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Brandon Esse, Meal POPs

November 22, 2021 by John Ray

Meal POPs
Nashville Business Radio
Brandon Esse, Meal POPs
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Meal POPs

Brandon Esse, Meal POPs (Nashville Business Radio, Episode 38)

Brandon Esse, Founder and CEO of Meal POPs, shared with host John Ray how he created a business to support local restaurants, bringing them new customers at a low cost. The app also gives patrons a convenient way to save money at their favorite restaurants. Brandon discussed how and why he founded Meal POPs, how the program works, the benefits for restaurants, how the company gives back, and much more. Nashville Business Radio is produced virtually from the Nashville studio of Business RadioX®.

Meal POPs

Meal POPs is a technology company that incentivizes people to enjoy their favorite restaurant meals more frequently, by allowing restaurants to offer standardized monthly cash voucher promotions via the Meal POPs platform.

They’re proud participants in the Bunker Labs We Work, Veterans in Residence national incubator and participants in Google for Startups.

Meal POPs started as a simple way for former at-risk youth in the local community to raise money for advanced educational opportunities, including trade school and community college. At the end of 2018 they supported educational expenses for 2 students, and in 2019, while serving as the Official Fundraising Sponsor for the Music City Icons Professional Basketball team, they were able to send student-athletes to one of Nashville’s best basketball camps for the Summer. Their initial success was in large part due to support from premier restaurant brands both locally and nationally, resulting in partnerships with large membership organizations and trade associations, across the country.

At Meal POPs, their goal is to bring people together more often, allowing them to enjoy the restaurants and dishes they love more frequently, by offering sustainable incentives that reduce their average per meal spend, which in turn creates the financial opportunity to dine out more.

Want to learn how your business can benefit from the app? They allow businesses to offer employees a high-value monthly food benefit for an exceptionally low cost. Bring your teams together, and make regular, quality meals, accessible to all employees.

To receive your Restaurant Meal Cash (or Cash Pass), sign up today!

Restaurants as a First Thought 

Created with the modern restaurateur in mind, the app aims to provide restaurant partners with:

1. New customers

2. Loyal Customers

3. Profitable transactions

4. Ownership of the customer experience

Company Website | LinkedIn | Facebook | Twitter | Instagram

Brandon Esse, CEO, Meal POPs

Brandon Esse, CEO, Meal POPs

On a daily basis, Brandon Esse wakes up with the sole focus of connecting meaningful, loyal, and profitable customers, to the best restaurants throughout the country.

After several years of working in sales, IT, and with Groupon, Brandon moved to Nashville. After encountering youth trying to raise money and was inspired to create the Nashville Bar Pass. The Nashville BarPass started as a simple way for former at-risk youth in the local community, to raise money for advanced educational opportunities.

He founded Meal POPs in January 2020.

He has a degree from West Virginia University in Communications and lives in Nashville.

LinkedIn

Questions and Topics Discussed in this Episode

  • Tell us about Meal POPs
  • How can you help small businesses/local restaurants?
  • The meal program for universities and students
  • What restaurants use the app?
  • Expanding markets
  • For our listeners, what’s the best way for them to get involved with Meal POPs?

 

Nashville Business Radio is hosted by John Ray and produced virtually from the Nashville studio of Business RadioX®.  You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

Tagged With: at-risk youth, Brandon Esse, dining app, downtown Nashville, Meal POPs, Nashville Bar Pass, Nashville Business Radio, Nashville Restaurants, restaurants, technology for restaurants

Jeff Gartland, Relatient

November 22, 2021 by John Ray

North Fulton Business Radio
North Fulton Business Radio
Jeff Gartland, Relatient
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Relatient

Jeff Gartland, Relatient (North Fulton Business Radio, Episode 411)

Relieving the pain point of patient engagement with their healthcare provider is the focus for Relatient, especially with their recent merger with Radix Health. In this conversation with host John Ray, CEO Jeff Gartland shared how Relatient serves both patient and provider with a solution that involves scheduling, engagement, automation, and the multiple processes that go into successfully managing patient communication. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Relatient

Relatient is passionate about assisting healthcare organizations with patient-centered engagement. By helping organizations automate patient-centered outreach and messaging, we help practices, hospitals and health systems facilitate more compliant, and ultimately healthier, patient populations.

The old methods of patient engagement are well-intentioned but ineffective because they overlook a key element: the patient. It’s not enough to push patients to a portal or an app. A patient engagement platform must be designed with the patient at the center, with the patient driving the solutions.

As reimbursement models continue to shift toward outcomes-based medicine, the need for improved patient compliance increases. We all see that reality. The question is, how will your organization meet that need? We’re here to help.

Instead of inviting patients to information and services, why not push the information and services relevant to them, as they need it and in ways which they can quickly respond to it? A patient-centered approach to engagement not only improves outcomes, it improves patient satisfaction.

Company Website | LinkedIn

Jeff Gartland, CEO, Relatient

Jeff Gartland, CEO, Relatient

Jeff Gartland is the Chief Executive Officer of leading SaaS-based patient engagement platform Relatient. He brings over 20 years of experience pioneering healthcare information technology and an aptitude for innovation, growth strategies, and spearheading go-to-market initiatives to the organization, which recently announced a $100M growth equity capital investment from Brighton Park Capital and its merger with Radix Health.

Before joining Relatient, Jeff served as President of the Advanced Analytics & Services business for the Diversified Business Group at Anthem. Additionally, Jeff previously led Ciox Health in transforming the business into a platform for accessing and analyzing the complete health record. He further opened up new market segments across life sciences and precision medicine to enable research efforts leveraging real-world data across all therapeutic areas.

A pioneer in interoperability and analytics, Jeff led the build-out of the nation’s first clinical exchange platform leveraging FHIR standards while at McKesson’s RelayHealth business to support the CommonWell Health Alliance, an industry alliance devoted to the simple vision that health data should be available to individuals and built into provider workflow regardless of where care occurs. Jeff held senior leadership roles spanning health information exchange, patient engagement, clinical revenue integrity, claims and eligibility management, population health, and analytics.

Before McKesson, he worked at PricewaterhouseCoopers’ Health Industry Advisory supporting healthcare providers on strategic physician alignment models, service line growth programs, and financial due diligence and authored the firm’s thought leadership on presidential health policy proposals as part of the Health Research Institute. He has also held leadership positions in several technology ventures and consulting firms.

Jeff holds a B.S. in Management Science from Virginia Tech and an M.B.A. from the McCombs School of Business at the University of Texas at Austin. He lives in Roswell, GA, with his wife and their two children.

LinkedIn

Questions and Topics Discussed in this Episode

  • Can you share with us a little bit of your background and your role at Relatient?
  • Can you share a little bit more about your recent appointment as CEO and Relatient’s merger with Radix Health?
  • Can you share with us more about who Relatient is, what you do, and the technology behind your platform, specifically the scheduling options?
  • Why is it important for healthcare organizations to have patient engagement solutions?
  • What significant changes/benefits have you seen in healthcare systems and practices that have adopted your self-scheduling system?

North Fulton Business Radio is hosted by John Ray, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: healthcare provider technology, healthcare providers, Jeff Gartland, John Ray, North Fulton Business Radio, patient scheduling, Radix Health, Relatient

Jennifer Henderson, Henderson Search and Consulting

November 22, 2021 by John Ray

Henderson Search
Minneapolis St. Paul Business Radio
Jennifer Henderson, Henderson Search and Consulting
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Jennifer Henderson Search

Jennifer Henderson, Henderson Search and Consulting (Minneapolis-St. Paul Business Radio, Episode 25)

As a recruiter with a focus on the professional services sector, Jennifer Henderson, President of Henderson Search and Consulting, has a front row seat to changes in the labor market. She refers to what she’s seeing as more of a “Great Reshuffling” than a “Great Resignation,” as individuals are redefining how they want to work and be treated. Jennifer reflects on the impact on employers, how they must adapt to retain talent, the role of a recruiter in the process, and much more.  Minneapolis-St. Paul Business Radio is produced virtually by the Minneapolis St. Paul studio of Business RadioX®.

Henderson Search and Consulting

Henderson Search works hand-in-hand with you and your team on a customized approach to your open position from start to finish.

They go beyond sending resumes – they consult with you on how best to evaluate and onboard candidates for long-term success. Their approach is a proven process founded on 3 simple principles:

  • Assess carefully: thorough client intake and delivery of preliminary market research and findings.
  • Vet rigorously: comprehensive candidate research, interview and assessment process.
  • Recruit relentlessly: network, call, and interview until the best hire is made.

Website | LinkedIn

Jennifer Henderson, Founder and President, Henderson Search and Consulting

Jennifer Henderson, Founder and President, Henderson Search

Jen is an attorney and founder of Henderson Search & Consulting.

She has been in recruiting and sales for 23 years. A serial entrepreneur, Jen specializes in helping small and midsize businesses grow through finding the best talent available in the marketplace. She serves a variety of industries in the B2B space with specialties in legal, consulting, and manufacturing. She places candidates in key roles across all functional areas including sales and marketing, legal, finance, and operations.

Jen finds her passion is working with business owners and leaders to help them make critical hires through a well-defined, proven process she has developed over 20 years.

LinkedIn

Questions and Topics Discussed in this Episode

  • What employment-related trends are you seeing right now, nearly 2 years into the pandemic?
  • What can companies do to differentiate themselves and attract more candidates when hiring is competitive?
  • What mistakes do hiring companies make during the candidate search and hiring process? In other words, how do they avoid a bad hire?
  • What advice would you give to companies that are looking to engage a recruiter?
  • How can companies retain their best employees?
  • On the candidate side of the equation, why should happily-employed people get to know recruiters even when they’re not looking for a job?
  • What do you think the future holds for employers over the next 1-2 years?

Minneapolis-St. Paul Business Radio is hosted by John Ray and produced virtually from the Minneapolis St. Paul studio of Business RadioX® .  You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

Tagged With: executive search, Hiring process, Jennifer Henderson Search, Job Candidates, job search, John Ray, Minneapolis St Paul Business Radio, recruiters

Jeff Gartland, Relatient

November 19, 2021 by John Ray

Relatient
Nashville Business Radio
Jeff Gartland, Relatient
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Relatient

Jeff Gartland, Relatient (Nashville Business Radio, Episode 37)

Relieving the pain point of patient engagement with their healthcare provider is the focus for Relatient, especially with their recent merger with Radix Health. CEO Jeff Gartland shares how Relatient serves both patient and provider with a solution that involves scheduling, engagement, automation, and the multiple processes that go into successfully managing patient communication. Nashville Business Radio is produced virtually from the Nashville studio of Business RadioX®.

Relatient

Relatient is passionate about assisting healthcare organizations with patient-centered engagement. By helping organizations automate patient-centered outreach and messaging, we help practices, hospitals and health systems facilitate more compliant, and ultimately healthier, patient populations.

The old methods of patient engagement are well-intentioned but ineffective because they overlook a key element: the patient. It’s not enough to push patients to a portal or an app. A patient engagement platform must be designed with the patient at the center, with the patient driving the solutions.

As reimbursement models continue to shift toward outcomes-based medicine, the need for improved patient compliance increases. We all see that reality. The question is, how will your organization meet that need? We’re here to help.

Instead of inviting patients to information and services, why not push the information and services relevant to them, as they need it and in ways which they can quickly respond to it? A patient-centered approach to engagement not only improves outcomes, it improves patient satisfaction.

Company Website | LinkedIn

Jeff Gartland, CEO, Relatient

Jeff Gartland, CEO, Relatient

Jeff Gartland is the Chief Executive Officer of leading SaaS-based patient engagement platform Relatient. He brings over 20 years of experience pioneering healthcare information technology and an aptitude for innovation, growth strategies, and spearheading go-to-market initiatives to the organization, which recently announced a $100M growth equity capital investment from Brighton Park Capital and its merger with Radix Health.

Before joining Relatient, Jeff served as President of the Advanced Analytics & Services business for the Diversified Business Group at Anthem. Additionally, Jeff previously led Ciox Health in transforming the business into a platform for accessing and analyzing the complete health record. He further opened up new market segments across life sciences and precision medicine to enable research efforts leveraging real-world data across all therapeutic areas.

A pioneer in interoperability and analytics, Jeff led the build-out of the nation’s first clinical exchange platform leveraging FHIR standards while at McKesson’s RelayHealth business to support the CommonWell Health Alliance, an industry alliance devoted to the simple vision that health data should be available to individuals and built into provider workflow regardless of where care occurs. Jeff held senior leadership roles spanning health information exchange, patient engagement, clinical revenue integrity, claims and eligibility management, population health, and analytics.

Before McKesson, he worked at PricewaterhouseCoopers’ Health Industry Advisory supporting healthcare providers on strategic physician alignment models, service line growth programs, and financial due diligence and authored the firm’s thought leadership on presidential health policy proposals as part of the Health Research Institute. He has also held leadership positions in several technology ventures and consulting firms.

Jeff holds a B.S. in Management Science from Virginia Tech and an M.B.A. from the McCombs School of Business at the University of Texas at Austin. He lives in Roswell, GA, with his wife and their two children.

LinkedIn

Questions and Topics Discussed in this Episode

  • Can you share with us a little bit of your background and your role at Relatient?
  • Can you share a little bit more about your recent appointment as CEO and Relatient’s merger with Radix Health?
  • Can you share with us more about who Relatient is, what you do, and the technology behind your platform, specifically the scheduling options?
  • Why is it important for healthcare organizations to have patient engagement solutions?
  • What significant changes/benefits have you seen in healthcare systems and practices that have adopted your self-scheduling system?

 

Nashville Business Radio is hosted by John Ray and produced virtually from the Nashville studio of Business RadioX®.  You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

Tagged With: healthcare industry, healthcare information technology, Jeff Gartland, Nashville Business Radio, patient automation, patient scheduling, Provider workflow, Radix Health, Relatient

Laura DiBenedetto, Author of The Six Habits

November 19, 2021 by John Ray

The Six Habits
Business Leaders Radio
Laura DiBenedetto, Author of The Six Habits
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The Six Habits

Laura DiBenedetto, Author of The Six Habits

After a phenomenally successful run building a marketing firm, Laura DiBenedetto retired at age 37. Contrary to what she expected, she found she was miserable, and she began searching for the keys to change her life.  That search morphed into an extensive research project, the results of which Laura outlined in her book, The Six Habits. She joined host John Ray to discuss her journey, the book, the habits, and much more.  Business Leaders Radio is produced virtually from the Business RadioX® studios in Atlanta.

The Six Habits

Laura DiBendetto, Author of The Six Habits

At nineteen, Laura founded Vision Advertising, a Massachusetts marketing firm. Over the years, the company grew to become a multi-award-winning agency with a solid reputation, millions in revenue, and national recognition. For nearly twenty years, Laura relentlessly pursued the highest of standards, defying tradition to be the first to bring many cutting-edge technologies to her clients. She is a well-known marketing thought-leader and educator in the area, responsible for educating many other marketing companies on new strategies and tools.

During her career at Vision Advertising, Laura accumulated 18 awards, including two Torch Awards from the Better Business Bureau and the Forty Under 40 Award at age twenty-three. She was frequently featured on TV and radio, most notably including multiple appearances on FOX News. Laura routinely gave speeches and led workshops for area business organizations, universities, and special interest groups like the Massachusetts Restaurant Association.

