Archive for March, 2012

Pro’s and Con’s of Part Time Employees

March 30, 2012

Having employees that work for you to assist you in growing your business, assisting you clients and getting more done in less time has a price attached.  Since launching my business June 2004, I have always hired part time employees for a number of reasons, which is probably a whole post in itself that I will leave for another day.

In reflecting on some changes I want to make in my business, I made a list of Pro’s and Con’s of having Part Time Employees to help me determine what is working and not working for me.  The list is below, feel free to add to it and put the list in whichever column you feel it belongs in:

  • Part Time Employees are typically not eligible for Benefits (Health Insurance, Paid Time Off, etc).  This is a savings the company gets and in turn can spend on more marketing and branding to get their name out there more and to also provide employee training to give them skills needed for further projects and development.
  • Part Time Employees are typically not guaranteed a certain amount of hours, therefore you are not loosing income by paying someone to sit on the clock when there is not work to produce.  This many times can make or break a company who is a small business that is trying to grow and be able to manage more work while having to pay employees when there is none.  However, when there is work, there usually is a lot of it that must be done under time constraints and deadlines which allow the employee to maximize their income.
  • Part Time Employees are not paid when they are sick and/or can’t work, therefore this encourages employees to truly rest up when they are because we don’t want them around us when they are carrying germs. It also does not make them feel obligated to take time off for illness.
  • Part Time Employees need to have the commitment to the job the way a Full Time Employee does even if there is little invested interest in the work since the projects may come and go along with deadlines.
  • Part Time Employees need to be flexible and available for work when it is offered, just as they state they are in an interview and be available on short notice (24 to 48-hour notice is my definition of a short notice).  When they are not, they will not be the number one person reached out to on projects and will not be given more hours if they are constantly not available.
  • Part Time Employees need to have the ability to be punctual even if their schedule is flexible and understand why this is so important.  This ensures no matter when your shift is you will follow through on your commitment because it matters to your boss and shows you understand that teamwork is important and they are counting on you.
  • Part Time Employees are not apart of your work on a daily basis so they don’t see the big picture or the tiny details the way you do, you must remember this.
  • Part Time Employees tend to check out when not working a regular shift, so as a leader you must continue to help them keep their focus.
  • Part Time Employees need to realize that their Part Time position could easily develop into a full time option if they show themselves dedicated in the small tasks and hours they have been provided they will be given more and be the first person called on the next project.
  • Part Time Employees need to realize that being Part Time is a benefit in and of itself, even if you aren’t paid for it, it has a compensation attached to it, that compensation is Flexibility.
  • Part Time Employees need to realize that their job is just as important as a Full Time Employee’s and to have a work ethic of the same level.  Part Time does not mean that you get to work in a lazy manner or in a haphazard manner.
  • A Part Time Employee doesn’t mean you are less important, it just means you don’t put in the same quantity of hours.  Your dedication, accuracy, efficiency, attitude, and doing work that matters all need to be just as prevalent as a Full Time Employees.

Do you hire Part Time or Full Time Employees? What to you are the benefits of both?  Do you have recommendations to other companies on which is best?  Share your thoughts below!



March 29, 2012

Leadership is doing what is right when no one is watching. – George Van Valkenberg

Hiding from Complaints?

March 28, 2012

How do you handle complaints about the services your company provides?  How do you respond to the negative feedback?  How do you handle the criticizing remarks that are given?

It is something you should consider, if you haven’t.  How you respond to those things tells a lot more about your company then you might think.  Not everyone is going to appreciate your efforts at every moment of your service to them, but how you respond will either make peace to the issue, win them back, or contribute to a further separation of ways.  You may not always choose the right option, you may be caught off-guard, you may take it personal and let it negatively affect you.  However, how you respond is critical to moving forward in business.  Learn from each thing that happens and try to better yourself.

