qcab&amp;et=1106804472573&amp;s=0&amp;e=0017fxO1VYxuT8yra3uWOW-JbweO_sw2Fgs-0gb77_iqYvxT01cOsDCZZTo2UV8dPfUS1PlN_sNW4WRNQjCVasC32zqm1iwk9TwiH04WuVOAv4= TBD Consulting, Inc." href="http://r20.rs6.net/tn.jsp?llr=qzee8qcab&amp;et=1106804472573&amp;s=0&amp;e=0017fxO1VYxuT8yra3uWOW-JbweO_sw2Fgs-0gb77_iqYvxT01cOsDCZZTo2UV8dPfUS1PlN_sNW4WRNQjCVasC32zqm1iwk9TwiH04WuVOAv4=" shape="rect" target="_blank"> TBD </a><a style="text-decoration: underline; color: #1f4858;" title="http://r20.rs6.net/tn.jsp?llr=qzee8qcab&amp;et=1106804472573&amp;s=0&amp;e=0017fxO1VYxuT8yra3uWOW-JbweO_sw2Fgs-0gb77_iqYvxT01cOsDCZZTo2UV8dPfUS1PlN_sNW4WRNQjCVasC32zqm1iwk9TwiH04WuVOAv4= TBD Consulting, Inc." href="http://r20.rs6.net/tn.jsp?llr=qzee8qcab&amp;et=1106804472573&amp;s=0&amp;e=0017fxO1VYxuT8yra3uWOW-JbweO_sw2Fgs-0gb77_iqYvxT01cOsDCZZTo2UV8dPfUS1PlN_sNW4WRNQjCVasC32zqm1iwk9TwiH04WuVOAv4=" shape="rect" target="_blank">Consulting, Inc.</a></div>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">While everyone doesn&#8217;t agree on all the issues surrounding data breaches, [but then when does it happen that everyone agrees?] this discussion has certainly stirred up the thinking of docs as well as non-healthcare folks at the </span> <a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?t=bqpf6akab.0.lkyh5akab.qzee8qcab.1867&amp;ts=S0776&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fgroups%2FEMR-EHR-Clinical-Transformation-1807798%3Fgid%3D1807798%26trk%3Dhb_side_g" shape="rect" target="_blank">EMR / EHR Clinical Transformation</a><span style="font-size: 10pt;"> group on LinkedIn. It&#8217;s discussions like this that increase the communication among professionals and help make LinkedIn an effective business communication and business improvement tool. </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;"> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">In his article at FierceHealthIT, Dan Boman, summarized the panel discussion at the <a shape="rect">S</a><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?t=bqpf6akab.0.mkyh5akab.qzee8qcab.1867&amp;ts=S0776&amp;p=http%3A%2F%2Fwww.healthprivacysummit.org%2Fevents%2F2012-health-privacy-summit%2Fevent-summary-ec40d08a35f947e487f68a5f534a9e82.aspx" shape="rect" target="_blank">econd Annual International Summit on the Future of Health Privacy</a>. The topic of what is causing tech breaches is of course diverse and the conversation ranged from technology, lack of knowledge of patients and medical professionals, privacy issues, culture, too many touch points, etc.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Below are excerpts of the comments made by the group members that I think you&#8217;ll find valuable.</p>
<p><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?t=bqpf6akab.0.okyh5akab.qzee8qcab.1867&amp;ts=S0776&amp;p=http%3A%2F%2Ftbd-consulting.typepad.com%2Fhealthcare_talent%2F2012%2F06%2Fwhats-to-blame-for-health-data-breaches-tech-or-culture.html" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></td>
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<li style="font-size: 10pt;">Deploy the right information to the right people at the right time.</li>
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<td style="color: #1f4858; font-family: Arial,Helvetica,sans-serif; font-size: 10pt; text-align: left;" rowspan="1" colspan="1" align="left"><img style="text-align: right;" src="http://ih.constantcontact.com/fs009/1102224429872/img/64.jpg" alt="" name="ACCOUNT.IMAGE.64" width="160" height="106" align="right" border="0" hspace="5" vspace="5" />If you enjoyed reading this issue&#8217;s articles, we invite you to check out our blog dedicated to healthcare&#8217;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&#8217;ll dabble in current trends, news, training, business acumen and issues.</p>