With a soft spot for ambitious college students (having been a very young entrepreneur herself), women’s issues, and animals, Laura always felt it was important to be a helper and a mentor in the community. She built many entrepreneur-education and internship programs and became the benefactor of a handful of local organizations dedicated to women’s abuse recovery and animal rescue services.

At thirty-seven, Laura retired as active CEO of Vision Advertising, turning over the reins to her successor, maintaining ownership of the company.

Right before her retirement, Laura was exhausted and depressed. She had made the disappointing discovery that no matter how much you love something; you can still get burnt out. This inspired her to take massive, motivated action and set out on a personal research project that changed her life, and subsequently many others. Laura’s research project resulted in a massive change in her own life, her energy level, physical health, emotional healing, and for the first time in years – genuine happiness. Laura sold her beloved home in Massachusetts and moved to Maui with her husband, and has been adventuring, sharing her ideas, and empowering others to find true happiness.

The astounding results of her research project resulted in findings that became The Six Habits.The Six Habits

Laura had uncovered the truth of happiness and what it really is. She further uncovered what habits are required for a truly happy life, and how to master those habits. The Six Habits is a book that teaches the importance of a constructive relationship with ourselves and provides specific instructions on developing mastery. The Six Habits is available as a paperback, ebook, and audio book at thesixhabits.com.

The powerful impact of The Six Habits seen in Laura’s own life, clients, and colleagues paved the way for “The Six Habits – 90 Day Habit Mastery” program, and “The Six Habits Coaching Framework” – both available now.

Laura is a TEDx speaker and is a guest on popular podcasts including “Wings of Inspired Business” and “Soul Powered.” She is an active blogger with an engaged blogging and social platform. She is available for speeches, guest-appearances on podcasts, TV, and radio, guest-appearances in magazines and online channels.

Website | LinkedIn | Instagram | The Six Habits

Questions and Topics

  • Give a brief summary of your career to date and what led you to write your best-selling book, The Six Habits.
  • You retired from the business you had run for nearly 20 years. How did you go about rediscovering what you do next at 37?
  • You talk about a radical journey of self-discovery that followed your retirement and a search for purpose – what was the first step you took in this direction? How did you know where to start on your journey?
  • What was the catalyst that finally led you to pick up the pen write The Six Habits?
  • What do you believe is the single biggest challenge entrepreneurs face today?
  • For all those business women and men listening to this podcast – what is the one thing you recommend they do for themselves tomorrow that that has the potential to make a discernible difference both personally and by virtue of this, their business?

 

Business Leaders Radio is hosted by John Ray and produced virtually from the North Fulton studio of Business RadioX® in Alpharetta.  The show can be found on all the major podcast apps and a full archive can be found here.

Tagged With: Business Leaders Radio, happiness, John Ray, Laura DIBendetto, purpose in retirement, TEDx, The Six Habits

Dental Board Complaints

November 19, 2021 by John Ray

DentalBoardComplaintsDLREpisode26Album
Dental Law Radio
Dental Board Complaints
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DentalBoardComplaintsDLREpisode26Album

Dental Board Complaints (Dental Law Radio, Episode 26)

Patients can file dental board complaints for reasons which are spurious or even sinister. How do you lessen the likelihood of such complaints? As Stuart Oberman explains in this episode of Dental Law Radio, there are some basic “know your patient” and patient experience practices you can implement to lessen the livelihood of these complaints, and if they are filed, mitigate their risk to your practice. Dental Law Radio is underwritten and presented by Oberman Law Firm and produced by the North Fulton studio of Business RadioX®.

TRANSCRIPT

Intro: [00:00:02] Broadcasting from the Business RadioX Studios in Atlanta, it’s time for Dental Law Radio. Dental Law Radio is brought to you by Oberman Law Firm, a leading dental-centric law firm, serving dental clients on a local, regional and national basis. Now, here’s your host, Stuart Oberman.

Stuart Oberman: [00:00:25] Welcome everyone to Dental Law Radio. I always say that it’s a great profession, except for the patients. The patients will drive you nuts. And, I always say in the meetings that I’m a pleasure speaking at, online, tell our clients, it is not if you’re going to get a board complaint, it is when because what happens is that it is so easy nowadays to file a board complaint.

Stuart Oberman: [00:01:01] Many things are done online in many states. In some states, I can literally go out of your office after I just had a cavity filled, go to QT, grab a Diet Coke, and I can sit in the parking lot and file a board complaint because I didn’t like you, I didn’t like your staff, I didn’t like how much you charged me. It is too easy.

Stuart Oberman: [00:01:28] So, what happens is you get this letter notice from the board. You’re shocked, you’re angry. What are you going to do? Well, the question is how do you prevent that. Going forward is a whole different scenario than prevention. So, you know, a couple of things to think about on the prevention side. Okay.

Stuart Oberman: [00:01:50] So, a patient you do not know is more likely to file a complaint than Aunt Betty who you’ve seen for the last 30 years. Patients who do not pay their bills are a huge problem. You’ve got to look at that. Is it risky? Is it risky to file or send him over to collections than it is to let $100, $200 go? Look, at the end of the day, it’s a board’s responsibility to make sure that you are doing your job correctly.

Stuart Oberman: [00:02:18] However, a couple of things. Preventive. Before that patient leaves your practice, you better make sure they understand what’s expected, what’s not expected. There’s no way possible that you can have an inkling as to what that patient is thinking. If there is a concern, then you need to make an additional appointment with that patient because an extra five, 10, 15 minutes will save you a world of headaches down the road. If you have a problem patient, again preventative, you have your assistant in there with you telling the patient what is good, the bad, the ugly, and straightforward.

Stuart Oberman: [00:03:03] One thing I always say is you need to look your patient in the eye. That’s a lost art in today’s world. When you’re looking at your patient and you’re telling the patient what’s going on, that’s a whole different ballgame. You’re going to pick up a lot of things you’re not going to pick up by talking on telephone. Always, always, always give the patient extra time if they need it, and, let me say this if you’ve got a problem patient, we had doctors that will not talk to patients.

Stuart Oberman: [00:03:40] If I get a patient that is a problem patient and communicates with my office manager, whomever is not working, gosh, pick up the phone, call these patients. I say guys plural ’cause I’m from the North. So, pick up the phone. Call the patient, get the problem solved. Now, for 10 minutes, they’re going to vent and they’re going to blow your ear off, which is fine, let them vent. [inaudible] could this problem matters and I call the patient and I’ll say, “Hey, look, I represent Dr. Jones. Tell me what’s going on.” For 15 minutes, I’m lambasted about everything that the doctor didn’t do, the price, the staff, everything. Great. I’m a venting board. Now, let’s get to the problem-solving matter. Okay.

Stuart Oberman: [00:04:28] So, when a board matter, when you get a board letter, you got to make sure you understand what the complaint is, the timeframe within which this client filed that complaint. And, let me tell you this. You don’t always have to give a complaint to your malpractice carrier. It is up to you and the facts and circumstances. But let me make this statement very clear. If you have someone from your malpractice carrier that’s representing you at a board hearing, they better know what they’re doing.

Stuart Oberman: [00:05:02] We’ve had cases that I have handled and I’ve made it very clear to the malpractice lawyer, “Look, we do this time and time and time again. This is your second hearing. It’s my 700th hearing. Sit back, relax. If you want to join the meeting, fine. Let us take the lead. We know what we’re doing. We know the boards. We know what’s going on, and you can report back to the insurance company at a later date.” So, you better know the experience of that lawyer, how to respond. And, if that lawyer is just showing up without responding or sending down different documents or what be required to be proactive, you need to find someone else.

Stuart Oberman: [00:05:42] So, the board’s going to request, you got to be ready for this, an updated CV, copies of your license, continuing CE education requirements. It’s amazing how many of our doctors can’t find their CE and wait until after the board hearing, [inaudible] if it’s informal to gather it up. These are things you need to gather up beforehand. Give a complete copy of all the records. The last thing you want in the world is the board to discover that you’re not being forthcoming with records. That is a huge, huge problem.

Stuart Oberman: [00:06:16] So, then let’s talk about defenses, defenses. Document your instructions to the patient [inaudible]. Document every complaint, every concern. Put it in the file. Our previous podcast, we discussed the certain things you can’t put in the file, certain things you do not want to put in a file. Derogatory comments, comments regarding race, color, [inaudible], sexual origin. Those are inappropriate. It should never be in a file. Keep copies of all your correspondence. Keep records of all incidences. Look, things are going to happen. Document him, keep him, keep him in the chart. Update your CV. Update your attendance. Keep your resume up to date. And, note, note, note extensively all problems with that particular patient. Document it, document it, document it.

Stuart Oberman: [00:07:17] So, what are the most common complaints that we receive? And, we receive a lot of complaints from our dental offices. A lot of them are garbage, but some of them are very realistic and we’ve got to deal with them. So, what’s the number one complaint? It’s hard to say.

Stuart Oberman: [00:07:34] Let me go through some of these things, but it’s hard to say what’s number one and number 10. But what we consider unprofessional conduct is a failure to release records. You want to get an OSHA complaint, you withhold records. You want to get a board complaint, you withhold records.

Stuart Oberman: [00:07:52] Substandard practice. License expires when you’re hygienist and you’re associate doctors.

Stuart Oberman: [00:07:59] Malpractice claims. Be thorough.

Stuart Oberman: [00:08:04] Sexual misconduct on both sides of the fence, male and female. There are things that are absolutely inappropriate.

Stuart Oberman: [00:08:15] Now, board complaints will also come from your staff. So, you’ve got to be careful also with patient relations.

Stuart Oberman: [00:08:25] Financial issues. Billing for services that are not rendered, multiple billing and billing discrepancies. Look, there’s times we’ve been in board complaints and we thought it was clinical. Clinicals was fine and we got absolutely hammered on the financial side because it wasn’t documented. There’s double entries. Lab referrals were incomplete. So, those are things that you’ve got to take a look at on a broad scale that may go wrong.

Stuart Oberman: [00:08:53] So, what I would do is, on the complaint side, figure out what the problem is with your patients. Figure out what needs, how the problem needs to be rectified. Take a look at these proactive matters that we’ve discussed. Review them internally with how your procedures are going. And, I will tell you, the longer a problem goes on, the bigger the fire, the more expensive it gets. A problem matter is happy when it’s closed. Get it done, get it closed, get it released.

Stuart Oberman: [00:09:32] That is a very, very, very quick update on dental board complaints. Again, I could talk a whole day on this. Just take a look at a couple of things. Take a look at your procedures and everything should work out okay.

Stuart Oberman: [00:09:46] Thank you for joining us on Dental Law Radio. My name is Stuart Oberman. If you have any questions, please feel free to give us a call, 770-886-2400. My email is stuart, S-T-U-A-R-T, @obermanlaw.com. Thanks for joining us and have a fantastic day.

 

About Dental Law Radio

Hosted by Stuart Oberman, a nationally recognized authority in dental law, Dental Law Radio covers legal, business, and other operating issues and topics of vital concern to dentists and dental practice owners. The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

Stuart Oberman, Oberman Law Firm

Oberman Law Firm
Stuart Oberman, host of “Dental Law Radio”

Stuart Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 25 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company. Mr. Oberman is widely regarded as the go-to attorney in the area of Dental Law, which includes DSO formation, corporate business structures, mergers and acquisitions, regulatory compliance, advertising regulations, HIPAA, Compliance, and employment law regulations that affect dental practices.

In addition, Mr. Oberman’s expertise in the health care industry includes advising clients in the complex regulatory landscape as it relates to telehealth and telemedicine, including compliance of corporate structures, third-party reimbursement, contract negotiations, technology, health care fraud and abuse law (Anti-Kickback Statute and the State Law), professional liability risk management, federal and state regulations.

As the long-term care industry evolves, Mr. Oberman has the knowledge and experience to guide clients in the long-term care sector with respect to corporate and regulatory matters, assisted living facilities, continuing care retirement communities (CCRCs). In addition, Mr. Oberman’s practice also focuses on health care facility acquisitions and other changes of ownership, as well as related licensure and Medicare/Medicaid certification matters, CCRC registrations, long-term care/skilled nursing facility management, operating agreements, assisted living licensure matters, and health care joint ventures.

In addition to his expertise in the health care industry, Mr. Oberman has a nationwide practice that focuses on all facets of contractual disputes, including corporate governance, fiduciary duty, trade secrets, unfair competition, covenants not to compete, trademark and copyright infringement, fraud, and deceptive trade practices, and other business-related matters. Mr. Oberman also represents clients throughout the United States in a wide range of practice areas, including mergers & acquisitions, partnership agreements, commercial real estate, entity formation, employment law, commercial leasing, intellectual property, and HIPAA/OSHA compliance.

Mr. Oberman is a national lecturer and has published articles in the U.S. and Canada.

LinkedIn

Oberman Law Firm

Oberman Law Firm has a long history of civic service, noted national, regional, and local clients, and stands among the Southeast’s eminent and fast-growing full-service law firms. Oberman Law Firm’s areas of practice include Business Planning, Commercial & Technology Transactions, Corporate, Employment & Labor, Estate Planning, Health Care, Intellectual Property, Litigation, Privacy & Data Security, and Real Estate.

By meeting their client’s goals and becoming a trusted partner and advocate for our clients, their attorneys are recognized as legal go-getters who provide value-added service. Their attorneys understand that in a rapidly changing legal market, clients have new expectations, constantly evolving choices, and operate in an environment of heightened reputational and commercial risk.

Oberman Law Firm’s strength is its ability to solve complex legal problems by collaborating across borders and practice areas.

Connect with Oberman Law Firm:

Company website | LinkedIn | Twitter

Tagged With: Dental Board Complaints, Dental Law Radio, dental-centric, malpractice, malpractice claims, Oberman Law Firm, patient experience, patient experience/satisfaction, Stuart Oberman

The GNFCC 2021 Women INfluencing Business Award Winners

November 18, 2021 by John Ray

Women INfluencing Business
North Fulton Studio
The GNFCC 2021 Women INfluencing Business Award Winners
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Women INfluencing Business

The GNFCC 2021 Women INfluencing Business Award Winners: Linda Coyle, LGE Community Credit Union, Amy Bell, Goodwyn Mills & Cawood, and Holly Ranney, Sunshine on a Ranney Day (GNFCC 400 Insider, Episode 69)

This episode of the GNFCC 400 Insider celebrates three recipients of the GNFCC 2021 Women INfluencing Business Awards. Linda Coyle of LGE Community Credit Union is the 2021 Business Woman of Excellence Award Winner. Linda was joined by Amy Bell with Goodwyn Mills & Cawood, who was the Rising Star Award Winner, and Holly Ranney, Sunshine on a Ranney Day, who was awarded the Nonprofit Woman of Excellence Award. They each shared with host Kali Boatright a bit about their journey, how they encourage other women, lessons they’ve learned along the way, and much more. Congratulations to these Women INfluencing Business award winners! The GNFCC 400 Insider is presented by the Greater North Fulton Chamber of Commerce and produced by the North Fulton studio of Business RadioX®.

2021 Business Woman of Excellence Award Winner

Linda Coyle, Business Development Officer, LGE Community Credit Union

Linda Coyle, Business Development Officer, LGE Community Credit Union

After beginning her career in teaching, Linda decided to leave teaching and get into the business world. She met an LGE employee at a networking event and that led to her position in Business Development at LGE Community Credit Union.