I personally know some companies that do everything to dispel the negative comments about their service…especially when it is posted online.  They delete them.  If you knew that they did this, what would you think of them, of their company, of their integrity?  I will tell you what I think, it makes me think less of them.  It makes me feel they are being dishonest about their business if they are hiding the complaints, the negative comments, the disgruntled customers, the issues.  Why would you ask?  Because negative feedback is part of life.  Issues come up.  Things get done against protocols.  Situations have to be worked out.  Mistakes are made.  Problems have to be resolved.  We are human and we make mistakes.  There is no personal relationship that is perfect, that always runs smoothly, that is always positive…neither will be your experiences in business.  That doesn’t mean the negative comments are valid or that they are easy to accept.  It means that you must face the music and deal with the situation.  If someone has left you some negative feedback, by you being open, honest in your response, kind back no matter the comment given, even if you do not believe the feedback is legit or there is more to the story, you will win more customers than just the one letting you have it.  Even if you don’t win any customers, your integrity will show through on how you handle the deal.  You show that you are open to being informed on what they experienced and that you will listen.  Isn’t that pretty important?

For the record: The only time I believe it would be appropriate to delete a negative post is when someone uses profanity.  There are enough words in the English Language to use to describe your frustration and feelings without having to use words that simply are full of dirt and anger.  You can communicate how you feel with integrity and sincerity without those terms.  If there is another valid reason…it is escaping me.  I want honesty and commitment to my clients, even if something went sour to be displayed in every aspect of business.

What tips do you have in handling complaints?  Share with us!


March 27, 2012

The challenge of leadership is to be strong but not rude. Be kind but not weak. Be bold but not a bully. Be thoughtful but not lazy. Be humble but not timid. Be proud but not arrogant. Have humor but without folly.

– Jim Rohn

How to create a dedicated link for Business Facebook Pages

March 26, 2012

Did you know you can get rid of the numbers at the end of your FB Page if you have over 25 followers? So many times, I see Business Facebook pages that do not have a dedicated link.  What do I mean by that?  A link without a code or other letters that do not support your business name.  So instead of http://www.facebook/yourbusines/130498703278427 it can be just  Much easier for telling people your FB page!  It is easy to get one and I want to share for my Entrepreneur friends who have business pages how:

  • Step 1: Go to your business page and on the top right side hit EDIT PAGE
  • Step 2: Click on resources
  • Step 3: Click on Select Username
  • Step 4: Follow directions and enter a name (your business name is what I recommend).  BEWARE:  This can’t be changed once done as it is permanent. Whatever you enter here, only what shows up after the—-.

Go brand yourself!  What other Facebook Tips do you have for your Entrepreneur friends?

Managers vs Leaders

March 26, 2012

Leading vs. Managing 

Are you a manager or a leader? Although you may hear these two terms thrown out interchangeably, they are in fact two very different animals complete with different personalities and world views. By learning whether you are more of a leader or more of a manager, you will gain the insight and self-confidence that comes with knowing more about yourself. The result is greater impact and effectiveness when dealing with others and running your business.

We are going to take a look at the different personality styles of managers versus leaders, the attitudes each have toward goals, their basic conceptions of what work entails, their relationships with others, and their sense of self (or self-identity) and how it develops. Last of all, we will examine leadership development and discover what criteria is necessary for leaders to reach their full potential.

First of all, let’s take a look at the difference in personality styles between a manager and a leader.

Managers – emphasize rationality and control, are problem-solvers (focusing on goals, resources, organization structures, or people), often ask question, “What problems have to be solved, and what are the best ways to achieve results so that people will continue to contribute to this organization?”, are persistent, tough-minded, hard-working, intelligent, analytical, tolerant, and have goodwill toward others.

Leaders – are perceived as brilliant, but sometimes lonely, achieve control of themselves before they try to control others, can visualize a purpose and generate value in work, and are imaginative, passionate, non-conforming risk-takers.

Managers and leaders have very different attitudes toward goals.

