Podcast

Healthcare Series: A Culture Philosophy in 5 S’s | Bernie McGuinness

This episode of Gut+Science Healthcare is a throwback to a guest Bernie McGuinness, Chief Executive Officer at Majestic Care. The business specializes in community-based skilled nursing throughout Indiana, including short-term rehabilitation, long-term care, and memory care. With more than 20 years of experience in senior healthcare management, Bernie understands the inherent stresses of the modern-day healthcare professional.

You’ll hear Bernie share how he fosters a “culture first, people first” organization and his desire to develop emotional ownership for his care team members. He also breaks down his “Five S’s” strategy; a system that empowers people to take big ideas and turn them into daily strategies for sustainable and prolonged growth.


Truth You Can Act On – The 5 S’s

1. Shine
First impressions make incredible impacts. Continued impressions create expectations. What does your physical work environment say about your culture? Set a high priority on fostering a clean and inspiring environment to demonstrate the value of your employees.

2. Smile 
Turnover is high in many industries, including healthcare. Don’t overlook or undervalue the basic need of all employees: to feel welcomed and appreciated. A warm greeting manifests a winning culture of people-first.

3. Start Strong 
Start each and every day out strongly. Promote the importance of employees arriving and starting their tasks on time. Start every meeting exactly when scheduled. These daily acknowledgments of respect fuel a culture of success.

4. Swagger
A confident employee shouldn’t be a random anomaly. Confidence stems from a deep understanding of not only internal products but also dynamics within your industry. Strive for swagger by providing your employees with tools to be informed and engaged.

5. Show Off
It’s easier for management to take pride in what they do, as they tend to see the bigger picture of how all of the moving parts come together. Foster this sense of pride and ownership within your workforce by promoting employees at all levels to share their success stories.

Sponsor

  • Wambi.org – Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

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Monday Fire: Where are you settling?

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

What areas of your life are you settling for being mediocre? 

Subscribe to get your Monday Fired up.

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103: Create Brand Ambassadors from Within | Jennefer Pursifull

Jennefer Pursifull is the VP of Marketing and Sales at Medxcel, where she believes in the importance of collaboration. At Medxcel, Marketing and HR join forces to increase overall engagement of both clients and employees. She knows when you have employees who are proud of the company, telling their stories is the best way to spread a company’s brand. In this episode, you’ll learn how she builds brand ambassadors by equipping people to tell their stories .

Truth You Can Act On

1. Align Marketing and HR
Supporting Quote 
Jennefer Pursifull: “We have a research side of our marketing group, and they really do the customer relationship survey. They oversee our service, transactional surveys on customer satisfaction, and then they do this piece of associate engagement research. And in the last year we have developed an associate index that we combined with our relationship and service, transactional service strategy to create a health index for our remote sites. Our associates do their job out in hospitals and healthcare locations, and so they’re dispersed across the country. And one of the things that our HR team really struggled with was understanding the environment within each one of those sites. We now have this index, and we come together with HR, and we look at the index, how the site is doing. We look at the data within that site, and then HR really focuses on kind of the HR basics–the training and leadership development skills, understanding what needs to be supported from technical education and leadership education–and our team looks at what are those drivers of engagement and how do we support the connections between the leaders? And what’s around the pieces that will make the greatest impact on how our associates build pride and build their confidence and their support of the organization?”

2. Do Research First
Supporting Quote 
Jennefer Pursifull: “I think anytime you start something new, you really need to start with the data. And that’s what we did. We started with the research on our customer side, then we added the research on understanding our associates engagement level, and then we use the analytics it takes to bring those two together. So start with the data. Once you have the data that will guide you, watch what your next steps are. Where do you need to focus to build your associate engagement levels? And that’s just working on the assumption that the associates engagement level, as it goes up, move towards a brand ambassador position. And we have absolutely seen that result once that associate engagement level is high and your associates are just naturally telling the story of your organization and how they fit and work within this organization.”

3. Equip Employees to Be Brand Ambassadors 
Supporting Quote 
Jennefer Pursifull: “There are a lot of internal ways that we tell those stories, and as you tell them, you actually encourage people to share their stories. But then our brand team very much uses these stories externally, and we use them in social media. We use them in identifying sometimes a story that will turn into an actual case study in one of our accounts where we can focus on a successful service delivery partnership with a customer. We use it on our website, and we use it when we’re out speaking and those opportunities really to share the stories that our associates have shared with us.”

Book Recommendations

Sponsor

  • The Zone – The Zone is the space where happiness and high performance coexist. We believe in making organizations more human and for this to happen we should not have to trade one for the other. We’re offering 10 free coaching sessions to Gut+Science listeners. Visit https://thezone.co/gutscience/coaching to get started.