In 1951, seven Lockheed Georgia employees dreamed of a better way to bank and LGE Community Credit Union was born.

Today they serve communities in Northwest Georgia as a not-for-profit financial institution. Unlike a bank, whose profits go to its shareholders, its profits go to its members in the form of better rates and lower fees. They are guided by a strong commitment to providing a better financial future for their members.

They are a not-for-profit, member-owned financial institution with a strong commitment to the local community.  LGE is governed by a volunteer board of directors who are also members of the credit union.

Company website  | LinkedIn

2021 Rising Star Award Winner

Amy Bell, Vice Present, Georgia Architecture, Goodwyn Mills & Cawood

Amy Bell, Vice Present, Georgia Architecture for Goodwyn Mills & Cawood

Over the years, architect Amy Bell has contributed numerous award-winning designs to GMC’s education design portfolio, in addition to managing complex commercial and municipal projects throughout the Southeast. Her leadership in Alabama led her to transfer to Atlanta, where she now leads our Georgia architecture team. Most importantly, Amy has developed a reputation for delivering the highest quality service and design leadership to her clients by maintaining involvement in every phase of their project to fully achieve their vision.

She plays a key role in the architectural division, however, her influence spans throughout the company through leadership of several firm-wide initiatives, committees and community outreach programs. While at Auburn University, Amy was selected to participate in the School of Architecture, Planning and Landscape Architecture’s Rural Studio-an off-campus design-build program that provides architecture students a hands-on educational experience while assisting an underserved population in West Alabama’s Black Belt region-and to study under program co-founder Samuel Mockbee.

It was during this time, while restoring an old, burned-out schoolhouse, that she developed a strong passion for educational design that has greatly influenced her professional design philosophy.

Goodwyn Mills Cawood (GMC) is one of the largest architecture and engineering firms in the Southeast, with offices located throughout Alabama, Florida, Georgia, South Carolina and Tennessee. Whether designing schools, parks, hospitals and other commercial developments or providing clean water, safe streets and restoring resilient environments, GMC takes great pride in serving our communities through the transformative work we do.

Every project is guided by the foundational concept that communities are built by people, not companies, and we strive to serve our communities with quality, integrity, creativity and care. One of the Southeast’s most comprehensive multi-disciplined firms, GMC is equipped to provide all the services associated with architecture, interior design, civil engineering, environmental services, landscape architecture, planning, transportation engineering, geotechnical engineering, electrical engineering, surveying and disaster recovery.

Company website |  LinkedIn

2021 Nonprofit Woman of Excellence Award

Holly Ranney, President and Co-Founder, Sunshine on a Ranney Day

Holly Ranney, President and Co-Founder, Sunshine on a Ranney Day

In 2012, inspired by a church sermon, Peter and Holly Ranney found their calling to use their God-given talents and resources to help others. Sunshine on a Ranney Day was created with the idea that every child should have their own unique space. Sunshine on a Ranney Day’s first makeover was completed for 11-year-old Mathew, who wanted to spend his last days in his military-themed bunker bedroom. Mathew’s makeover and passing showed how impactful a makeover could be on a child’s life. This experience helped shape Sunshine on a Ranney Day into what it is today.

Continuing to use their networks and resources, in 2020 the Sunny & Ranney Home Furnishings & Decor store opened in Roswell, GA. Sunny & Ranney carries donated excess stock, samples, and discontinued furniture and decor from wholesalers, retailers, designers, and market showrooms. All of the profits from the sales go toward funding Sunshine on a Ranney Day’s mission and our plan to expand to further areas.

Sunshine on a Ranney Day is a nonprofit organization that reimagines and builds custom rooms for children with special needs. Through partnerships and donors, we provide no-cost wheelchair-accessible bathrooms, dream bedrooms, and in-home therapy rooms.

Company website | LinkedIn

About GNFCC and The GNFCC 400 Insider

Kali Boatright
Kali Boatright, President and CEO of GNFCC

The GNFCC 400 Insider is presented by the Greater North Fulton Chamber of Commerce (GNFCC) and is hosted by Kali Boatright, President and CEO of GNFCC. The Greater North Fulton Chamber of Commerce is a private, non-profit, member-driven organization comprised of over 1400 business enterprises, civic organizations, educational institutions, and individuals.  Their service area includes Alpharetta, Johns Creek, Milton, Mountain Park, Roswell and Sandy Springs. GNFCC is the leading voice on economic development, business growth and quality of life issues in North Fulton County.

The GNFCC promotes the interests of our members by assuming a leadership role in making North Fulton an excellent place to work, live, play and stay. They provide one voice for all local businesses to influence decision-makers, recommend legislation, and protect the valuable resources that make North Fulton a popular place to live.

For more information on GNFCC and its North Fulton County service area, follow this link or call (770) 993-8806. For more information on other GNFCC events such as this North Fulton Mayors Appreciation Lunch, follow this link.

For the complete show archive of GNFCC 400 Insider, go to GNFCC400Insider.com. The GNFCC 400 Insider is produced by John Ray and the North Fulton studio of Business RadioX®.

Tagged With: 400 Insider, Amy Bell, GNFCC, Goodwyn Mills Cawood, Greater North Fulton Chamber of Commerce, holly ranney, Kali Boatright, LGE Community Credit Union, Linda Coyle, sunshine on a ranney day

Decision Vision Episode 143: Should I Learn Another Language? – An Interview with Lýdia Machová, Language Mentoring

November 18, 2021 by John Ray

Lydia Machova
Decision Vision
Decision Vision Episode 143: Should I Learn Another Language? - An Interview with Lýdia Machová, Language Mentoring
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Lydia Machova

Decision Vision Episode 143:  Should I Learn Another Language? – An Interview with Lýdia Machová, Language Mentoring

Lýdia Machová of Language Mentoring says that you don’t have to be a genius to learn multiple languages. You only need to be motivated and use the right tools. On this edition of Decision Vision, Lýdia and host Mike Blake discussed the ease of learning a language in the internet age, methods that work and don’t work, what it really takes to succeed at learning a language, and much more. Decision Vision is presented by Brady Ware & Company.

Language Mentoring

Language Mentoring is Lýdia’s way of guiding anyone on their language learning journey – whether starting from scratch as a beginner or trying to achieve fluency in a language that’s got rusty. The main pillars of Lýdia’s philosophy are having fun (enjoying the process), having intensive contact with the language, using effective methods, and building a sustainable system in one’s learning. The methods range from watching TV shows and listening to podcasts through learning vocabulary using the Goldlist method to learn vocabulary, to talking to oneself in order to practice speaking. Lýdia has already helped more than 10 thousand people learn more than 30 languages.

Company website | Instagram | Facebook

Lýdia Machová, Ph.D., Language Mentoring

Lýdia Machová
Lýdia Machová, Ph.D., Language Mentoring

Lýdia is a polyglot from Slovakia who has learned 9 languages on her own, without ever living abroad. In 2016, she turned her language passion into a business and founded Language Mentoring – her own way of helping people learn any language by themselves, using natural and fun methods known by polyglots. Formerly, Lýdia worked as a professional conference interpreter and interpreted several high Slovak politicians as well as international speakers such as Tony Robbins and Brian Tracy. She also organised the world’s largest event for polyglots and language lovers called Polyglot Gathering. Her TED talk has received more than 12 million views within the first 2.5 years of being online.

LinkedIn

 

Mike Blake, Brady Ware & Company

Mike Blake, Host of the “Decision Vision” podcast series

Michael Blake is the host of the Decision Vision podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms, and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

LinkedIn | Facebook | Twitter | Instagram

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth-minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

Decision Vision is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision-maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the Decision Vision podcast.

Past episodes of Decision Vision can be found at decisionvisionpodcast.com. Decision Vision is produced and broadcast by the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:02] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware and Company. Brady Ware is a regional full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:22] Welcome to Decision Vision, a podcast giving you the listener clear vision to make great decisions. In each episode, we discuss the process of decision-making on a different topic from the business owner’s or executive’s perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own and understand when you might need help along the way.

Mike Blake: [00:00:43] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware and Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. My practice specializes in providing fact-based strategic and risk management advice to clients that are buying, selling, or growing the value of companies and intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta and also Slovakia for social distancing protocols, probably the ultimate in social distancing.

Mike Blake: [00:01:15] If you like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. And, also check out my new LinkedIn group that is called a group that doesn’t suck because they wouldn’t let me use LinkedIn in the title, but most LinkedIn groups suck, so this one doesn’t. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:44] So, today’s topic is, Should I learn a second language? And, I’m just going to get out in front of this and I will freely admit that this is something of a self-indulgent topic.

Mike Blake: [00:01:55] Language learning has been a hobby of mine for a very long time. I grew up in an environment where I was very fortunate to have exposure and training in foreign languages that frankly most people did not in the United States and it’s been a passion of mine.

Mike Blake: [00:02:13] And so, one of the benefits of the internet, believe it or not, there still are benefits of social media was, there’s been no better time to be somebody who likes languages. There’s so much material out there now. You can learn so much about language learning. You can learn so much about a particular language and you can engage with languages to an extent that’s simply when I was growing up many centuries ago was simply not – was not available.

Mike Blake: [00:02:43] But I do think that that the discussion of learning a second language does have applicability in business. I can tell you that in my own dealings with others who weren’t perhaps as comfortable in English as I am and speaking in other languages that it delights somebody when you make an effort to make their life easier and communicate with them, especially if it’s a language they don’t expect somebody like me to speak. But that may be a podcast for a different time.

Mike Blake: [00:03:16] According to the data that I found, 20% to 30% of Americans can converse in more than one language. I imagine most of those are immigrants. I imagine if you’re actually born here, I bet that statistic is much lower, but it’s compared with 50% to 60% of Europeans and I think that has a lot to do with the fact that in most European countries, you take a two-hour car drive and you’ve crossed three borders.

Mike Blake: [00:03:38] Bilingual workers in the United States are 5% to 20% more than their single-language counterparts, and bilingualism is associated with brain and mental health benefits as well, including the delay of the progression of Alzheimer’s disease, as well as fighting anxiety and depression. The most popular second languages in the United States are Spanish, German, and French, the usual suspects.

Mike Blake: [00:04:03] And so, I am so delighted to have joining us today, you know, really one of the neatest, I would say, language thinkers. We’re going to talk about why I put it that way in a minute. I discovered her on a TED Talk that I think about a million people or two million people have probably watched. So, that’s pretty darn good marketing, but also other YouTube videos that she’s done and not just about languages themselves, but the process of learning a language. And I think that that’s so important because learning a language is a challenge, but I think it’s often assigned a greater challenge than it necessarily needs to be.

Mike Blake: [00:04:45] So, joining us today from Slovakia is Dr. Lydia Machova of Language Mentoring. Lydia is a polyglot from Slovakia who has learned nine languages on her own without ever having lived abroad, which is hard to believe. Her English is just outstanding, better than mine.

Mike Blake: [00:05:02] In 2016, she turned her language passion into a business and founded Language Mentoring, her own way of helping people learn any language by themselves using natural and fun methods known by polyglots. Formerly, Lydia worked as a professional conference interpreter and interpreted several high Slovak politicians as well as international speakers such as Tony Robbins and Brian Tracy.

Mike Blake: [00:05:26] She also organized the world’s largest event for polyglots and language-lovers called Polyglot Gathering. And that’s on my bucket list to get over to Europe and do at some point.

Mike Blake: [00:05:34] Her TED Talk has received more than 12 million views, excuse me, I underestimated it by a factor of 10, within the first two-and-a-half years of being online.

Mike Blake: [00:05:44] Language mentoring is Lydia’s way of guiding anyone on their language learning journey whether starting from scratch as a beginner or trying to achieve fluency in a language that’s got rusty. The main pillars of Lydia’s philosophy are having fun, having intensive contact with the language using effective methods, and building a sustainable system in one’s learning.

Mike Blake: [00:06:04] The methods range from watching TV shows and listening to podcasts through learning vocabulary using the gold list method to learn vocabulary to talking to oneself in order to practice speaking. Lydia has already helped more than 10,000 people learn more than 30 languages.

Mike Blake: [00:06:20] Dr. Lydia Machova, welcome to the program.

Lydia Machova: [00:06:23] Thank you, Mike. I’m very happy to be here.

Mike Blake: [00:06:28] You know, there are lots of people who teach languages out there, but quite frankly, I don’t know anybody that has branded themselves as a language mentor. So, tell our audience, tell me what is language mentoring and how is that different from a language teacher?

Lydia Machova: [00:06:45] Right. So, it’s a term that I introduced. When I started in 2016, I was looking for someone doing what I considered to be different from language teaching, helping people to learn languages, and no one was doing it at that time. So, I said, “Okay, I’m going to call myself a language mentor.”

Lydia Machova: [00:07:00] And basically, the biggest difference is that I don’t teach anyone a language. I am not a teacher, so I never cover any grammar points with anyone. I don’t test anyone vocabulary. That’s very different from what I do because I teach people languages, which I don’t even speak, so to say.

Lydia Machova: [00:07:20] I help people learn any language by themselves. I always put a lot of stress on this themselves. No one can ever teach you a language, give it to you on a platter. You need to spend some time with it. And, I help people find the best methods and the best system to do it in a way which is enjoyable.

Mike Blake: [00:07:37] So, and I’m going to approach this conversation from an American perspective because that’s who I am and that’s who most of our audience is, I think. And, you know, I can tell you that among Americans who are not people who study languages a lot, they view people like us who are multilingual, especially those of us who are self-taught as opposed to having lived in a place where you learn five or six languages because that’s the country you live in, like India or something, they think we’re geniuses. Are you a genius or people like us geniuses because we’ve learned a couple of extra languages?

Lydia Machova: [00:08:14] Definitely not. I do not believe in that. Not any special talent or anything like that. We have a special knack. We like something that most people don’t. I’ve always considered myself as someone who simply loves learning languages, and that’s why I’ve spent a lot of time with them. But just like that, I could fancy gardening or computers or anything like that, and I would spend more time with it and I would have results in that area, right?

Mike Blake: [00:08:42] Yeah. Doesn’t it come to at the end of the day? And, I know you emphasize fun in your approach to language learning. At the end of the day, doesn’t a lot of it have to simply do with if you like doing something, you’re more likely to devote more time with it, be more focused, as opposed to viewing it as a job or a chore, or you’re forcing yourself to have to do it, and you don’t like it, and therefore it’s just not going to be as effective.

Lydia Machova: [00:09:08] Yeah. Exactly. And I believe this is a really, really strong factor. And, actually, that also answers the question why most people fail in language learning. Because when you look at the process that they have tried to learn the language, it’s usually not much fun, is it?

Lydia Machova: [00:09:22] I mean, when we look at the school methods, I know I didn’t enjoy learning languages at school using the traditional methods. But I have seen people now, as in my job as a language mentor, where this can really change. Because if you show someone a different approach to language learning, which can be fun for that person, suddenly they say, “Oh, why, why hasn’t anyone told me this? For 15 years, I’ve been trying, struggling to learn a language. I never enjoyed it, so I never had any results with it. Now that it’s fun, it actually works.” So, yes, I think this actually applies generally to anything, not just language learning.

Mike Blake: [00:09:59] And, I think and I’m curious as to your opinion, but I think maybe that desire might be a little more important for foreign language learning or, yeah, learning, which you can use that term, than in many other fields of study because when learning a foreign language, failure is a constant companion. Right? Mistakes are a constant companion. And, many of the mistakes are public, right?