Managers – adopt impersonal, almost passive, attitudes toward goals, decide upon goals based on necessity instead of desire and are therefore deeply tied to their organization’s culture, and tend to be reactive since they focus on current information.

Leaders – tend to be active since they envision and promote their ideas instead of reacting to current situations, shape ideas instead of responding to them, have a personal orientation toward goals, and provide a vision that alters the way people think about what is desirable, possible, and necessary.

Now let’s look at managers’ and leaders’ conceptions of work.

Managers – view work as an enabling process, establish strategies and makes decisions by combining people and ideas, continually coordinate and balance opposing views, are good at reaching compromises and mediating conflicts between opposing values and perspectives, act to limit choice, and tolerate practical, mundane work because of a strong survival instinct which makes them risk-averse.

Leaders – develop new approaches to long-standing problems and open issues to new options, first use their vision to excite people and only then develop choices which give those images substance, focus people on shared ideals and raise their expectations, and work from high-risk positions because of strong dislike of mundane work.

Managers and leaders have very different relations with others.

Managers – prefer working with others, report that solitary activity makes them anxious, are collaborative, maintain a low level of emotional involvement in relationships, attempt to reconcile differences, seek compromises, and establish a balance of power, relate to people according to the role they play in a sequence of events or in a decision-making process, focus on how things get done, maintain controlled, rational, and equitable structures, and may be viewed by others as inscrutable, detached, and manipulative.

Leaders – maintain inner perceptiveness that they can use in their relationships with others, relate to people in intuitive, empathetic way, focus on what events and decisions mean to participants, attract strong feelings of identity and difference or of love and hate, and create systems where human relations may be turbulent, intense, and at times even disorganized.

The Self-Identity of managers versus leaders is strongly influenced by their past.

Managers – report that their adjustments to life have been straightforward and that their lives have been more or less peaceful since birth, have a sense of self as a guide to conduct and attitude which is derived from a feeling of being at home and in harmony with their environment, see themselves as conservators and regulators of an existing order of affairs with which they personally identify and from which they gain rewards, report that their role harmonizes with their ideals of responsibility and duty, perpetuate and strengthen existing institutions, and display a life development process which focuses on socialization. This socialization process prepares them to guide institutions and maintain the existing balance of social relations.

Leaders – reportedly have not had an easy time of it, their lives are marked by a continual struggle to find some sense of order, do not take things for granted and are not satisfied with the status quo, report that their sense of self is derived from a feeling of profound separateness, may work in organizations, but they never belong to them, report that their sense of self is independent of work roles, memberships, or other social indicators of social identity, seek opportunities for change (i.e. technological, political, or ideological), support change, find their purpose is to profoundly alter human,

economic, and political relationships, and display a life development process which focuses on personal mastery. This process compels them to struggle for psychological and social change.

Development of Leadership

As you can see, managers and leaders are very different animals. It is important to remember that there are definite strengths and weaknesses in both types of individuals. Managers are very good at maintaining the status quo and adding stability and order to our culture. However, they may not be as good at instigating change and envisioning the future. On the other hand, leaders are very good at stirring people’s emotions, raising their expectations, and taking them in new directions (both good and bad). However, like artists and other gifted people, leaders often suffer from neuroses and have a tendency toward self-absorption and preoccupation.

If you are planning on owning your own business, you must develop management skills, whether they come naturally or not. However, what do you do if you believe you are, in fact, a leader – a diamond in the rough? What can you do to develop as a leader? Throughout history, it has been shown again and again that leaders have needed strong one-on-one relationships with teachers whose strengths lie in cultivating talent in order to reach their full potential. If you think you are a leader at heart, find a teacher that you admire – someone who you can connect with and who can help you develop your natural talents and interests. Whether you reach glory status or not, you will grow in ways you never even imagined. Isn’t that what life is about anyway?