<div><a style="color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?t=bqpf6akab.0.zw8loedab.qzee8qcab.1867&amp;ts=S0776&amp;p=http%3A%2F%2Ftbd-consulting.typepad.com%2Fhealthcare_talent%2F" shape="rect" target="_blank">HEALTHCARE TALENT TRANSFORMATION BLOG</a></div>
<p>Also join our LinkedIn group <a style="text-align: left; font-size: 10pt; font-family: Arial, Helvetica, sans-serif; color: #1f4858; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?t=bqpf6akab.0.t4odrphab.qzee8qcab.1867&amp;ts=S0776&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fgroups%3Fabout%3D%26gid%3D1807798" shape="rect" target="_blank">EMR/EHR Clinical Transformation</a><span style="color: #1f4858;">.</span>  Engage in discussion with more than 3,600 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.</td>
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		<title>TBD Leadership eNews &#8211; Changing Role of Leadership</title>
		<link>http://tbdconsulting.com/tbd-leadership-enews-changing-role-of-leadership/</link>
		<comments>http://tbdconsulting.com/tbd-leadership-enews-changing-role-of-leadership/#comments</comments>
		<pubDate>Sat, 02 Jun 2012 12:52:16 +0000</pubDate>
		<dc:creator>heather</dc:creator>
				<category><![CDATA[Press Releases]]></category>

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		<description><![CDATA[  May/June 2012     Leadership offers us so many opportunities to improve our skills.  From parenting to employee coaching, we all have more to learn. What have you learned this week?  How are you applying that knowledge to becoming a better leader? Jonena Improve Our Leadership: What We Can Learn from Parenting Jonena Relth, [...]]]></description>
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<p style="font-size: 12pt;"><span style="color: #53423a; font-size: 9pt;">Leadership offers us so many opportunities to improve our skills.  From parenting to employee coaching, we all have more to learn. What have you learned this week?  How are you applying that knowledge to becoming a better leader?</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Pristina; color: #52423a; font-size: 16pt;"><a style="line-height: 162%; font-family: Pristina; font-size: 16pt;" shape="rect">Jonena</a></span></p>
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<div style="font-family: Arial,Helvetica,sans-serif; font-weight: normal;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/157.jpg" alt="kids coop" name="ACCOUNT.IMAGE.157" width="200" height="143" align="left" border="0" hspace="5" vspace="5" /><a shape="rect">Improve Our Leadership: What We Can Learn from Parenting</a></strong></div>
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<div style="font-family: Arial,Helvetica,sans-serif; font-weight: normal;"><a style="color: #000090;" href="mailto:jonena.relth@tbdconsulting.com" shape="rect" target="_blank">Jonena Relth</a><span style="color: #000090;">, </span><a style="color: #000090;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4Qhxcx6hc_PCeHCZosA05VAP0Qa_SMeQNojCEEhjC-KNq5vT1KZqMqOwmqujadBJxQ3VNuYjRvKVWvX0gywS8v5qiX8kcRZ_lF3PNaP7jeDndA==" shape="rect" target="_self">TBD Consulting, Inc.</a><span style="color: #000090;"><strong> </strong></span></div>
<p><strong style="font-size: 10pt;"><em>If you want your children to become model citizens, focus on developing their sharing skills.</em></strong></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif;"><strong><em>If you want your company to excel, focus on developing your leaders&#8217; collaboration skills.