Mike Blake: [00:10:28] If I mess up, if I make a mistake in a math problem, nobody knows except for me and my teacher. If I make a mistake in a language and I’ve made plenty of them that I wish I could have back, it’s out there and it’s public and it’s socially embarrassing. And, the human mind is hardwired to avoid those things, right?

Mike Blake: [00:10:49] So, doesn’t that mean that there has to be kind of an extra incentive or an extra way to make it fun to make it worth that vulnerability, to make it worth that the failure that is a necessary part of the learning?

Lydia Machova: [00:11:05] That’s a very interesting take, and I agree. It is more embarrassing for people to make a mistake when learning French than learning this and learning math.

Lydia Machova: [00:11:16] But I’m thinking this – I think this really has to do with one’s approach to making mistakes in general, in learning anything. And, I believe this is a problem that the school system again has taught us. Making mistakes is bad because the teacher is there to test you. And if you fail the test, if you make a mistake, then you will get a lower grade, right? And, that means that you are, let’s say, in inverted commas, but they are worth less or something. That’s what the students get, right, the feeling from it.

Lydia Machova: [00:11:46] So, obviously, they want to not do that because they don’t want to get bad grades and feel inferior in a way. And, I believe this has to change in the mindset of anyone trying to learn a language. And, just as you said, you need to embrace the fact that making mistakes, that is really what you want to do. Make as many mistakes as you can because that’s how you improve, right? If you don’t practice, you will not make any mistakes, but you will not learn.

Lydia Machova: [00:12:12] So, language learning really is a skill. It’s a skill that needs to be trained. And, just like any other skill, whether it’s playing the piano or doing any sports or anything, when you start working with it, when you start doing it, you will definitely make many mistakes. But that’s how you learn and you get better at it.

Mike Blake: [00:12:31] So, let’s dive in to, I think, what may be the most important question from a business perspective, and that is why learn a foreign language and in particular recognizing that. I happen to be fortunate. I was born in a country where my native language is one that is effectively the global trade language, right? Someday it might be Mandarin, but for now, it’s English. And so, a question that will come up here is, well, isn’t everybody that matters going to speak English and they’re going to speak it well enough so why do I need to devote my time to this? What’s the answer to that?

Lydia Machova: [00:13:13] Well, yes, you are lucky. If you were born speaking English and that is currently the lingua franca, the international language let’s say, yes, you are lucky, and it’s probably you are not that motivated to learn other languages. And, I think that’s okay for someone who doesn’t come in contact with people from other cultures.

Lydia Machova: [00:13:32] If you’re living in your little town and you don’t interact with people online or live and you plan to stay all your life in that English-speaking country, then, yeah, it’s okay. I don’t think anyone, everyone needs to learn a language at all costs.

Lydia Machova: [00:13:46] But if you do interact with other cultures, then just like you said, it makes a huge difference if you show even a tiny bit of interest in the other person’s culture, which definitely has to do with the language itself. So, even if you learn some basics of the language, you can actually go to great lengths with that.

Lydia Machova: [00:14:07] But personally, I’m a promoter of learning a language to fluency. So, not just basics of many different languages to impress many people in a two-minute conversation but what I try to do is to learn a language to a comfortable fluency level where I can really use it. I can read any book, talk to anyone, watch any movie. And that gives me immense possibilities in my life. But I understand that if someone is stuck in a little town, in an English-speaking country, then that’s a different scenario.

Mike Blake: [00:14:36] So, an interesting trend that I have noticed is, during the pandemic, and I don’t know if this is a cause or they’re simply a coincidence, but more people seem to have an interest in learning foreign languages now, which I find ironic because the opportunity to travel was closed, making it less likely that you would encounter somebody where a foreign language would be useful. Yet, many people, I think, who never would have considered trying to take on the challenge of learning a second language have chosen to do so during the pandemic. And, I’m curious, A, have you noticed something similar? And if so, do you have any kind of ideas as to why that might be?

Lydia Machova: [00:15:27] Yes. I have noticed that. We have noticed a greater interest in our courses. And, I think it’s not because people would want to use the language right away when speaking to foreigners, but maybe because they realize they know on some level that in order to speak a new language, you need to give it more time, right? And it seems like a never-ending process, and you never have time for it because you are so busy doing your everyday life. And so, when COVID came, people started to think, “Well, how could I use this time? I’m at home. I could do something useful.” There were so many videos out there, right? People calling to others, “Okay, do something with your life, learn some new skills.” And, I think for many people, the language has been probably on the backburner for some time and they have wanted to learn it, but they never had the time, right?

Mike Blake: [00:16:07] Right.

Lydia Machova: [00:16:17] I think this is the natural way of looking at it. So, now that people have time, they wanted to spend it with language learning, which I think is cool.

Mike Blake: [00:16:27] An observation, excuse me, that’s often made is that children learn languages much more easily. And, there’s a perception that one can be too old to learn a foreign language that if you’re at my old age of 51 years old, I’m too old to learn a new language. Is that true? Is there something to that or there’s a significant benefit to being younger, even very young, and does it create a big obstacle if you’re older?

Lydia Machova: [00:16:58] It’s definitely not true that someone is too old to learn a language. But it’s a very convenient excuse, right, for people who have tried a little and they found, “Oh, this is quite difficult. Maybe I’m too old. Okay, I will keep telling everyone I’m too old to do that and I don’t have to explain myself why I don’t speak other languages.” Right?

Lydia Machova: [00:17:15] I know for sure that this is not right because this is not true because I have met people at the polyglot events that you’ve mentioned at the beginning, someone who has started to learn languages in their 60s and I had a conversation with them, with him, in at least six or seven languages and he was very good at it. He was fluent and he was, when I met him, he was 72 or 73, and he just got so excited about language learning. He couldn’t stop learning new languages, right?

Lydia Machova: [00:17:43] And then, I asked him, “Well, why start so late? Why in the 60s? Why didn’t you do it earlier?” And he said, “Well, I didn’t know about the amazing possibilities and they weren’t there when I was younger.” Just again, as you mentioned.

Lydia Machova: [00:17:43] So, this only proves to me that it is possible if the person is really interested in doing it and spending time with the language obviously. It doesn’t come within a week or a weekend. Language learning takes its time. But if you dedicate the time to it, then you can achieve the results at any age.

Lydia Machova: [00:18:11] At the same time, I have to say that obviously children are more able or they learn quicker. But it’s not just languages, it’s anything, right? This is a natural thing. This is how our brains work. They are like sponges when they are very, very young, and then it gets a little bit more difficult. But there is definitely not an age after which you wouldn’t be able to learn a language at all.

Mike Blake: [00:18:36] Now, you touched on something, and I want to move into this now because I think it’s really important. And, that is, one of the things the internet and, I believe, social media has done is that it’s made it possible to have an outlet for a language in a way that was not possible when I was learning, when I was studying languages at first in the 1980s. Right? You know, there might be five-year-old magazines in the library and some old tapes or even records, Pimsleur came out on records initially, and a foreign language bookstore or something. But nothing in the order of today, whereas one of the languages I’m learning now is Swedish and I can walk out and I can use it today. I can engage on social media. I can listen to podcasts. I can watch anything that I want. And, you know, talk about that, you know, does the fact that we have the opportunity to engage in foreign languages does that lead to a greater interest and even a greater benefit of learning a new language?

Lydia Machova: [00:19:46] I think so, yeah. I mean, I was born in ’89, so I cannot say how it was in the ’80s or ’70s learning a language, but I think it would be very difficult. I cannot imagine how I would do it, even how I would go about doing it and learning a new language. But I also think that if people didn’t have so many opportunities to travel and to interact with other people, then obviously the motivation was a lot lower.

Lydia Machova: [00:20:12] And, I’m speaking of someone coming from Slovakia. We were a communist country at that time. You could not travel anywhere. The borders were closed, right? You could go to Russia or Ukraine, and that was it. So, no one really was motivated to learn English or some other Western languages.

Lydia Machova: [00:20:29] So, yeah, I think this is very natural. But I also look at it from the point of view of the process of the methods, how to learn a language. I think if someone just had one book available at the library with some tapes that go with it, that must have been really boring. I personally hate this type of learning because you listen to a short recording. It’s usually very artificial. It’s nothing, nowhere close to real-life conversations.

Lydia Machova: [00:20:59] And if you compare it to today, we have, I mean, just YouTube is the immense source of materials for any language. I mean, I used YouTube to help me learn Swahili, right?

Lydia Machova: [00:21:10] Any language that all you can have any content you like. It can be about a topic you’re genuinely interested in, and you don’t only listen to it because you’re supposed to practice, you’re listening right now, but because you actually want to learn about this interesting topic and you can see how much you understand. And it’s such a fascinating process when you are interested in the topic, right, and you listen to a recording, you’re still just a beginner, you only get a few words. But then you keep on listening and working on your language, improving your vocabulary, getting to know the grammar, and in a few months, you can actually start understanding whole pieces of the video. It’s such an amazing, fascinating process that I think people who were learning in the ’80s, ’70s just couldn’t get.

Mike Blake: [00:21:57] So, you mentioned that you learn Swahili and, of course, you know, nine languages. Somebody listening to this podcast may now be intrigued about learning a second language. How would you go about deciding which one to pick? I mean, there’s so many of them. How do you decide which one to learn?

Lydia Machova: [00:22:23] I would definitely say you need to have a solid reason for learning that language. Because if you pick a language randomly, like, “I think it would be cool to speak whatever,” right? Then you will have to put a lot of effort into something which doesn’t really enrich you in any way, right? You need to know why you want to learn that language or where you will practice it, how you will interact. As you said, you can use Swedish on social media.

Lydia Machova: [00:22:49] It can be just a hobby of yours, so you don’t need to necessarily have something to do with Sweden or the language that you want to learn. But you need to find it interesting to actually use the language in practice because otherwise why bother? Why learn the language at all?

Lydia Machova: [00:23:06] So, I personally had a reason to learn all of my languages, and some of the reasons, most of the reasons, were traveling. For example, I really wanted to do the Trans-Siberian Express, from Moscow to Mongolia. And, I said if I do this, I only want to communicate in Russian the whole time. I want to have a full experience, not be a tourist, smiling politely and hoping someone speaks English, right? I wanted to have genuine conversations with the locals. So, I spend two years learning Russian. And then, I took the trip and it was the most amazing trip in my life.

Lydia Machova: [00:23:39] So, yeah, definitely have a reason to learn a language. So, if someone is listening to this and thinking, “Hmm, I might learn a language just because.” I would actually say think twice or think how would that language enrich you? And if you have a strong reason, I believe you can get it to fluency. If not, if it’s just like I can give it three minutes a day, well, that will not work. You will not learn a language with three minutes a day.

Mike Blake: [00:24:06] So, yeah, I’ve never done the Trans-Siberian railroad, but I lived over there for a number of years. That’s another bucket list thing. That has to be an amazing experience, but anyway.

Lydia Machova: [00:24:22] It is.

Mike Blake: [00:24:22] So, you talk about fluency – actually, there’s one other question I want to ask before I get into that, and that is, you know, in business there may be something of a conflict in terms of which language to study. There may be a language that you want to study because it will help you in business. But that may not necessarily be a language that you’re interested in because you have an interest in the culture or interested in other things that are connected with the language.

Mike Blake: [00:24:49] So, I’m curious, have you mentored people that maybe kind of felt like they had to learn a language for business, but their heart really wasn’t in it? Maybe, there’s another one that wasn’t as useful immediately, but that was really – you know, maybe they had to learn Spanish, but they wanted to learn Finnish or something, right. Have you encountered that? And if so, how does that work? Are there people that can sort of overcome the feeling like they have to learn a language for business or does it have to be more organic to really be successful?

Lydia Machova: [00:25:26] Yes. So, my answer in that question, I have obviously met a lot of people. This is actually quite a common problem. “I feel I should improve my German because I have learned it at school and it’s useful and, you know, I want to put it on my CV, but actually, you know, my heart calls me towards Italian or something.” In that case, I tell those people to go where their heart calls them because you cannot really trick your mind.

Lydia Machova: [00:25:54] If you are not genuinely interested in learning that language, you can do whatever you want. You can have the most effective methods, but your brain is just not interested, right? I believe learning is a very natural process, and our brain wants to learn stuff that it finds interesting and useful for life.

Lydia Machova: [00:26:12] So, if you feel you should and maybe, you know, like kids at school, my parents want me to learn the language and it will be useful to me one day but I have no idea how right now, then it just doesn’t work, and you will not really pick up any of that language.

Lydia Machova: [00:26:27] So, that’s one way to put it. I would say start with the language that you really want to learn because then you can see what an amazing progress you can make in a much shorter time, and I believe that you will get so interested in the process of learning the language that you can then easily apply it to learning other languages that you will need later on in life. Right?

Mike Blake: [00:26:47] Right.

Lydia Machova: [00:26:48] But also, so if someone has a situation where they really need to learn that language, it would really help them and they cannot quite get interested in that, I would say work on making it interesting for you. And, I can use my own example. Speaking of German, that was my second language. So, my first language was English when I was 11, and then we added another language when I was 15, German, at school. And I just hated it for the first two years. I thought it was the most boring language in the world. I didn’t like the sound of it. It was too complicated. I just didn’t like it. I got good grades, right? I could learn those words and learn some grammar, but my heart wasn’t in it.

Lydia Machova: [00:27:28] And then, I realized that I wanted to become an interpreter and I will need two languages for that. And, now I’ve already spent two years learning German, so German should be probably the other one. So, I was thinking, how can I make this more fun? How can I make it more interesting? And that’s when I actually started developing the methods that I now teach people. And, for example, with German, I started to watch German TV massively, half an hour every single day, and I didn’t understand almost anything at the beginning. But I got into it, and then I started watching some sitcoms that were repeated on TV and that got me interested. And, it was just fascinating for me to see how I fell in love with the language just simply by spending time with it, by using materials which I found interesting, by being hooked to the content, right?

Lydia Machova: [00:28:20] So, you can change your attitude to the language to sum this up. But I think that you cannot really force yourself to learn a language that you are not interested in and you do not find any joy learning the language.

Mike Blake: [00:28:36] I have my own sort of language abandonment story, and I’ll probably come back to it at some point as a matter of personal pride. But for a while, I was learning Dutch, and for whatever reason, Dutch and my mind just did not click. Everything was such a struggle. And I think it’s because Dutch is so close to English that I couldn’t get my mind off of applying English to Dutch. And, you know, I never got the word order right. And, I can explain to the grammar, I could never get the word order right. And, at the end of the day, I wasn’t so interested in Dutch culture. I didn’t have so much interest in doing the business in the Netherlands, especially because that’s one of those countries where everybody really does speak English quite well, so, and they’re happy to do so, that I just could not sustain the motivation.

Lydia Machova: [00:29:30] Yeah. I totally understand that. And, actually, again, you are not the only one. I have so many friends who told me that they found it extremely difficult to practice their Dutch in the Netherlands because everybody replies in English and the Dutch find it a nice gesture like, “Oh, I see you’re a foreigner, so I’m going to switch to a language which you are comfortable with.” But then my friends, polyglots, wanted to practice the language, right? They came to the country to practice and they felt really heartbroken. It’s like, “Oh, is my Dutch so bad that you switch to English?” But that’s because it’s so natural for them to switch to English, right?