reflections: Inspiration with Jenn Lim

March 23, 2012

As most of you know, I attended The EntreLeadership Master Series event November 2009, in Cancun, Mexico.  It was a highlight of my life and I reflect on it frequently.  I follow a blog of one of the VP’s of Dave Ramsey’s Team, Chris Locurto.  They started EntreLeadership Podcasts August 2011.  As I listen to them, I take notes….just like I do when I read books or listen to audio books, I take notes.  I want to focus on the things that hit me when I listen or read them and make them impact my life.  I listened to the most recent podcast by The EntreLeadership Podcast titled: Inspiration with Jenn Lim (you can get your own copy of the EntreLeadership Podcasts on iTunes – which I highly recommend you do!).  I decided that I will start sharing my notes and thoughts with you.  So let’s begin with my nuggets:

  • Dave Ramsey & Chris LoCurto: Your Team will do what you do!  If you are not inspired, neither will they be.  Inspiration touches the emotions and causes action.  Communicate the Vision.  Be predictable.  Have organizational culture.  Have passion.  Your example is what they will follow.  Remind them and tell the Story.  Your job is to inspire your team.  Find people doing something right.  Share what they have done with others…in front of their team.
  • Jenn Lim:  What does Culture mean to you?  A company culture develops over time.  The earlier you start with your core values the better.  You need people who share the same business and personal values that you have.  Be true to who you are.  Have authenticity and vision.  Stand out in the Noise.  Why are you having a higher purpose?  It is easy to let the concepts of loyalty, passion and purpose slide and just focus on the bottom line.  When you make this your focus it will guide you and lead you.  Have a sense of progress, continue to learn and grow.  Happiness affects everything in your life.  What makes you happy?  If you treat other people right, they will treat your customers right, and they will treat you right.  When I made mistakes, that has only made me better.  Ask yourself are you looking forward to your day…if not, something is wrong.  Loose the fear of failure.

[P.S. If you listen to the Podcast, you can find out a way to receive your own copy of The Culture Book by Zappos.  A video is here.]


March 22, 2012

If leaders are careless about basic things – telling the truth, respecting moral codes, proper professional conduct – who can believe them on other issues?

– James L Hayes

5010 Tip #5

March 21, 2012

You went to an EMR/EHR in preparation for the regulation changes in the Healthcare Industry for 2014 and to avoid a deduction in Medicare Claims Payment.  That was a huge financial cost to your practice and the last thing you anticipated was having a cash flow crisis to the industry electronic claim file changes that CMS ruled would take place January 1st, 2012.  I know.  Remember, like you, I am experiencing the 5010 fiasco I blogged about here with my clients, so I totally relate to your pain.  However, I hope by now you are making great strides in the conversion.  If not, I am sorry.  I wish I could fix it with a magic wand, however, I can’t.  I can provide you a few pieces of information that might help you get some cash flow turnaround quickly and will be posting a few tips on Version 5010 that will provide you some resources to help you make headway through to get some answers to your problems.

The deadline was set for enforcement of Version 5010 on March, 31, 2012…however last week CMS released an update that this has been extended to June 30, 2012.  However, we recommend that if you have not begun to convert to the Version 5010 format, you should start today and be finalizing your upgrade this week because there is no reason to put it off.  Once you have finished your upgrade to Version 5010, you’ll need to ensure your system continues to run properly. Providers should look for the following indicators to make sure there are no problems with their system upgrade:

An Increase in Rejections or Denials of Claims 
An increase in rejections or denials of claims may be an indication that there is not sufficient or correct data provided to meet Version 5010 standards. Partners, such as payers, also have a part in correcting this issue, since forwarding, converting, or formatting data can result in rejections or denials. Monitor your claims closely to determine the reasons for rejection or denial of claims and coordinate with payers to ensure that data is properly processed to avoid claim delays.