</em></strong></span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif;">Being a bottom-line kinda gal, I&#8217;m always interested in studies that focus on the &#8220;Why&#8221; behind the best managed companies. It is common knowledge that exemplary leadership is vital to a company&#8217;s bottom line. And it&#8217;s no coincidence that over a 10-year period, the top 20 US companies that focused on leadership development, as ranked by Hay Group, outperformed the S&amp;P 500 at twice the rate as other companies. Learn about the </span><a style="color: #001a81; text-decoration: underline; font-family: Arial, Helvetica, sans-serif;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4QiymEEy_BYT9VJ4n_VpeOVtaa34yfTCNhwcGnOq0OEQkrlkP9dLDgyjN4FPFKJJDyin48cJixzMYJRww8zLtntTMQjLYxHDunKOjFwWK_O8GO-pFuT7TckD9WwOQDAyBCDc2J5hd9IALfMWZUAlSOsZdPohkRwlneyM3EUUyspkv4X6FhzfFcIWm4d7B7a4Z9KAPzXQGZ8psg==" shape="rect" target="_blank">2011 study</a><span style="font-family: Arial, Helvetica, sans-serif;">.</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-family: Arial, Helvetica, sans-serif;">Here are some thoughts that have been rolling around in my head this past holiday weekend as I babysat my 3-year-old granddaughter. She&#8217;s taught me that being a successful Parent, Grandparent and Corporate Leader have a lot of similarities &#8211; paramount of which experience is the best teacher!</span></p>
<div> <a style="color: #001a81; text-decoration: underline; font-family: Arial, Helvetica, sans-serif;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4QhEjKd3pxdblroNkYPzT4mDB5kR5fwftmvTlu2qqOSlsrjyLpl6eAqJvTG9il57Gq9YFH1O5o1iUWqcEYGKggHGCWauGvGtH-XsPbAC4J7b6-liC1r3pQ3u5gSLZ700my8BcO9regeTRuU7vGkgyFkblqveBXpBdD0dbmNyEUWc47aNMyCzchmmRAoRc9efDN00iyiBiKcnaZvEB0aKVVswBN5TLHUizTZc0a-N0999jg==" shape="rect" target="_blank">READ COMPLETE ARTICLE</a></div>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/159.jpg" alt="" name="ACCOUNT.IMAGE.159" width="100" height="150" align="left" border="0" hspace="5" vspace="5" />What Does Leadership Look Like Today</strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Michelle Braden, CEO of <a style="color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4QgbR814Ii0UULq17jILcunZD6K45jg3mNZF-dbSwTS3uIFIKJ89ovD7zbUQiJt5JGWQxyYis7ksScxzvnvWLu_PV86ftghamVFgQYKV9y4L4C0Gq18qNHKF" shape="rect" target="_blank">MSBCoach</a></p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">In the past leadership was about command and control&#8230; remember &#8220;Atlas Shrugged&#8221;?</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Today leadership looks much different. It begins with knowing yourself as a person as well as a leader (these two things should go hand in hand and be the same). An effective leader is aware that they have to understand themselves before they can understand others. Today&#8217;s leader takes self-awareness and learns to value and respect their own strengths as well as their weaknesses. Once a leader goes through this process for themselves, they can transfer this learning to others. In order for today&#8217;s leader to be effective, they have to value and respect people that are different from them. They appreciate what is learned from others and the gift it brings to the organization.</p>
<p>The &#8220;old school&#8221; of leadership may have been &#8220;control and command&#8221; but the truth is the only time the &#8220;control and command&#8221; style of leadership is effective is when we are in crisis.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: right;" src="http://ih.constantcontact.com/fs009/1102224429872/img/141.jpg" alt="" name="ACCOUNT.IMAGE.141" width="115" height="147" align="right" border="0" vspace="5" /> Leaders &#8211; Get Off Your Butts  </strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;">Robert Whipple, <a style="color: #001a81;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4QhTgsGDk_zVbGvJjWz-d86VKo8sowrkLMGMExrnqh5MtD4UAPab70y6AwCekVYbsyFFSWl8dANEd1y4a8u9Tq9KKmiwLHVcxUYiLBuRnLpycQ==" shape="rect" target="_blank">www.leadergrow.com</a></p>