Mike Blake: [00:30:05] Yeah. The Scandinavians are the same way. I probably learn Swedish more by not actually going to Sweden because if I’m engaging on social media, it’s just there’s no incentive for them to switch the language, right? But if I try to speak Swedish in Sweden, they’ll look at me and they’ll say, “Well, you’re kind of cute, but let’s not do this.” Right?

Lydia Machova: [00:30:26] Sorry. That just proves the point that you don’t need to travel to that country to learn it. And as you said in your case, maybe you even shouldn’t, because that can be counterproductive, right?

Lydia Machova: [00:30:40] With the internet and with the immense possibilities we have today, you can create that country in your mind, right? You can put on podcasts and YouTube videos, and you can have people speaking in that language to you in your ears all day long. So, yeah, you really don’t need to travel to another country to learn the language.

Mike Blake: [00:31:01] So, you mentioned a term that I want to explore with you because I think, to me, it’s a very sensitive term, almost an explosive term in learning a language, and that is the term fluent or fluency.

Mike Blake: [00:31:21] I learned years ago or I decided years ago I was never going to tell somebody I was fluent in a language because somebody will always come along that knows it better than I do. And, it served no useful purpose for me. And so, I tend to use the term I’m comfortable in a language or I can generally speak it without a translator unless it’s something that, you know – if I were representing the United States in a nuclear arms discussion with Russia, I would have a translator regardless. It’s too important to miss that, right? Even though there’s nothing I couldn’t do in that language if I wanted to.

Mike Blake: [00:32:03] But, but fluency, you know, the first question I receive if it comes up that I’ve learned a language – fluent – are you fluent? How fluent are you? I’m not even sure you can say how fluent are you where it’s sort of how pregnant are you.

Mike Blake: [00:32:20] So, I’d like you to comment on how you see the word fluency. What does it mean to you and do you sort of have the same – do you have a similar experience with the word that it can be almost a dangerous word in learning languages, the term fluency?

Lydia Machova: [00:32:38] That’s a very good question, and I really love this metaphor about how pregnant are you. Actually, I think we can explain this using this metaphor because with language fluency, just like you said, there is – we kind of tend to think about it that there is this highest level of speaking that language. And if you are not there yet, you shouldn’t call yourself fluent, right? You shouldn’t tell other people that you know this language already.

Mike Blake: [00:33:04] Right.

Lydia Machova: [00:33:05] But this is just like with a pregnant woman. Is a woman pregnant when she’s one hour before giving birth? Probably not, right? You see her with a belly, so you will say that she’s pregnant even earlier. But in the first three months or four, she doesn’t really show, so, right?

Lydia Machova: [00:33:22] This is really quite similar to learning a language. So, when the belly starts showing, coming back to this metaphor, that’s when you are gaining fluency. And, I believe there is a certain level when you are really comfortable using that language, although you are still making mistakes and this is perfectly fine. Fluency doesn’t mean that you don’t make any mistakes, that you know every word and you understand everything.

Lydia Machova: [00:33:52] For me personally, this is my definition of it. It means that you can easily have a conversation with a native speaker of that language, and it is not unpleasant or painful for the other person to have this conversation with you. Because a native speaker can have a conversation with a beginner and be very patient, right? But they need to be very careful about how to express themselves and what words to use, and then this learner will ask them, “Well, can you please repeat it? Can you say it in a simpler way?” This is not a very natural and nice conversation to have, right?

Lydia Machova: [00:34:24] So, I personally try to achieve the level where I can have a nice fluent conversation and I can read stuff in that language, which was meant for native speakers. So, not some simplified text, but normal textbooks, usually nonfiction, that is understandable to native speakers. If I can understand it, if I can read the book and it’s not painful for me, it’s actually enjoyable, that’s how I know that “Okay, I got to this. I got to this level and I can now use the language in practice.” Right?

Mike Blake: [00:34:57] Right. So, in Europe, of course, as you know, but our listeners may not, there’s a testing system to determine your level of facility with a language A1, A2, et cetera. I forgot what it’s called, but I know it goes all the way up to C2 as my understanding. In your mind, what is your experience with that system, and how valid is it as a measurement of your command of a particular language?

Lydia Machova: [00:35:27] All right. I believe it’s quite unfortunate, actually. It’s called the European Framework of Reference for Language Learning, and it’s very heavily used in here, in Europe. So if you ask someone in the street, they will tell you, “Oh, my French is B1 and I’ve got a certificate of B2.”

Lydia Machova: [00:35:47] But again, it’s unfortunate because it kind of gives you the idea that what you want to achieve is the highest level, the C2. That’s when you can say that you can stop learning the language and you don’t need to work on it anymore, right?

Lydia Machova: [00:36:01] So, just to clarify, there are six levels. A1, A2. This is beginners, just basics in the language. Then, we have B1 and B2. This is intermediate. And then, we have C1 and C2. But what most people don’t really know is that C1 and C2 levels are for people who want to use the language professionally. That’s for translators, interpreters, language teachers. You do not need to be a C-level speaker in order to use the language comfortably.

Mike Blake: [00:36:27] Okay.

Lydia Machova: [00:36:28] So, getting back to the metaphor, sorry, these [inaudible] fluency level, that’s what I would call a B2. And, I have a nicer metaphor, maybe to explain this. Have you seen the movie Cast Away with Tom Hanks?

Mike Blake: [00:36:44] I’m familiar with it. Yes.

Lydia Machova: [00:36:45] Okay. So, he gets stuck on an island, right? And, I hope I don’t make any spoilers here, but he tries to get away from the island and he fails several times. He builds a little raft and he cannot get across the last wave because the waves further away from the island are bigger and bigger and they always kind of drag him back, right? So, he stays there for a long time.

Lydia Machova: [00:37:08] I believe this is very similar to language learning because you are trying to overcome those waves and they are very small at the beginning. That’s when you are learning your first words and everything seems easy because, you know, you learn hi and thank you and everything else. But then the waves start to get bigger. So, the more advanced you are in the language, the more difficult problems arrive. And, for you to get to a comfortable fluency level, you need to overcome that last wave so that you get away from the island and you are not dragged back towards it with the waves.

Lydia Machova: [00:37:40] And for me, this level is the B2 level. It doesn’t mean that you cannot get any further. You can always go deeper and have a better, more professional understanding of the language. But if you get to B2, you are above that, beyond that last wave, and that means that you can stop rowing. You don’t need to work on the language. You don’t need to keep learning and go to language schools and pay teachers. You are already there. You will not get dragged back towards the island to zero knowledge, to complete beginner. And, the only thing you need to do is to brush it up when you need to activate it.

Lydia Machova: [00:38:15] So, you can afford not to use the language even for several years. And then, when the occasion comes, you will say, “Okay, give me a weekend or a week or maybe a month, you know, and I will get back into the language and I’m back on that fluent level.” This, I believe, is something that most people don’t know and that’s why they try to either get to C2 or they think that they don’t speak the language yet. But this is just like with the pregnant woman, right? You are pregnant even when you are not one hour before giving birth.

Mike Blake: [00:38:47] I like that. I like that way of analogy. It takes me back to my Russian experience. I had the very good fortune to start learning Russian in high school, believe it or not, and then through college. But then I got a job in, sorry, I studied in Moscow, and then I got a job in Minsk. And, the first three months that I was there, I realized that my school Russian was not going to be enough. And in a place like Minsk, nobody spoke English whatsoever. I either spoke or starved. And, I remember for the first three months I was in bed by 7 o’clock because I was so exhausted from learning the language and the flying because I was translating it. I didn’t have the brain pathways that I was speaking it as a language. I was translating in real-time all the time.

Mike Blake: [00:39:36] And then, there is one day where I crossed that wave and I don’t know exactly when the day was, but there did come a time when I realized I was now thinking in that language. That was now – that time was a third language, and it was no longer that kind of effort. But I never thought of it that in that metaphor. So, I may borrow that.

Lydia Machova: [00:40:01] Please do. Yeah. I think it explains it well because you don’t need to achieve the highest point of a mountain or something, right? But you get to that level. And, I’m sure that it was a great feeling for you when you woke up that day and you realized, “Wow, I can speak Russian.” It’s an amazing feeling, isn’t it?

Mike Blake: [00:40:19] It was actually a great day when I realized I got home from work and I didn’t want to go to bed right away. That was the big thing.

Mike Blake: [00:40:19] So, it’s interesting. So, your definition of fluency then I think is very important because I think there’s a belief that if you don’t achieve sort of your level of fluency where you’re a professional linguist, you’re a professional translator, that therefore that you fail. But in point of fact, and again, this gets into – again, you know what your definition of fluent comfort level, whatever, you can still get a lot done in a language without achieving that level, right?

Mike Blake: [00:41:10] I think the statistic I saw was that if you learn 2000 words in a target language, you can engage in 80% of what you need to engage with, and then if it’s ten thousand words or it’s about 95%, which isn’t that much if you pick the right words, right?

Mike Blake: [00:41:26] And, is that kind of what you teach your clients that it’s not about knowing every word because even native speakers make mistakes. You know, a lot of Russians don’t fully know all the grammar rules with all the connections and so forth. Is that what you teach them to sort of set their expectations at a realistic level?

Lydia Machova: [00:41:52] Yes, yes. And, I think that many people don’t even know that there is, as you say, an attainable level that will not take you ages. We are used to, at least in Europe, we are used to learning languages all our lives, and most of the people I meet here, they will say, “Lady, I’m just – I’ve been learning English for 15 years. I still cannot speak it. What does that tell me? It tells me I’m obviously not talented. It tells me I obviously cannot learn a language because I’ve been trying for 15 years.”

Lydia Machova: [00:42:24] But then when we dig a little deeper, we realize that, well, what were the methods? How did you enjoy that process? How much time did you really spend? Because if someone goes to a lesson once a week and there are 10 people in the classroom and then they spend one lesson reading and then on one learning grammar, and then they speak every fifth lesson and they say two sentences. Well, no wonder you don’t speak the language because you haven’t practiced the skill of speaking, right?

Lydia Machova: [00:42:47] So, this is one problem that people feel that they have been learning the language forever and they still don’t have the results, but also they don’t realize that the result is actually usually very near at their stage. If they’ve been – if they’ve spent some time with the language for 15 years, then they can actually achieve amazing progress within half a year or a year if they give it maybe half an hour, an hour tops, a day, they can actually get to that fluent level and stop learning. You don’t need to keep on learning forever, so it actually saves you time, right? Rather than, if you decide to give it a little bit of your time, one hour one lesson a week for 15 years, and you feel you will never ever get there. It’s a huge difference. So, yeah, people don’t usually know about this comfortable fluency.

Mike Blake: [00:43:36] I’m really glad you brought that up because I think that point is so smart. Because when you look at it, if we tried to learn any skill, it could be computers, it could be making shoes, if the only exposure we had to it was one hour of lecture a week and hands-on experience of five minutes a week, you’d never make very good shoes. You’d never be very good with computers either. So, there’s no reason that should be different with a language.

Mike Blake: [00:44:06] And, I want to kind of pause on this a little bit because, and you’ve mentioned this before that people say they’re too busy to learn languages. I suspect you and I agree. It’s not that you’re too busy. It’s, A, you don’t know how – you don’t really understand what time it takes. And, B, you’re just choosing to do something else with your time, which is fine, right? But unless you tell me you never watch television, you never surf social media, you have time to learn a language. You’re just deciding those other things are more important.

Lydia Machova: [00:44:35] Exactly.

Mike Blake: [00:44:36] But, you know, and there’s a common, I think, misconception and I think you agree, but please tell me if you don’t, that the only way that you can – sorry, I was going to say the bad word, that you can learn a language well is through immersion that you have to live in that country or you have to be in a U.S. Military Monterey school, which is really good, or a three-month – live in a farm for three months where they only speak Egyptian or something. But that’s not really true, is it?

Lydia Machova: [00:45:10] No, definitely not. And, I believe it’s so comfortable for people to think of language learning in this way because it is easy, right? It’s like, “Hey, here’s my money. Come and teach me or bring me to your course where you will give me exactly the right material I need to have every day and walk me through your process. And after three months, I speak the language.” Right?

Lydia Machova: [00:45:34] I think that people like to approach it in this way. You need to travel because they want to maybe get rid of the responsibility for learning, right? And, obviously, it helps. I mean, if you can immerse yourself in the language by going and living in the country or being around the native speakers of that language, that’s awesome. Use it, use those opportunities. But you don’t have to in order to learn the language.

Lydia Machova: [00:45:59] And, I know so many people and actually, I’m an example of that too, that you don’t have to do it because you, as I said, you can create that environment, that language environment in your headphones, on your computer. You can look out for those opportunities to talk to people with today’s international world. Even for me living in Slovakia, it’s very easy to find native speakers speaking French or Spanish or Polish here in Bratislava, right. So, however you decide to approach this, make sure you find the right opportunities to practice the language and you can absolutely do it if you take the responsibility for doing this by yourself, right?

Mike Blake: [00:46:42] What in your mind is the most common mistake people make when setting out to learn a language?

Lydia Machova: [00:46:50] Well, it boils down to this responsibility again. They look for external resources that will feed them the language, spoon-feed them, right. They want a ready-made solution, a shortcut, something that will not cost them any energy, any time. They are willing to pay money but just do it quick, right, preferably in my sleep. And people just –

Mike Blake: [00:47:16] I was going to ask you about that. I take it you’re not a big fan of these programs that say they’ll teach you a language while you sleep.

Lydia Machova: [00:47:25] Well, I won’t say that they don’t work, but I haven’t found one that works yet. If someone comes and convinces me that this work, I’m very happy. I believe that technology has still to bring us a lot of inventions, amazing inventions, which will probably change even language learning.

Lydia Machova: [00:47:42] But so far, nothing like that has ever worked. I haven’t met a single person who would say I learned a language effortlessly. It doesn’t work because it’s a skill. You need to learn so many new words and you need to have listened to so many recordings, right, and need to have had so many conversations that it just doesn’t work. It does take time.

Lydia Machova: [00:48:01] So, most people realize this and they want the shortcut. And, usually, they look for the easiest solutions. So, they download an app, right? There are many very popular apps and they just want to give it this five minutes a day and they expect that this is how to learn a language, but it’s just not enough. It cannot work like that.

Lydia Machova: [00:48:20] So, I believe this is the biggest problem, taking responsibility for the learning and approaching language learning as a skill that requires some time.

Mike Blake: [00:48:29] We’re talking with Dr. Lydia Machova of Language Mentoring, and the topic is, Should I learn a second language?

Mike Blake: [00:48:35] Just a few more questions because our time is nearly up. But I did want to – you just touched on something I want to ask you. What is your opinion of all these new apps that are out? The Duolingo, the Memrise, the beams of the world. Maybe, even Rosetta Stone gets lumped into that. How useful are they as a language learning tool?

Lydia Machova: [00:49:00] I believe they are useful, and I’m personally also a fan of them. But I take them as a nice, playful addition to my language learning because I believe it’s very difficult for an app like this to cover all of the language skills that you need to learn.

Lydia Machova: [00:49:19] So, if I only put words to pictures within the app or I only repeat some phrases, I’m not forced to really think about some words and say them to create content in the language. It cannot help me to learn to speak. There is no process in this app that can help me to speak because the only way to learn to speak a language is to practice speaking it, right.

Lydia Machova: [00:49:44] So, these people expect that just by being playful with the language and playing with the words, they will somehow magically learn to speak the language. I don’t get it how it should be even possible. I don’t expect this from the app because I know I’m not practicing that, right?