Issues with Non-Electronic Funds Transfer (non-EFT) Payments 
Version 5010 includes changes to claims formatting, including a full nine-digit ZIP code and inclusion of provider billing address. Submitting claims with only a five-digit zip code will result in rejection. If your practice has not submitted the correct billing or mailing address as part of your Version 5010 claim, your non-Electronic Funds Transfer (non-EFT) payments or Explanation of Benefits (EOBs) information may be mailed to the wrong physical location. Make sure to coordinate with your payers to verify how they use enrollment information and process claims data, as this will also be affected by the mailing address on file. Being diligent in tracking your claims and remittances (EOBs) will help identify and address any issues that may arise.

Formatting Discrepancies with Partners
Your trading partners should also have upgraded to Version 5010; however, your organization may interpret the new standards differently than your external partners, which can result in rejected claims. You should coordinate with your payers and/or clearinghouse to determine any gaps or discrepancies in claims submissions. You and your partners should monitor claims that are automatically transferred between payers and address new response formats or data as claims are processed.

Read the information on the Version 5010 section of the CMS website to find helpful fact sheets on the upgrade to Version 5010 and previous listserv messages discussing the Version 5010 upgrade.

Come back next week for another 5010 Tip!


March 20, 2012

Don’t take the casual approach to life. Casualness leads to casualties.

– Jim Rohn

HIPAA Security Tool Kit from NIST

March 19, 2012

The National Institute of Standards and Technology (NIST) has made available a security toolkit in an effort to help organizations better adhere to HIPAA compliance mandates.

“The NIST HIPAA Security Toolkit Application is intended to help organizations better understand the requirements of the HIPAA Security Rule, implement those requirements, and assess those implementations in their operational environment,” the NIST states.

The toolkit is designed to provide guidance for not only covered entities, but their business associates and any other entity impacted by federal HIPAA compliance requirements.

“Target users include, but are not limited to, HIPAA covered entities, business associates, and other organizations such as those providing HIPAA Security Rule implementation, assessment, and compliance services. Target user organizations can range in size from large nationwide health plans with vast information technology (IT) resources to small health care providers with limited access to IT expertise,” NIST continued.

You can download the tool kit here.

Parenting & Being a Leader

March 16, 2012

I am not a parent.  I don’t know what it is like to hear the word “Mom”.  I don’t know what it is like to be needed 24/7.  I don’t know what it is like to go from being proud of your child to being humiliated.  I haven’t faced seeing the reflections of you in them and their mannerisms, many of which will haunt you.  I haven’t experienced these things…

But.  I am starting to understand parenting more.  I am getting more of a clue about what it takes to be a leader.  What is required to achieve the results you want.  I am learning a lot about me.  You ask, How when you are not a parent?

In my profession, I am the leader, director and manager of my employees.  It is up to me to guide them and make sure the job gets done.  It is up to me to educate and provide the training on the skills to perform the tasks.  The job requires them to follow through with my instructions.  I teach my clients employees skills, provide resources, information and understanding on various subjects related to the industry and their job duties.  This is what I do, it is my job, it requires skills and challenges in many ways related to parenting.

In my quest to be a professional and excellent at what I do, I have to evaluate the steps to this process.  It is not because I am a bad leader, I just want to be better.  If my employees are not getting it, it shows in their production.  If mistakes are continued to be made after the learning period, it means concepts were not grasped.  If the job is not done on schedule, it means they may not be being disciplined to achieve the deadline.  If they promise to be available to work and then are not, it means they have put other priorities above work and their yes is not yes.  If they don’t ask questions to get clarification, they are not trying to learn.  If I see them just staring at me like a zombie, I know that they have not connected and are not engaged.  Few things are more excruciating than to be spent at trying to help people learn and them not be learning.  These types of situations bother me, deep in my soul.  I want them to get it.  I want them to not make mistakes.  I want them to be disciplined because of the results it produces.  I want to give them more work when they can prove they do the work they were given well.  I want them to ask questions because there are no dumb questions when you don’t know.  I want them to have a vision and be a team player.  