 

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Monday Fire: Get Really Clear

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

What area of your life do you want to get clear?

Subscribe to get your Monday Fired up.

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Healthcare Series: Having an Others-First Mindset | Brad Tieszen

Brad Tieszen is the Vice President of Operations at Parkview Health where he runs several specialty clinics. As a part of his daily routine, he’s intentional about being visible by ’s intentional about being visible by taking time to complete patient rounds and participate in huddles with his team. He’s fervant about recognizing excellence whenever he sees it, knowing it is key to unlocking engagement. 

In this episode, you’ll hear Brad share his passion for being actively engaged and living in the moment. 

Connect with Brad on LinkedIn: https://www.linkedin.com/in/bradleytieszen/

Truth You Can Act On

1. Operate in the Moment
Supporting Quotes:

Brad Tieszen: “I have to be in the moment, and I have to be engaged with the tone of my voice, with the look in my eyes, and the language that I choose to use to inspire our people. And in return, they inspire me.”

Brad Tieszen: “All of our bandwidths are different, but that is where the intentionality comes in, that deliberate in the moment, onstage presence that I go back to. You just can’t take that time off.You can’t take a day off, a moment off, because that may be the moment of getting somebody from a six to a seven, or a seven to an eight. That moment of getting somebody from engaged to actively engaged.”

2. Recognize Excellence
Supporting Quotes:

Brad Tieszen: “I feel that all human beings from time-to-time appreciate being seen, and it motivates you to keep doing it. It reinforces those positive behaviors, and those recognitions of excellence, they can be around innovation, service excellence, special care. It can be as simple as just saying, ‘Hey, thank you.’ It can be, ‘Hey, welcome to the Parkview family. It’s your first day. It can be wild.’ ‘That was world-class teamwork.’ And it goes to their leader and that leader can do a bunch of stuff with it.”

3. Ask How People are Doing
Supporting Quote:
Brad Tieszen: “I will do one thing all the time where I say, ‘Hey, on a scale of one to 10, you know, 10 being the very best one being the rock bottom worst. Where are you personally and professionally?’ And I can get tens. I’ve gotten ones before. I can get some eights, but what I always do with that is I say, ‘Hey, you’re at an eight, how, how can I help get you to a nine?’ And to hear somebody say, ‘Well, you just did. Just by asking about how I am just got me to a nine.’”

4. Be Visible
Supporting Quote:
Brad Tieszen: “My challenge to myself every day, and therefore to the others, is to get out there and be visible. Get out there with your teams and with your people and be visible, whether it is leader rounds or being visible through the virtual platforms we’re on, you know, through a video message. Even though at times we can’t be as physically visible as we like, be creative and take advantage of the virtual platform and send a video message. Do everything you can in your leadership role, regardless of your leadership title, to say, ‘Who can I recognize today?’”

Book Recommendations

Sponsor

  • Wambi.org – Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

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Monday Fire: Focus on Strengths

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

How can you operate in your strengths? 

Subscribe to get your Monday Fired up.

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102: Collaborative Learning in the Now Normal | Monica Lloyd

Monica Lloyd, a PreSales Manager at Ascentis, has always been an advocate for education and collaborative learning. In the midst of COVID-19, learning is a continued topic, and she is helping other organizations apply the concept virtually.

In this episode, Monica explains how much more employees retain when they have a rounded learning experience. You’ll hear how collaborative learning requires ownership, action, and teaching others in order to be truly effective.

Connect with Monica via LinkedIn or via email at Monica.Lloyd@ascentis.com.

Truth You Can Act On

1. Master your facilitation skills.
Supporting Quotes:
Monica Lloyd: “We put together a different training. One of the things we started doing is we do mentorships, and we also do very real world examples where we sit them down and say, ‘Hey, you were hired. You have previous sales experience. Tell me what you have done in this situation.’ And then we have people share. We used to do it in a classroom environment where we could do that sharing, and the way we’ve adapted it in the last three months is on a Zoom meeting. And it’s interesting because you have to call people outright. ‘Hey, Bob, like tell me about your experiences.’ And with those shared experiences we’ll also start shaping the training and changing the training. Every time I give the training, it’s different every single time, and a lot of it has to do with things that we learn from the participants along the way.”

2. Inspire your leaders to serve as teachers to their peers.
Supporting Quotes:
Monica Lloyd: “Active learning can be peer to peer. It can be watching a best practice video and finding a challenge and getting maybe even a group together on a Zoom meeting and figuring out how to solve that challenge in today’s workplace.”