Lydia Machova: [00:50:01] So, I’m not opposed to the idea. I think they’re a great gateway to learning languages, and I like it when people get excited and they’re very addictive. Let’s face it. They are built to be addictive, right? And, I myself have been hooked on Duolingo and Memrise and all of these apps. But I’ve always realized that this is a very nice game, right, to be in contact with the language but I need to work on the language elsewhere, too, if I want to really speak it. If I just want to kind of dabble in it and learn a few phrases to use on my holiday, then they’re the perfect solution. Go for that. Use them and go on holiday and impress the native speakers, right?

Lydia Machova: [00:50:40] But if you want to actually use the language, learn it, know it. Be beyond that last wave. Be fluent in it. The apps will never be enough, at least not the ones that we have so far. I haven’t seen an app which would cover all that.

Mike Blake: [00:50:54] I think I agree with that. I’ve found Duoling – I tend to use Duolingo and Memrise, and to me, they’re a good start, but I quickly found that if I really – if I wanted to achieve the level of comfort that I wanted to achieve, I needed to have an actual textbook in front of me where I could see how the language is structured. And, I’ve also found a word frequency dictionary to be helpful, as well as flashcards. Of course, everything’s different for other people.

Mike Blake: [00:51:30] In your system, and I hope I’m not asking you to give away too much intellectual property, but when somebody sets out to learn a language and maybe they did start with Duolingo but they realize that Duolingo can only take them so far, what are other tools does a person need to have in order to be successful?

Lydia Machova: [00:51:50] Right. At the very beginning, I agree that a textbook is a must. I have known a lot of other courses. I tried learning some of my languages with them so that I can test different resources and different materials. But at some point, I agree that in order to really understand the language and start understanding the nuances and the differences and why does it work like this, you need to have certain textbook material, right?

Lydia Machova: [00:52:19] But afterwards, if you get over those first two stages, A1, A2, beginner stages, and you become a lower intermediate where you can already understand roughly what texts in the language are about or you watch a movie and you don’t understand everything but you get different phrases and you can kind of get by, that’s when it starts getting really interesting because that’s when you can use immense resources online and you can start using them according to the topics you enjoy.

Lydia Machova: [00:52:49] So, that’s when you can introduce podcasts and start reading books. You can start with simplified books or bilingual books. There are hundreds and thousands of them online available. And, you can pick materials that you are interested in and then spend time with them systematically so that you can acquire new vocabulary and understand more of the grammar and also gradually start speaking, practicing the output as well.

Mike Blake: [00:53:16] So, just a couple more questions before you go. I want – I’d like to talk about the word polyglot because, you know, at least in the English language, I can’t speak for other languages, but the term polyglot has almost a magical meaning, in a way probably too magical, if I’m honest about it. Is a polyglot somebody who, in your mind, is that somebody who speaks three languages or more? Is it five? Is it 12? Does the term really even matter?

Lydia Machova: [00:53:56] I wouldn’t say it does, and there is no official definition of the word. A polyglot is a person who speaks multiple languages. But in today’s world where there are so many people from different backgrounds and countries, it’s very natural for people to naturally go through life and pick up two or three languages, right? Your mom is Spanish and your father is American, and you spend a lot of time in France, so you end up speaking three languages.

Lydia Machova: [00:54:24] But I believe polyglot is really someone who enjoys the process of learning new languages and learns them also for pleasure. So, it’s not that you picked up the languages because you had an international life or your dad was a diplomat or something, but because you are truly interested in the language, right? So, I see polyglots more as people who take language learning as a hobby.

Mike Blake: [00:54:50] Okay. Yeah. I think that’s right. I like that definition, and maybe it’s no different than somebody who just learned as a musician, who learns different instruments. Right? Maybe, someone plays the guitar and the piano, and that’s just what they decided to do.

Mike Blake: [00:55:05] Lydia, this has been a fun conversation. I could talk to you for hours, but I know it’s Friday evening where you are. So, I want to be, of course, respectful of your time. There are probably questions we didn’t get to that a listener would like to know about, or maybe a question we didn’t go into as much detail on. If a listener wants to contact you to find out more about this topic or maybe take advantage of your expertise, can they do so? And, what’s the best way to do that?

Lydia Machova: [00:55:35] Yeah. I would be happy to. So, you can find me at languagementoring.com. And, we are on social media as well, Facebook, Instagram. You can watch some YouTube videos. I have some lectures and presentations in polyglot events, also findable on YouTube. So, yeah, language mentoring is the term.

Mike Blake: [00:55:59] That’s going to wrap it up for today’s program. I’d like to thank Dr. Lydia Machova so much for sharing her expertise with us.

Mike Blake: [00:56:05] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next big business decision, you have clear vision when making it. If you enjoy these podcasts, please consider leaving a review with your favorite podcast aggregator. It helps people find us so that we can help them. If you’d like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblackeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group, a group that doesn’t suck. Once again, this is Mike Blake. Our sponsor is Brady Ware and Company. And, this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, Decision Vision podcast, language learning, Language Mentoring, learning a language, Lydia Machova, Mike Blake, second language

Workplace MVP: Stephanie Savoy, American Renal Associates, and Geoff Simpson, Presagia

November 18, 2021 by John Ray

American Renal Associates
Minneapolis St. Paul Studio
Workplace MVP: Stephanie Savoy, American Renal Associates, and Geoff Simpson, Presagia
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Presagia

Workplace MVP:  Stephanie Savoy, American Renal Associates, and Geoff Simpson, Presagia

Managing leave of absence requests can be an overwhelming and complicated task for any company. Stephanie Savoy, Senior HR Manager at American Renal Associates, admits to using an “unruly” spreadsheet and relying on multiple sources to monitor changes in the law. She and Geoff Simpson with Presagia joined host Jamie Gassmann to talk about the challenges compounded by Covid, and the solutions offered by Presagia that helped American Renal Associates get a handle on their leave tracking and the confidence that they can remain in compliance. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

American Renal Associates

American Renal Associates (“ARA”) is a leading provider of outpatient dialysis services in the United States. ARA operates more than 240 dialysis clinic locations in 27 states and the District of Columbia serving more than 16,900 patients with end stage renal disease. ARA operates principally through a physician partnership model, in which it partners with more than 400 local nephrologists to develop, own and operate dialysis clinics.

Company website | LinkedIn | Facebook

Stephanie Savoy, Senior Human Resources Manager, American Renal Associates

Stephanie Savoy, Senior Human Resources Manager, American Renal Associates

Stephanie Savoy, SHRM-CP is currently a Senior Human Resources Manager overseeing the Leaves Administration department at American Renal Associates (ARA).

With over 13 years in the human resources field, Stephanie has worked in non-profit biomedical research, higher education, and healthcare settings. Prior to ARA, she worked at the Massachusetts Institute of Technology in the Sloan School of Management as well as the Office of Resource Development. In addition to her expertise in leaves of absence, she has experience in a variety of HR facets including compensation, recruiting, organizational development, rewards & recognition, and D/I.

Stephanie continues to mentor and coach her staff and the entire American Renal leadership team on the leaves process and its operational impact on the organization.

LinkedIn

Presagia

Founded in 1987, Presagia has a long history of helping organizations solve complex business problems with easy-to-use solutions. Today, this means providing cloud-based absence management solutions that enable organizations to be more efficient, control lost time and risk, and strengthen compliance with federal, state and municipal leave and accommodation laws.
Their absence story began in 2006 with the acquisition of California-based AtWork Resources, a firm specialized in absence management best-practices. At this time, they also engaged the national employment law firm, Jackson Lewis, to help them identify and translate all of the federal and state leaves laws across the U.S. into technology.
Their goal was to create a software solution that would provide employers with the decision support needed to manage all laws compliantly, while also streamlining their processes. The result was the development of Presagia’s absence management platform, consisting of two integrated modules – Presagia Leave and Presagia ADA.
Company website | LinkedIn

Geoff Simpson, Vice President, Sales and Marketing, Presagia

Geoff Simpson, Vice President, Sales and Marketing, Presagia

Geoff Simpson holds a B.A. in Political Science from McGill University and has been with Presagia since 2004 in a variety of roles working on sales, marketing, and partnerships.

Working closely with companies ranging from a few hundred employees up to Fortune 500 and reviewing their issues and requirements has strongly positioned him to understand the needs of employers today while retaining extensive knowledge of Presagia’s technology.

He has authored articles, whitepapers and case studies on absence management best practices and presented at industry events.

LinkedIn

 

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

TRANSCRIPT

Intro: [00:00:04] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:26] Hi, everyone. Your host, Jamie Gassmann, here and welcome to this episode of Workplace MVP.

Jamie Gassmann: [00:00:33] Navigating the various leaves of absence cases and laws can be complicated under normal circumstances. Well, over the last year and a half, employers have had to navigate anything but normal. In fact, the leave laws continue to change regularly, making it complex and difficult for H.R. leaders to stay current and knowledgeable across all the various state and federal leave laws. Combine that with helping your employees to understand what is available to them and what they need to provide to be eligible, and along with the navigation of supporting the daily needs of the workplace, H.R. leaders and business leaders have a lot to navigate.

Jamie Gassmann: [00:01:13] So, how do they find a solution that helps to ease the complexity and challenges with leaves of absence? And how can they stay current and on top of the constantly changing laws? And what are some best practice approaches to creating a seamless process in your organization?

Jamie Gassmann: [00:01:30] Well, joining us today to share their experience, both as an H.R. leader navigating the complexity of the leaves and as a solution provider, what they have seen work and not work, are Workplace MVP’s Stephanie Savoy, senior human resources manager for American Renal Associates, and Geoff Simpson, vice president of sales and marketing for Presagia. Welcome to the show, Stephanie and Geoff.

Stephanie Savoy: [00:01:56] Thank you so much. Happy to be here.

Jamie Gassmann: [00:02:00] So, let’s start out with our first Workplace MVP, Stephanie Savoy, senior human resources manager for American Renal Associates. Now, you mentioned on a previous call that you sort of fell into your H.R. career. Can you share with our audience your journey that you’ve taken with your career to this point?

Stephanie Savoy: [00:02:22] I did. Yeah. So, I think like most H.R. professionals, I definitely did fall into the H.R. world. I started my working career as a front desk receptionist at a biomedical research institute in Cambridge, Mass. I may have smiled at the right person. I landed up at MIT as an AA to an H.R. director and expanded my HR knowledge there over about eight years. Until the traffic into the city got a little bit too much for me, that’s when I found American Renal and I’ve been here for about five years now.

Jamie Gassmann: [00:02:59] Wonderful. It must have been one heck of a smile. So, tell us a little bit about what does American Renal Associates do and how big is the employee base, and just kind of any details you’d like to share about kind of what you navigate on a daily basis with that organization.

Stephanie Savoy: [00:03:17] Absolutely. So, American Renal is a provider of outpatient services for dialysis. We serve close to 17,000 patients with end-stage renal disease, and we have about 4500 employees. We have 240 clinics across the country. We are in 27 different states, including District of Columbia. So, our employee base is really varied. So, we have California, super employee-friendly; Texas; South Carolina; Massachusetts. We are all over the place. So, we definitely have to be flexible and be on our toes constantly.

Jamie Gassmann: [00:03:59] Yeah. Absolutely. It sounds like, especially when you’re navigating all those different states and having to be aware of what their rules are and their laws. So, in taking your role at American Renal Associates, what was the leave of absence management process like when you first came into the position?

Stephanie Savoy: [00:04:20] Oh, goodness. It was very, very manual. Looking back, we had multiple Word document templates for our eligibility and designation notices so that was for each and every leave situation you can imagine. We had to make sure we picked the right one. If there were any updates, we had to manually update all of our letters so that was very time-consuming.

Stephanie Savoy: [00:04:45] In addition to that, in order to track our leaves, we had an Excel spreadsheet, which over the years just grew to be giant and unruly. We just kept adding tabs for each year as each year went by. Funnily enough, we actually kicked the Excel spreadsheet once we moved to Presagia, and I tied it up with a nice, pretty bow, February 28, 2020. And then, two weeks later, the world just went upside down, so that was really great timing.

Jamie Gassmann: [00:05:20] Oh, my goodness. And what great timing. But before, you know, before you – with the Excel spreadsheet. So, obviously, there had to have been some kind of red flags you were seeing where you’re like this process is just not going to continue to work. But what were some of the kind of final, you know, “we really have to make a change”, like those final signs where you were like this is just not going to cut it going forward. What were some of those that were kind of presenting themselves that helped to kind of move in the direction of bringing on a software platform like Presagia?

Stephanie Savoy: [00:05:55] Yeah. So, we’re always looking for ways to be more efficient whether it’s saving time, saving money, making a better experience for my team and for our employees, not to mention the unruly spreadsheet kept freezing, you know, computers would just implode. It was really terrible.

Stephanie Savoy: [00:06:15] So, when I was tasked with, you know, taking a look at what can we do as a solution, I looked at different providers and services out there, and that’s when I found Presagia and they definitely offered the most robust solution for us. And not only did they have letters that would be automatically generated for each leave case, it was a tracking tool and best yet it was a compliance tool as well. Being in 20 different locations, it was wonderful to just put in someone’s details and then come up with all the information on what would apply for their specific situation.

Jamie Gassmann: [00:06:54] How did you do that beforehand? I mean, how did you – how would you keep up with like the leave laws? I mean, obviously, I know, and we’re going to get to talking about over this last year, a year and a half, you know how quickly laws continue to change. What was that like for your group prior to having a platform like Presagia? Like, how – what did you do?

Stephanie Savoy: [00:07:19] Yeah. So, it’s actually one of my favorite parts of my job is to keep up on all the regulations. I love to read. I love to just research. And so, we would rely on blogs that would have just kicked out emails every week with updates. We have outside legal counsel that we rely on to help us make sure that we’re in compliance.

Jamie Gassmann: [00:07:40] And then just kind of the news, too. We would just see the updates and be like, “Oh, we have a location in that state. We should probably look that up.” And then, you know, apply the different situations.

Jamie Gassmann: [00:07:55] That sounds very manual and time-consuming, but probably potentially a little risky to it. For some reason, you missed one clause or shift to that. You know, they changed. So interesting.

Jamie Gassmann: [00:08:07] So, now looking at, I mean, you said you tied your bow on the spreadsheet, which I’ve, you know, been in roles were the spreadsheet is the source. And then, somebody missed data sorts and everything is jumbled and you’re going, “Oh, my gosh, how do we reorganize that?” So, I can imagine what the complexity if something were to get out of sorts with, you know, where you’re managing your leaves of absence.

Jamie Gassmann: [00:08:33] So, looking at the last year, you know, you brought on Presagia right at the right time because obviously March is where a lot of organizations experienced, you know, various levels of different types of leaves, but also just changes in H.R. in general with, you know, remote work and things of that nature.

Jamie Gassmann: [00:08:52] So, talk to me about what were your leave volumes, you know? What have they been like, you know? And, did you experience a change within your organization? Because I know you mentioned before you have frontline workers, so people who would have been still, you know, accessible to the public during the last year and a half, and then you have probably some that are in a remote setting because they’re more kind of office working. So, talk to me a little bit about the dynamics of, you know, what it was like going through the last year and what kind of experience did you have with your volumes of leave?