When you face these moments, if you are anything like me, you spend time reflecting on how to be better.  You question your ability.  You question your method.  You question their choices.  You evaluate their skills.  You evaluate your communication style.  You may be frustrated and unsure what to change.  Good leaders however will evaluate the processes and seek support from those who can give us guidance.  Good leaders will realize that some things don’t always work and new methods will have to be implemented.  Good leaders understand that you have to try to get into the employees mind.  Good leaders realize sometimes things take longer than you originally planned.  Good leaders know they have to be firm, fair and consistent.  Good leaders know that the team is watching you and you have to stay strong.

That said, given all the support in the world, even the best leader can’t force his/her employees or clients employees want to learn, or actually learn.  They make choices about what they will and won’t learn, what they will or won’t do off the clock (that affects their job), what they will or won’t ask, what they will or won’t absorb, what they will or won’t choose; we all do.  Many of these choices affect our performance and the outcome because of these choices.  The leader is not the one responsible for the results.  You are.

The leaders that have been a true source of strength, guidance and inspiration to me are the ones that asked the tough questions, the ones that kept my feet to the fire, the ones that encouraged me to think for myself, the ones that inspired me to be different, not follow with the mainstream just because everyone was doing it, the ones that encouraged me to take the high road no matter how I was treated, the ones that strive for excellence because it matters, the ones that weren’t afraid of confrontation because that is apart of life, the ones that know your weak points and try to help you through them, the ones that encouraged you to say No – I don’t understand or No – I can’t do that, the ones that will never lie no matter what is asked of them, the ones that respected you for who you are, the ones that welcomed discussion and push you to your limits.  These are lessons you learn from good leaders and you never know when those tips will come back to you in your role as a leader…even if you are not a parent and don’t have those hands-on parenting skills.


March 15, 2012

The more you express gratitude for what you have, the more you will have to express gratitude for.

-Zig Ziglar

5010 Tip #4

March 14, 2012

You went to an EMR/EHR in preparation for the regulation changes in the Healthcare Industry for 2014 and to avoid a deduction in Medicare Claims Payment.  That was a huge financial cost to your practice and the last thing you anticipated was having a cash flow crisis to the industry electronic claim file changes that CMS ruled would take place January 1st, 2012.  I know.  Remember, like you, I am experiencing the 5010 fiasco I blogged about here with my clients, so I totally relate to your pain.  However, I hope by now you are making great strides in the conversion.  If not, I am sorry.  I wish I could fix it with a magic wand, however, I can’t.  I can provide you a few pieces of information that might help you get some cash flow turnaround quickly and will be posting a few tips on Version 5010 that will provide you some resources to help you make headway through to get some answers to your problems.

You are having major cash flow crisis issues.  You don’t know what the freake is up with your claims.  You don’t know if your carrier is getting them because your Carrier Reports and Carrier Responses may be inconsistent, your software vendor may or may not know what is wrong or how to resolve, and you are frustrated.  Have you considered dropping your claims to paper to get them to the carriers?  Yes, that does mean that it takes longer to get paid, but right now the concern is getting paid, right?

In December 2011, before 5010 Implementation Date, I advised all my clients to stock up on 1500 Claim Forms.  One of them looked at me like I was insane and commented, “Why would we want to send paper claims?”.  I reassured the client that I would rather be prepared and have the forms that would be needed in the event that we should have to drop our claims to paper  and that the electronic submission format was the prime method we would use, but in the event we get backlogged with issues, we will need to get claims out the door so that we can get them processed, even if that adds a week to three weeks to the process, that is better than no process at all.  Were they grateful that they followed my recommendation so that we could print a mountain of paper claims the 2nd week of January?  You bet they were!

Come back next week for another 5010 Tip!


March 13, 2012

How you do anything is how you do everything.

– John Simmons

Clinical Documentation and Compliance

March 12, 2012

Documentation apart of the medical record has many aspects involved.  Whether one has an intrinsic interest in medical records or not, everyone wants to get paid and, for most physicians, that still involves a bill, usually to an insurance carrier. Unfortunately, there are documentation requirements to get paid. Merely submitting a billing code is not sufficient.