Monica Lloyd: “A lot of times we’re used to top down, saying ‘This is what I think it should be. I’m going to tell you what it is,’ and in collaborative learning, you’re really stepping out of it. If we go back to the wizard of Oz, you’re playing Glinda, right? Glinda at the very beginning could have told Dorothy the answer was click your heels together and go, but she wouldn’t have learned anything.”

3. Collaborative is a constant initiative.
Supporting Quote:
Monica Lloyd: “You can’t do collaborative learning in a vacuum. It has to be constant. So every month you’re revisiting it. ‘Is this still relevant? Do we need to change something?’ And especially now, and everyone uses the word “new normal”, and I’m actually changing that. I’m going to start a trend of calling it the “now normal”, because it’s normal today, but it doesn’t mean that it’s going to be normal tomorrow. So those training materials are going to change and evolve, and you need the people that are in it, that are experiencing it to give you the changes.”

Book Recommendation

  • The Four Agreements by Miguel Ruíz
  • Extreme Ownership by Jocko Willink

Sponsor

  • Ascentis – Ascentis is a SaaS-based Human Capital Management software that offers easy-to-use HCM, HRIS, online payroll, talent management, recruiting, and timekeeping solutions. Request a complimentary review of your processes and policies at https://www.ascentis.com/gutscience

 

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Monday Fire: Healthy Workday Habits

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

What are your healthy workday habits?

Subscribe to get your Monday Fired up.

 

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Healthcare Series: Cross-Sectional Leadership Impact | Dan Woloszyn

Dan Woloszyn has been in executive hospital leadership for 23 years, including nine years in his current role as the CEO of Rehab Hospital of Indiana (RHI). He has a unique management approach, combining servant leadership with understanding the neuropsychology of corporate hospital systems. Not only does he believe in looking at this neuropsychology from a clinical perspective, but through an administrative lens as well.

In today’s episode, you will hear how he incorporates these two philosophies into his everyday life, along with tangible examples of how to apply cross-sectional leadership to your own work.

Truth You Can Act On

1. Reach out, communicate, and serve others.
Supporting Quotes:
Dan Woloszyn: “You don’t have to be expert in everything, but there is one thing that I really believe one has to be expert in, certainly from a leadership standpoint, is to reach out and know others, and to serve others . You have to have an expertise with that to kind of drive a reduction of silos and an elimination of silos. And that can be done through one’s own expertise or actively seeking other’s expertise.”

Dan Wolosyzn: “I think each person and each leader truly has to believe it’s a privilege to serve others unconditionally. There’s a professional and humanistic component to that. My true belief is you have to love something about the people you lead to be truly elite effectively. If you don’t love something about the people you lead, you probably are not in the right place, and you’re probably not in the right place to be a leader.”

2. Trust and transparency are the foundations of cross sectional leadership.
Supporting Quote:
Dan Woloszyn: “Being transparent about self, and certainly being honest, is extremely important. It’s being honest about one’s approach and any errors that might be committed and examples of approaches to correct the errors and how to grow with that. My belief is you have to think out loud and you have to be able to help others to get a sense of your own thought process as a leader and how you came to certain conclusions. I know sometimes that’s difficult for people to do, but it’s extremely beneficial where it helps in a sense to become kind of an external organizer for others, where you move from a point of, of brainstorming out loud a problem you might be faced with, verbalizing struggles, and even kind of working through some of those tactics out loud so others can benefit from a variety of things. I think what it does is it certainly lends to a relationship building and credibility and honesty and transparency.”

3. Model the behavior you are looking for in your culture.
Supporting Quote:
Dan Woloszyn: “First and foremost, it has to start with me. Laying the foundation has to be about modeling and certainly me believing in and what truly is important for our organization. There’s always an expectation to look at the glass half full and everything that we do in a respectful way while modeling that and handing off to others who also will hand off to others, and that kind of permeates throughout the system.”

4. Make it a habit to regularly invite your leaders for collaboration and relationship building.
Supporting Quote:
Dan Woloszyn: ”I think there’s a conscious effort to tie others, to create alliances, not only within the organization, but outside the organization, within our community and really address this kind of holistically. Concretely, we do this a lot. I invite staff and leaders, online staff leaders, all different, team members, to our department meetings. I invite them to board meetings. I have them look at operational pathways they’ve generated and share their stories, because without that you truly understand the nature of what everybody’s doing amongst the organization.”

Book Recommendation

  • Dare to Lead by Brené Brown

Sponsor

Wambi.org – Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way.

Subscribe to Gut+Science



Monday Fire: Iron Sharpens Iron

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!
Our question for you today:
Who are you intentionally surrounding yourself with to help you grow?
Subscribe to get your Monday Fired up.

Subscribe to Gut+Science