Stephanie Savoy: [00:09:25] Yeah, definitely. So, we provide life-sustaining treatments to patients, so there’s no days off. We have to have people there administering that treatment.

Stephanie Savoy: [00:09:39] So, throughout the pandemic, it was, we need to step up for our frontline responders to deliver that treatment to our patients. Obviously, there were other situations going on where people may not have been able to be there. So, our leaves definitely increased.

Stephanie Savoy: [00:10:01] We saw pre-COVID about, you know, we were handling about 120, 130 leaves per month. At the height of the pandemic, probably in July 2020, we got to 201. It was varied reasons. You know, in the beginning of the pandemic, I think there was a lot of fear of the unknown. We saw people with underlying health conditions that if they were to get COVID, it would be really detrimental to their health and their livelihood.

Stephanie Savoy: [00:10:31] We saw COVID positive leave themselves and we saw child care leaves, too. You know, staff who maybe their children’s daycares had closed or their children’s school went remote and they had to be there to ensure that they logged in and got their education. It was definitely a test to the work-life balance scales.

Jamie Gassmann: [00:10:55] Absolutely. And so, looking at that, you know, you kind of mentioned a few of the common ones over the last year. You know, typically what are some of the common leaves or common reasons that employees are taking leaves from your experience, from what you’ve seen?

Stephanie Savoy: [00:11:11] From my experience, we usually see routine, planned surgeries, you know, unexpected injuries or illnesses, pregnancy. There’s always babies, which is the happiest leave that we can process. We love the baby pictures over here. So, those are most of the common types of leaves.

Stephanie Savoy: [00:11:31] In March 2020, we surprisingly saw an increase of military leaves, of extended military leaves, because of the National Guard. They got called. So, we saw a good amount of those come through and we’re seeing more anxiety and depression leave-related reasons. You know, just whether it’s directly related to COVID or indirectly related to COVID.

Jamie Gassmann: [00:11:58] And now, that we’re coming, you know, obviously we’re at the end of 2021, you know, still facing some of the same challenges that we started facing back in March of 2020. Are you seeing any shift in the types of leaves? Have they kind of moved in, you know, changed like all the kind of ups and downs that we’ve gone over the last year? Are you seeing that or is this kind of tapering out to be a little bit more consistent with depression, anxiety, and those types of leaves? Or is it, you know, what are you seeing?

Stephanie Savoy: [00:12:29] Yeah. We’re definitely seeing long-term effects of COVID, again whether it’s directly related or indirectly related. We are seeing more planned surgeries that get back on the schedules, which is a nice thing to see. You know, people are opening up their offices again and those are, you know, deemed okay to move forward with, and always babies, always babies.

Jamie Gassmann: [00:12:57] And that’s always a good thing, though. I agree with you. It’s always kind of fun to see the baby pictures. So, and obviously with that is the fast pace of law changing that’s happened both at a federal and a state level. So, how do you keep on top of ensuring that your organization is aware and following them? I know you mentioned the news, but I’ve got to imagine now with the Presagia solution, you have a better way to do that. Can you speak to that a little bit?

Stephanie Savoy: [00:13:31] Yeah. So, Presagia is great. They do keep up to date on the regulations. Things are coming out so fast and furious, and sometimes we’re working with Presagia to say, “Hey, have you seen this? Are you going to add that to the system?” And so, they have a compliance team themselves and we have a contact over there that we all kind of huddle together and say, “Okay, we saw this. How does it apply to us and when can we get this in the system?” So that’s been really great to just know that, okay, the system will let us know exactly all the new leaves and how it applies to our specific staff and their situations.

Jamie Gassmann: [00:14:09] Wonderful. Now, you also shared with me at a previous call that you have a motto that you’ve set for the last two years and you’re going to continue that motto going into 2022. Can you share with us your motto and why you have that as your kind of theme for the year?

Stephanie Savoy: [00:14:28] Absolutely. Yeah, for the years. I can’t believe that we’re on year three. I think pivot was a really big word in 2020. Mine is similar, but it’s patience and flexibility. Whether I’m asking that of my team to be patient and flexible with me, you know, as our workload increases, having patience and flexibility with themselves. You can – we only have so much time in the day and I’m not asking them to work nights and weekends if they don’t want to. If they want to, wonderful. I’ll take it. But I don’t want them – you know, I want them to have a really good work-life balance. So, the work is the work. You know, be patient and flexible with what comes in and just, you know, take your time. Do one thing at a time and just touch each case and tie it up at the bow and move on to the next one.

Jamie Gassmann: [00:15:20] Yeah. I love that. That’s a great motto for both professional and personal situations, especially, you know, going into the third year of some of the challenges we’ve been experiencing. So, thank you for sharing that with us.

Stephanie Savoy: [00:15:32] Thank you.

Jamie Gassmann: [00:15:33] So, now let’s shift to our second Workplace MVP, Geoff Simpson, vice president of sales and marketing at Presagia. Hi, Geoff.

Geoff Simpson: [00:15:43] Hello, Jamie. Thanks for having me.

Jamie Gassmann: [00:15:46] Absolutely. So, now you’ve been with Presagia for a while now. Can you share with us your career journey and how you’ve gotten to where you are today?

Geoff Simpson: [00:15:57] Absolutely. So, like with Stephanie, I kind of fell into the whole absence management H.R. world. I actually began with Presagia straight out of university, which is longer ago than I would like to admit at this point.

Geoff Simpson: [00:16:10] And at the time, we actually developed electronic health records for the sports medicine world. So, I began in marketing at the company, and at that time we were looking at a way to really get into the whole workforce management world. And, I worked with our leadership team, did a ton of research, and we found that there was just this huge gap in absence management and compliance with all the different leave laws out there. So, we work to really figure out what is the solution that we can provide to that market.

Geoff Simpson: [00:16:41] I then worked with the whole launch of the product, marketing of the product to eventually start working more on alliances as well, and then picked up sales, too. And that kind of led us to where we are today. Right now, I run sales marketing alliances.

Jamie Gassmann: [00:16:57] Awesome. Great story. So, tell us a little bit about what Presagia does.

Geoff Simpson: [00:17:02] Absolutely. So, we are a software company and we really focus on absence management and compliance with all of those regulations out there. And, if you think about in the U.S. alone, you have more than 500 federal state and local leave rules. We also cover Canada, and that adds about another 150 leave rules. So, there’s a lot out there.

Geoff Simpson: [00:17:24] And what we did is we actually built a Leave Rules Engine that contains all of those rules, and we did that in partnership with a large employment law firm who really helped us initially look at all the laws across the country and then figure out how do you translate those laws into technology and create solutions that really employers can use.

Geoff Simpson: [00:17:46] So, we’ve developed solutions now that go across all types of organizations that manage leave. You have our Presagia Leave Solution, which is really for typically employers with a thousand or more employees. We have our Leave Genius Pro Solution, which I’ll talk about a bit later, which is designed for small, medium businesses.

Geoff Simpson: [00:18:04] We have our Absence Compliance Engine, which is actually our rules engine, which we can license out to like software companies that want to build their own leave technology, as well as an H.R. solution for groups to provide leave administration services. So, again, software at the end of the day, but really just helping any company that needs to be able to manage leaves, accommodations, that whole absence management world.

Jamie Gassmann: [00:18:27] Wonderful. And, now you kind of – you’re touching on this but supporting many organizations through your software and your leave of absence management and their leave of absence management. So, when they first come to you, what are some of the challenges that you commonly hear that workplaces are experiencing when it comes to their leaves of absence?

Geoff Simpson: [00:18:48] Okay. So, I think this goes back a little bit to what Stephanie was saying, where there were spreadsheets that were being used. And, I think this is really common. There’s still a lot of employers who are managing leaves and absences with spreadsheets and sticky note and Outlook tasks and that very manual world.

Geoff Simpson: [00:19:10] So, the issues that you tend to see there, there are a number of them. So, there’s the efficiency side of the equation. So, it just takes a lot of time to break out a calculator and calculate does an employee have enough hours’ work to actually be able to take things like the FMLA. They have to fill in letters and all the forms need to be sent out. Huge, huge, time-consuming process. There’s compliance.

Geoff Simpson: [00:19:33] So, not everyone loves to research the laws like Stephanie, but you actually do have to always make sure you’re up to date on all those laws out there across all the jurisdictions you have your employees in.

Geoff Simpson: [00:19:47] High absence rates. That’s another piece of the equation. So, if leave is not really under control, quite often employees are taking more absences than maybe they’re even entitled to. Maybe it’s that some employers we’ve talked to they’re forgetting to return employees to work on time, so people just stay out, which has productivity impacts.

Geoff Simpson: [00:20:07] There’s poor visibility into trends. So, if you’re managing things on spreadsheets, you’re not really going to be able to report on your absence trends. So, where are you having more lost workdays? Are people not reporting leaves at all? That type of thing.

Geoff Simpson: [00:20:22] And then, also there’s the employee experience piece of the equation. So, oftentimes when employees need to take or when an employee needs to take leave, it’s oftentimes a major life event and they want to have some hand-holding going on there. And if you’re too focused having to just keep up with sending letters out and doing the tasks you have to, you’re not really able to provide that hand-holding that really leads to a better employee experience. So, those are some of the issues we see.

Jamie Gassmann: [00:20:52] Yeah. And I mean, I can see, like, you know, if there’s an intermittent leave, where they’re, you know, on, you know, part of the time off, part of the time, you know, that could get really complicated to track as well, and how do you manage that.

Jamie Gassmann: [00:21:06] So, but from an employee perspective, you know, a lot of the times employees aren’t aware of what they’re eligible to take. And to your point of the hand-holding, they’re probably not even aware of how to even handle that process. I mean, is that some of the things that you’ve heard from the employers you’ve worked with?

Geoff Simpson: [00:21:25] Definitely. And I can say just personally if I wasn’t in this world, I wouldn’t have a clue about the different leave laws that are applicable to any leave requests that I would want to make. So, I think we hear that quite a bit, that employees, they need support. They need someone who can really guide them through this process.

Jamie Gassmann: [00:21:42] Yeah. Wonderful. So, talking about the process, from your perspective, why is it so important for it to go smoothly for both the workplace and for that employee? You know, what kind of impacts can it have overall? I know you mentioned productivity. But what are some of the other impacts it can have on the organization?

Geoff Simpson: [00:22:03] Yes. So, we’ve kind of already touched on this a little bit, but one of the big ones is non-compliance. So, if you’re not knowing what laws are out there or what the laws actually provide, then you may not give employees what they’re actually entitled to, which obviously has an employee experience impact but it also has the impact of you’re not compliant with the law, which can put you at risk of backlash.

Geoff Simpson: [00:22:28] Oftentimes, letters are not set on time. So if you’re struggling, you just keep up with the very manual process. Getting things out on time and making sure you’re checking all those boxes to follow the legally required timeline may not be happening. And, again, this can just lead to lawsuits, which can be very costly. Even if you win them, they’re costly to hire a counsel and so on.

Geoff Simpson: [00:22:51] There’s also just excessive absences. So, employees staying out longer than they should, as we mentioned. Productivity impacts there. Also, just lacking lower workforce morale when other people are having to cover for an employee who is out and out for an unexpected amount of time.

Geoff Simpson: [00:23:10] Intermittent FMLA abuse, which you just met brought up, that’s a huge problem. So, intermittent FMLA is that unpredictable FMLA. You don’t know when someone’s going to be taking it, and you need to be able to stay on top of those cases to make sure that employees really are taking the amount that their healthcare providers said they need.

Geoff Simpson: [00:23:29] And then, there are also just some costs around excessive absences. So, productivity we talked about. But there’s also the cost around benefits. So, when employees are out on leave, you’re having to pay for benefits continuation and so on and they’re not actually – they’re not working at that point in time.

Geoff Simpson: [00:23:45] There’s also just the whole inefficiency piece. So, managing leave, very time-consuming, as we’ve already mentioned.

Geoff Simpson: [00:23:55] Also, oftentimes which I’m hearing that leave managers, in struggling to keep up, quite often are putting in overtime just to be able to handle the volume of the cases out there. So, it sounds like Stephanie has a better handle on that and makes sure that that’s not happening. But oftentimes there are employers when they’re still doing things very manually, they’re putting in overtime just to stay on top of things.

Jamie Gassmann: [00:24:18] Yeah, which can ultimately lead to burnout and stress in that department. So, it sounds like there’s definitely a lot of areas of ripple effects that can occur when these are poorly managed.

Geoff Simpson: [00:24:29] Yes.

Jamie Gassmann: [00:24:29] So, looking out over this last year, and I know Stephanie kind of talked to some of the interesting, you know, changes and leaves that she saw as a result of the pandemic and some of just the, you know, the shifts and turns that came as a result of us moving through the last year, year and a half, and now into the third year of this. From your knowledge of what you’ve seen with clients or just monitoring the absence management industry, what are some of the challenges that workplaces had to face with their leave management processes? And, I mean, I’m guessing some of it is just the constant change in regulations. But can you talk to some of the things that you were navigating as an organization trying to support workplaces with the leave management processes?

Geoff Simpson: [00:25:19] So, really what we were seeing there, and first off, there were a lot of challenges across the board, but really some of the things [inaudible].

Jamie Gassmann: [00:25:27] That is so true.

Geoff Simpson: [00:25:28] Absolutely.

Jamie Gassmann: [00:25:29] So true.

Geoff Simpson: [00:25:29] So, one of the things we were seeing that a lot of our clients were having was they were just downsizing. So, either people were being furloughed, downsized, whatever it may be, that led to oftentimes the H.R. and benefits teams who were responsible for managing leave, they now still had to do the same stuff as they did before, but do it with fewer actual people resources. Combine that with leave volumes went way up. So, suddenly people were taking more leave, which means you actually have a ton more case management to do with, again, fewer resources.

Geoff Simpson: [00:26:07] And then the other piece, which you just touched upon was really just around there were so many laws coming out. So when the pandemic first hit, there was an initial onslaught of, I think it was between like 10 or 20 different laws at federal state and local levels that came out. And there’s kind of the idea I think initially that that would be it. But then those laws oftentimes they sunset. Sometimes they got unexpectedly extended. Sometimes they were made permanent. Then more laws kept coming out over the last year and a half.

Geoff Simpson: [00:26:39] So, it’s really just been one of the biggest challenges that we’ve really been working to support. It’s just making sure that we’re always keeping our systems up to date with all those laws so that in turn our customers who really are stuck having to manage these are able to stay up to date with them as well.

Jamie Gassmann: [00:26:56] Yeah. Because I can imagine, you know, employees that are researching on their own with maybe not as much of the knowledge as like what somebody who’s familiar with that compliance area. It could get – I’m guessing, it could be really confusing for them. And so having clear information that’s, you know, that they could speak to those employees, I got to imagine has been a helpful hand navigating the different, you know, absence management challenges.

Jamie Gassmann: [00:27:30] So, looking at your organization, you just launched an updated version of a software that supports small to midsize businesses. So, can you talk a little bit about that and share some information around what that is and how it was created, and anything else you want to share on that?

Geoff Simpson: [00:27:50] I can. So, this is actually a really interesting one. So, I mentioned Leave Genius Pro a little bit earlier. This is the new product that we launched. And what it comes out of is we recognize that small, medium businesses, so groups that really have under a thousand employees or so, they really didn’t have any absence compliance solution that was available to them. Oftentimes, they’re too small to be able to afford to outsource, and then they’re also too small to be able to really afford the enterprise solutions that we’ve seen in the market, and that largely just comes down to cost and the resources available.