The University of North Texas has summarized the minimum required documentation pretty well here in their Clinical Documentation and Compliance Manual, however we will outline a few of the important aspects of them below.

Every Patient Encounter should include:

  • reason for the encounter and relevant history;
  • physical examination findings and prior diagnostic test results;
  • assessment, clinical impression, or diagnosis;
  • plan for care; and
  • date and legible identity of the observer.
If not documented, the rationale for ordering diagnostic and other ancillary services should be easily inferred.
Appropriate health risk factors should be identified.

The patient’s progress, response to and changes in treatment, and revision of diagnosis should be documented.

The CPT and ICD9 codes reported on the health insurance claim form or billing statement should be supported by the documentation in the medical record.

These are just a few of the very important things that must be included to maintain documentation and compliance.

You should just Quit!

March 9, 2012

Do you ever get told, “You should just quit!”

Really?  When was that an option?  Don’t get me wrong, there are times quitting is an option.  But is it always an option?

I have been in the Healthcare Industry for 16 years.  I have been through times when things have been trudging along at a nice pace, sort of like when you have your car set on cruise control and things just are chiming along nicely…and I have been through times when things are downright insane, you wonder if you have time breathe let alone eat, and you can’t see worth a flip because the work is piled up so high that all you can do is keep plugging away.  I have had one of those spells.  During it, I have been questioned why I don’t just quit.  I have been told I am crazy not to.  I have been told you can just do anything and there is no need to continue in that mess.

Let’s think about this.  What does quitting get me?  Starting over…doing what?  At the bottom and working up…to what?

The questions made me weary.  I was so tired from the grueling schedule and challenges that trying to think of why I wasn’t quitting made me even more tired.  I felt like I wasn’t being heard and listened to, let alone understood.  However, I decided I would answer the question, Why don’t I just quit?

In reflecting, it made me realize, I have answers as to why I don’t just quit:

  1. Quitting is a sure way of having No Money coming in.
  2. Quitting is a sure of leaving my clients in a lurch.
  3. Quitting is a sure way to not get any more referrals.
  4. Quitting is a sure way to not continue in following my dream.
  5. Quitting is a sure way to not know what might have been if I had just kept plugging along.
  6. Quitting is a sure way to not become better at what I do.
  7. Quitting is a sure method to avoid the pain of growth.
  8. Quitting gives an allure of peace but doesn’t mean it will produce those results.
  9. Quitting is only something discussed when things are not looking up.
  10. Quitting is always an option…but not for me.

So when you get asked, “Why don’t you just quit?”, what do you say?

May I encourage you to make a list of why you would or would not quit?  I promise you, if you do, it will answer the question.  It helps you regain your focus.  It makes it crystal clear why you are doing what you are doing.  It firms up what is important to you. It will dispel any ideas of quitting from your mind…or it will encourage you to do just that, Quit.


March 8, 2012

The quality of leadership, more than any other single factor, determines the success or failure of an organization.

– Fred Fiedler & Martin Chemers

5010 Tip #3

March 7, 2012

You went to an EMR/EHR in preparation for the regulation changes in the Healthcare Industry for 2014 and to avoid a deduction in Medicare Claims Payment.  That was a huge financial cost to your practice and the last thing you anticipated was having a cash flow crisis to the industry electronic claim file changes that CMS ruled would take place January 1st, 2012.  I know.  Remember, like you, I am experiencing the 5010 fiasco I blogged about here with my clients, so I totally relate to your pain.  However, I hope by now you are making great strides in the conversion.  If not, I am sorry.  I wish I could fix it with a magic wand, however, I can’t.  I can provide you a few pieces of information that might help you get some cash flow turnaround quickly and will be posting a few tips on Version 5010 that will provide you some resources to help you make headway through to get some answers to your problems.