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<p style="margin-top: 0px; margin-bottom: 0px;">My favorite saying is &#8220;The highest calling for any leader is to grow other leaders.&#8221; Observation: There are too few outstanding leaders in this world because of the lack of great mentors to bring them along. Top level leaders are so consumed with trying to optimize performance in a frantic and messy world, that often they do not take the time out to nurture the next generation of leaders. I believe that is a huge mistake.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Three examples of leaders who understand the value of teaching leadership while performing leadership tasks are Jack Welch (when he was at GE), Warren Bennis (known as the Father of Leadership), and Ed Betof, author of &#8220;Leaders as Teachers.&#8221; These leaders are individuals who model the concept of having the senior leadership not just talk about developing people but actually spend their time in the classroom doing the teaching. If more leaders understood the incredible payoff of this concept, we could multiply the number of excellent leaders in this world by a factor of 10 in a single generation.</p>
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<p style="margin-top: 0px; margin-bottom: 0px;"><strong><img style="text-align: left;" src="http://ih.constantcontact.com/fs009/1102224429872/img/158.jpg" alt="" name="ACCOUNT.IMAGE.158" width="150" height="100" align="left" border="0" hspace="10" vspace="10" /><a shape="rect">Empowerment is Bunk</a></strong></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><a shape="rect">Dana Theus</a>, <a style="color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4QifmXdSt3BcNjn5QGcNR-ftkDsrRBD85qnGo2aq_xb9rgOQGE-MYCcV8m8QbbfX3X_u8ZAzPC2FEEb7kKxmmQc2Lqra9RTHjjsRfX13rZfSCRqbkHBLROV9-aOLkrfGWGw=" shape="rect" target="_blank">InPower Consulting</a></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;">How many years of Women&#8217;s Empowerment and Employee Empowerment have we lived through? How many of us have opted out in the brain drain, tired of waiting to be really empowered and seeking something more &#8211; autonomous?</span></p>
<p style="margin-top: 0px; margin-bottom: 0px;"><span style="font-size: 10pt;"> </span></p>
<p style="margin-top: 0px; margin-bottom: 0px;">This question captivated me when I started InPower Consulting last year. In my experience and the experience of the powerful leaders I know and work with, success is not derived from the external power we&#8217;re given, but from the power we bring out of ourselves to amplify it into real world results.</p>
<p style="margin-top: 0px; margin-bottom: 0px;">Imagine my excitement when I found this video by Daniel Pink, author of <a style="color: #001a81; text-decoration: underline;" href="http://r20.rs6.net/tn.jsp?e=001ikzT0e8x4Qj_-fim75OQVVGFxlyJWy-VHRiAa8A6u966fgVHgG0NTMoja8UlobnJT3oYN1nL4NRBr0rUo5OZXF_IvYzdJHKX5JKxJYaDoeVRu_LTqx6w0T1w7yhnEAkEVwHqXRcXsF1qWucTi9WzIaYIP-v53886" shape="rect" target="_blank">Drive</a> (and other amazing books that will blow your mind if you haven&#8217;t read them), distinguishing empowerment from autonomy.</p>
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<p style="margin: 0in 0in 0pt;"><span style="font-family: 'Arial','sans-serif'; color: black; font-size: 10pt;"><em>TBD Consulting has a 20-year, proven track record for ensuring employee performance improvement which translates to exemplary customer service and state of the art patient care. Whether you need help developing an in-house training organization, documenting your processes, workflows or EMR/EHR/ERP systems, or simply need &#8220;extra hands&#8221; to meet your deadlines or ROI goals, please contact Jonena. She and her qualified staff are here to assist you with your organizational development, coaching and training initiatives. </em></span></p>
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