Geoff Simpson: [00:28:31] So, enterprise solutions, because they’re very complex, they’re integral system integrations that go on their full implementations go on, there’s a cost associated with that. There’s also a requirement to bring in things like I.T. resources, potentially legal resources, and others to really be able to implement these solutions.

Geoff Simpson: [00:28:51] So, the question for us became, how do you provide really a complex compliant solution to groups that can’t actually afford a comprehensive software platform? It’s not so easy.

Geoff Simpson: [00:29:04] So, we have our rules engine. And, what we did was we worked to build an incredibly easy-to-use web app called Leave Genius Pro. It’s designed to work on all devices, so your computer, your phone, your tablet, whatever you want to use it on. And, what we saw was with the small and medium business world, they need to comply with the regulations. But due to their size, they’re not going to have the same volume of leave cases that a larger employer is going to have. So, their main concern is around compliance versus when you’re talking about a larger employer that concerns are going to be compliance as well as gaining efficiencies to be able to just keep up with all the cases.

Geoff Simpson: [00:29:52] So, what we could do is we could create a tool where you remove some of the more costly items like system integrations, system training, and all those things, and just package it up in a really easy to use system that has the basics of leave administration, but also access to the entire Leave Rules Engine.

Geoff Simpson: [00:30:12] And then, we were able to basically get the price point down to a thousand a year. So, it’s something where, quite frankly, my cell phone bill is more in a given year. So, it’s something that really those small and medium businesses can actually afford and really get that compliance support that they need.

Jamie Gassmann: [00:30:29] Yeah. I mean, honestly, if you think of a thousand a year compared to a lawsuit for not complying with one of the laws, you know, you’re really – it’s an investment into kind of risk management in a way in some degree.

Jamie Gassmann: [00:30:43] So, I mean, and I got to imagine, just the thought came to me thinking about, you know, as workplaces continue to change the work environment going forward and we have more and more of this hybrid or more and more of this remote type setting, and you have employees who now can work really from anywhere. So, employers that maybe we’re used to, you know, all my employees are in one office location in this particular state that’s all I have to navigate, are now being, you know, having to kind of rethink that and realize that they need to stay compliant when they have a remote worker in a different state. Would that be correct from your perspective?

Geoff Simpson: [00:31:24] It really is going to depend a bit. In some cases, yes. In some cases, no. So, this is a thing where every employer should really talk to their legal counsel and see how they want to interpret it because oftentimes the consensus will be that it’s the office that the employee reports back to. That is going to be where essentially where the laws are applied from. But, sometimes that varies. So, it’s really about talk to legal counsel and make sure you’re covered on that.

Jamie Gassmann: [00:31:55] Yeah. Absolutely. And then circle back to Presagia to get a platform that helps you to manage it if you are needing to be in compliance.

Geoff Simpson: [00:32:04] Definitely.

Jamie Gassmann: [00:32:05] From your perspective, what are some of the benefits to leveraging a leave management platform?

Geoff Simpson: [00:32:12] So, these are, again – these are things that we’ve touched upon a bit already, but it really comes down to compliance, just efficiency and time savings. So, trying to process those letters faster, do those calculations faster, have the system track entitlement usage alert you when things are coming due or when things like entitlement exhaustion happen. Control of our absence is a big one. That visibility into your trends and risks, so being able to say in Division A I’m seeing a spike in lost workdays over the past year and things like that. And then, just again the improved employee experience is another huge benefit.

Jamie Gassmann: [00:32:56] Great. So, looking at the work that Presagia does and what you do for the company, what would you say you are most proud of?

Geoff Simpson: [00:33:07] Okay. That’s a good question. So, I would say what I’ve been most proud of is really listening to employers and working with them to find solutions to their complex problems. And, it’s really been about just throughout my career, I’ve been working with them to really try and understand their challenges and identify solutions. And then, going a step further, what I’m proud of as more a company is that we’ve really worked to constantly innovate and take all of these different challenges that employers are seeing in the market and really create solutions that are going to help make their lives easier through just being able to better manage absences and comply with all those laws out there.

Jamie Gassmann: [00:33:57] Wonderful. Always good to hear what people are most proud of. That’s a fun question to ask.

Jamie Gassmann: [00:34:03] At this point, we’re going to hear from our show sponsor. So, Workplace MVP is sponsored by R3 Continuum. And R3 Continuum is a global leader in providing expert, reliable, responsive, and tailored behavioral health disruption and violent solutions to promote workplace well-being and performance in the face of an ever-changing and often unpredictable world. You can learn more about how R3 Continuum can tailor a solution for your organization’s unique challenges by visiting r3c.com today.

Jamie Gassmann: [00:34:36] So, now I’m going to bring both of our guests back for some questions and have a little conversation around this topic a little further. So, in your opinion, what would be some of the telltale signs that it’s time for an organization to look into a resource for managing their leaves? Geoff, let’s get that perspective from you first.

Geoff Simpson: [00:34:57] Okay. Well, I’m probably a little biased here being the software guy, but I’m going to say everyone needs a solution for managing their leaves. So, but going a step further, if you’re still managing these manually, you really need to change and get a system in place. There are systems out there for all sizes of employers.

Geoff Simpson: [00:35:18] The other thing that I oftentimes will see being on the software side of the equation is there will be companies that have outsourced their leaves. And, what they will decide at some point is that they don’t have enough control over the leave process and feel that their employees are unhappy with the experience they’re receiving. So, at that point in time, they want to look and see how can we actually bring this back in-house to really up that level of customer service to their employees, then they start to look for technology.

Jamie Gassmann: [00:35:47] Great. Great answer. And how about you, Stephanie? I know you touched on this a little bit when you were sharing your own personal story. But if you were going to provide kind of a checklist for other H.R. leaders like yourself, what would you say the telltale signs are?

Stephanie Savoy: [00:36:03] Yeah. I think we mentioned this before. Missing deadlines. You know, sending out those eligibility notices and designation notices. The regulations are very clear as to the deadlines that you have to do that by. So if you’re missing deadlines, that’s really a red flag that you have to look into your process a bit further. But also turnover, burnout, and just taking advantage of your resources on your team. If somebody wants to free up their time to learn something else, you know in H.R. world, well, if there’s a solution that can free them up, that’s really wonderful.

Jamie Gassmann: [00:36:41] Yeah. Absolutely. It gives them opportunity to continue to grow in their role and then the organization. That’s great, a great tip to put on there.

Stephanie Savoy: [00:36:48] So looking at, you know, obviously, you know, as an H.R. leader, realizing you’ve got a need for an external platform or an external vendor or anything like that to help kind of manage that process, there’s going to be a cost that’s associated with it. So, you know, what recommendations do the both of you have for how a leader might put together kind of they’re basically, you know, their best case to an executive team for getting approval to move forward with bringing that solution on to help manage the claims? So, Stephanie, do you want to take that on?

Stephanie Savoy: [00:37:29] Yeah. Absolutely. I think it’s always helpful to speak the same language as your leadership team, so find out what really drives them. For us, it was to get down to the bottom dollar. What are we wasting resources on? How can we make that more efficient?

Stephanie Savoy: [00:37:48] So, I had my team track their time. How long does it take to check someone’s FMLA eligibility to get those hours? Look at the leaves in the past year. How long does it take to do one letter? And then multiply that out by a month, by a year, and just say this is the amount of money that we are spending right now. This is what we’re projecting and nobody could, you know, predict COVID. So, but, you know, this is what we’re projecting for increase in leaves and this is how we can save resources. We can save our team and really just be better for our staff members in the field.

Jamie Gassmann: [00:38:29] Great. All right. How about you, Geoff?

Geoff Simpson: [00:38:32] Yeah. So, I think actually Stephanie’s approach was really good. I think at the end of the day numbers tell a great story, and that’s a huge piece of the equation when it comes to making the case for putting technology in place.

Geoff Simpson: [00:38:45] I would just add that you should try and work with your vendors. So, if you don’t know, as much as Stephanie on kind of figuring out the numbers side, vendors have done this before. So, they can really help you articulate why you need a solution and also just the path forward on how to implement it.

Geoff Simpson: [00:39:02] At the end of the day, you need to basically build a business case. So, identify your specific challenges, be it compliance, efficiency, leave spikes, whatever that may be. Map out how you’re doing things now. And then, also just identify the gaps where you’re seeing there are issues and then determine how a solution is actually going to fill those gaps. From there, it’s about that ROI members piece that Stephanie was mentioning.

Geoff Simpson: [00:39:29] So, this can come in different forms. So, it could be that you’re looking at lost workday reductions, which then impact productivity and can lower your absence costs and things like benefits continuation. It could be about reducing your leave administration overhead so that efficiency and not spending as much time on each step in the process.

Geoff Simpson: [00:39:49] It could be around explaining just the cost of a lawsuit due to non-compliance, or just looking at how many queries you’re having to make to your legal accounts in a year about actual leave laws because there’s usually a cost associated with that.

Geoff Simpson: [00:40:02] And then, to Stephanie’s point, knowing your audience. So, a CFO is going to be very much focused on things like financial savings, whereas if your legal counsel is involved, they’re going to care more about compliance.

Geoff Simpson: [00:40:16] And then, from there, you need to figure out what is the path forward and be able to really explain it. So, what’s the cost going to be? What’s the implementation process going to look like? What are the resources that you need to bring in, like I.T., to be able to make sure that it’s going to be a successful project?

Geoff Simpson: [00:40:36] So, really it comes down to making sure you do your research and then really just clearly demonstrating that there’s a reason that you need to make that change.

Jamie Gassmann: [00:40:46] Yeah. Great advice. And, you know, and obviously, it’s timely because, you know, we talked about, you know, the last two years of the pandemic and kind of going into 2022, we still have some of that lingering and still continuing to present itself as a challenge.

Jamie Gassmann: [00:41:03] So, for our audience, you know, looking into 2022, from your perspective, what do you think it’s going to look like from a leave/absence management perspective for organizations? Geoff, why don’t you go ahead and kick us off?

Geoff Simpson: [00:41:27] All right. I’ll jump in there. So, I think to take it back a step, 2020 was a year of just trying to keep up. So, everyone was whacked in the face with this, and budgets were cut, teams shrunk, leave volumes went up, new laws came out. It was all about just do what you can and keep it going. 2021 when budgets actually came back. What we saw was a huge surge in people really looking for solutions to address leave management. And I think we’re going to continue to see that.

Geoff Simpson: [00:41:59] I think in the coming year, one of the things we’re all kind of, I think all employers are a bit worried about right now is the whole concept of the great resignation. And, a lot of employers are really trying to figure out how can we focus on the service level that we provide to our own employees to make sure that they’re happy, they feel valued, and so on.

Geoff Simpson: [00:42:24] So, I think there’s going to be a trend in looking for solutions that are going to really help employers achieve this. So, just being able to really up the level of care. I think we’re also going to keep seeing more leave laws come out and leave laws get extended.

Geoff Simpson: [00:42:41] So, I think in the next year, it’s going to be all about still paying attention to paid, unpaid leaves that keep adding more complexity to the equation.

Geoff Simpson: [00:42:51] Vaccination laws. They’re a little bit of a curveball. No one quite knows how to handle them just yet. But these are a piece where their lead management impacts are also accommodation impacts. So, I’ve heard many employers who are seeing accommodations pop up related to vaccinations, nonvaccinations, and so on.

Geoff Simpson: [00:43:12] And the other piece that keeps being an ongoing trend is ADA accommodations. So, as the law broadened, as the ADA kind of the law and the term and the definition of disability broadens and as employee awareness of the law has also grown, more and more there are requests for ADA accommodations, be it leaves or others. And I think that’s going to continue. Especially with the ongoing pandemic happening, we’re going to see more and more accommodation that’s going on.

Jamie Gassmann: [00:43:46] How about for you, Stephanie? What are some of the things you predict could 2020 would look like?

Stephanie Savoy: [00:43:52] Yeah. I echo everything Geoff said but highlighting the accommodations. Definitely, I think staff members are more familiar with the accommodation process going through 2020, and they’re more willing to speak up and say, “Hey, I need this to be able to do my job better.”

Stephanie Savoy: [00:44:11] Personally, we’re seeing increase in just accommodation requests, whether it’s, you know, work from home, medical marijuana. We’re definitely seeing an increase to all of those. So, we’ve actually just launched the accommodation module within Presagia so we’re looking forward to launching that, and definitely the vaccination as well religious and medical accommodations and tracking those and responding to those. So, that’s definitely going to be a hot topic for 2022.

Jamie Gassmann: [00:44:45] Very interesting. So, if you could give any piece of advice to our listeners, what advice would you give? And Stephanie, we’ll go ahead and start with you.

Stephanie Savoy: [00:44:54] Sure. So, I have a saying up on my wall. You can’t make everybody happy. You’re not pizza. And I think that’s really important to keep in mind. You know, as long as you treat people consistently and fairly and with respect, you’re not – not everybody is going to like what you have to say and that’s okay. You have to be okay with what you’re saying and, you know, be true to yourself and your policies and your company. So, you know, again, you’re not pizza. You can’t make everybody happy.

Jamie Gassmann: [00:45:25] I’m going to have to steal that one. I love that. That’s great. You have some great mottos. How about you, Geoff?

Geoff Simpson: [00:45:32] I mean, as somebody who had pizza for dinner last night, I can definitely attest to pizza. It really does make you happy. I want to say just not to sound like a broken record, but it’s about finding a compliance solution.

Geoff Simpson: [00:45:47] So, at the end of the day, there are just too many laws out there for any person to stay up to date on all of them so find a compliance solution. And also when you start looking, don’t be afraid to ask vendors for support as you go down this path, especially with things like helping to build a business case and figure out how to actually sell essentially the concept of a solution in-house.

Jamie Gassmann: [00:46:09] Wonderful. You both have shared some great information along with some great mottos for today, making all of our listeners hungry for pizza now. But if our listeners wanted to get a hold of you to get more information or ask questions, how can they do that? Geoff, do you want to go ahead and start that?

Geoff Simpson: [00:46:30] Yes. Absolutely. So, easiest thing is just to email me. My email is gsimpson@presagia.com. You can also always go to our website, presagia.com, and submit a request through there and it will definitely make its way to me. And I’m always happy to answer any questions, help anyone out with anything related to absence management.

Jamie Gassmann: [00:46:49] Great. And how about you, Stephanie?

Stephanie Savoy: [00:46:51] Yeah. I’m on LinkedIn. I’m happy to connect with anybody who wants to chat more about leave of absences. So, Stephanie Savoy at LinkedIn.

Jamie Gassmann: [00:46:59] Wonderful. Well, thank you both so much for being on our show and letting us celebrate you, and for sharing your stories and great advice with our listeners. We truly appreciate you being a guest. So, thank you both.

Stephanie Savoy: [00:47:11] Thank you so much.

Geoff Simpson: [00:47:12] Yes. Thank you.

Jamie Gassmann: [00:47:14] Yeah. And we also want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in. If you’ve not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. And if you are a Workplace MVP or know someone who is, we want to know about it so email us at info@workplace-mvp.com. Thank you all for joining us and have a great rest of your day.

 

Tagged With: American Renal Associates, employee leave, Geoff Simpson, HR, Jamie Gassmann, Leave Administration, leave law, Presagia, R3 Continuum, Stephanie Savoy, Workplace MVP

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