Are you aware of what has changed with 5010?  Have you researched the areas that are affected with your specialty? Do you realize that if this data is not loaded correctly, your claims will not make it to your clearinghouse?  Understanding the fields and how data is reported on a HCFA1500/CMS1500 Claim Form is a critical step to making sure your data is loaded correctly.  The National Uniform Claim Committee has a document called the 1500 Claim Form Map to the Healthcare Professional 837 File.  Click the link to download the latest version.  It will help you trouble shoot your rejections when you need to know what loop and segment go where in your database!

Come back next week for another 5010 Tip!


March 6, 2012

Never ignore wise counsel, but if the criticism is born from envy, jealousy or hurt, that’s not wise counsel.

– Jon Acuff

my client says: “I am Snow White”

March 5, 2012

The other day I made a call to a client to check in, say hi and let them know to be expecting an envelope in the mail from me.  I let him/her know that he/she probably was going to wonder why  I had “resent” paperwork that I previously had sent him/her and I wanted him/her to know it was updated, new copies, to get rid of the old unless he/she wanted to keep both.  Why?  Because this is what I did:

I provide Medical Billing, Consulting, Training and Accounting Services to my clients.  This client was very late at getting me their data for the 1099s for their Independent Contractors as the information was never loaded in Quickbooks when I obtained their account.  I have provided this client with items that need to be completed, but it still hasn’t been done, so I had to rely on them for data because mine was “missing” .  In my rush to meet the IRS Deadlines for 1099 Forms and filing their 1096 Form, guess what I did?  I forgot to create my own 1099 for providing services to them.  Yup.  So I did all that timely for what???  Just to have to redo it.

My client laughed and laughed and laughed at me and said, Misty, do you remember the scene of Snow White and the Seven Dwarfs where all the Dwarfs are counting themselves and they keep getting six and don’t understand when Snow White comes in and she counts seven and they think she is marvelous?  You are Snow White!

All I can say is at least my client has humor.  At least they didn’t chew me a good one.  At least they understood what I was trying to accomplish.  And at least it was mine and not someone else’s!

Can you laugh at yourself?  Can you admit your mistakes?  Share a funny client experience with me or another comment!  We love hearing from our followers.


March 3, 2012

If you find a server with the heart of a servant, we all win.

– Chris LoCurto

Why it pays to say Thank You!

March 2, 2012

What does Thank You mean to you?

Thank You = expressing one’s gratitude or thanks; a grateful feeling or acknowledgment of a benefit, favor, or the like, expressed by words (or otherwise)

Do you make it a habit to Thank people for what they do for you?  Do you know that when you make small habits they become a consistent pattern?  Do you Thank people, even in business?  Are you aware of the impact it will make?

I have always sent Thank You notes to my clients for little things, and they typically are shocked that I would take the time to do so.  They send me a response like, “Wow Misty, you amaze me!” or “You truly didn’t have to do that, but it was very kind of you.” or “The time you took to send me that note made my day!”  of “I should be the one thanking you.”  Glenn Shepard in the weekly issue this week with Work Is Not For Sissies wrote a great post about Thank You Notes which I would love for you to read here.

When you actually stop and take the time to spend a few moments reflecting on gratitude and letting someone else know how it impacted you or what your appreciative of, you will come away:

  1. With a heart soaring in appreciation
  2. Not focused on the problems and issues in your life
  3. Renewed in your spirit to be kind
  4. Thankful for the part that person has in your life
  5. With a keen acknowledgement that the small things truly do matter
  6. More grateful than you were when you started this moment of reflection
  7. Purposed in your heart to be on the lookout to Thank someone else as you go about your day

What does an Attitude of Gratitude do for you?  May I encourage you to be grateful…in everything!


March 1, 2012

“The secret of business, especially these days, is to focus relentlessly on your unfair advantage – the thing you do that others don’t.”

– John Rollwagen, executive