Webbe Group

03/07/2023

“Ability is important in our quest for success, but dependability is critical.” Zig Ziglar.

Your dependable employee is also your most reliable employee. Since they continue to work for you, they believe in the mission and vision of the company and find ways to motivate themselves in their position.

Sometimes reliability can seem like an oxymoron to innovation. Instead, think of reliability as a precursor to innovation and business growth.

Reliability within a team has several requirements.

A level of predictability

The ability to prioritize

Respect for others’ time and skills

A disciplined process

Look for efficiency

Accountability to themselves and each other

A preference for high quality work

Reliability is difficult for many companies. Systems of accountability for the important pieces of the job is not always clear. The leader who is disciplined and schedules regular brain-storming and idea sessions is prioritizing the customer and the business. They are also including the reliable team members who believe in the organization and want to be involved in building the future. Building sustainable high-quality team, product and service is the game changer.

02/21/2023

Shout out and best of luck to two of our 05/06 Jaguars, Louis and Jean, as they spend the weekend in Memphis representing Missouri ODP!

02/21/2023

02/21/2023

“It is impossible to have a great life unless it is a meaningful life. And it is very difficult to have a meaningful life without meaningful work.” Jim Collins, Good to Great

An innovative team is constantly looking towards the horizon. Executives should lead the charge and involve their team in constantly looking forward.

The ability to be daring and bold in ideas
Each individual owns their abilities and skills and use them for the team

The energy to sustain and pace themselves

Resourcefulness, hope and optimism

The ability to celebrate small successes

Emotional Intelligence to react appropriately

Trust that teammates will do their job well

Our environment is changing rapidly. Capacity truly means utilizing the team dynamic to support, trust and have a future vision for themselves and the business.

Take the change capacity assessment to see where you stand on the ability to change. It takes 5 minutes and you will get the results immediately.

https://lnkd.in/eaPVfdwC

02/16/2023

Bring your A+ game! SIGN UP NOW!!🌻

Link here:
https://linktr.ee/sunflowerstatefc

02/01/2023

Many companies who have employee turnover problems do not know why they have employee turnover. An employee turns in their resignation and no one performs an exit interview. Conversely, an employee never comes back to work and no one attempts to find out why.

A company engaged Webbe Group because their turnover was about 50% in a year in almost all their departments. The information obtained from an employee satisfaction survey revealed four major problems:

Cross‐functional training was being abused with some employees being pulled regularly from the job they were hired to perform to cover in a different area.

They felt their managers were not being held accountable for what employees perceived to be their poor performance and planning.

Customer ratings were low because the departments would cancel appointments or transfer their appointment to a different location with minimal warning.

Employees said the cross‐functional training was poor.

During the discovery process, it became clear that the mission and vision of the organization was not being followed and the team was not aligned around organizational goals. The suggestion was alignment training for the executive and mid‐level manager team and accountability training for mid‐level managers.

Solution:

Mid-level manager suggested a redesign of the work of each department.

Develop systems of accountability and reporting for mid‐level managers.

Develop a new onboarding system for new employees.

Team training to improve relationship between managers and employees.

This company is still working with Webbe Group. Here are preliminary results.

The executives are now aligned around the mission and vision.

Mid‐level managers are voicing better job satisfaction which should translate to staff job satisfaction. This will be measured at a later date.

Onboarding system was redesigned quickly and implemented quickly. All employees went through the onboarding.

Moving employees around to different departments has decreased dramatically.

Number of resignations per month has decreased 10%.

Managers are developing better relationships with their employees.

It is too early to quantify increased customer satisfaction other than to say that there are less emails or phone calls voicing complaints. (Quantification of customer complaints was not quantified before). It is also too early to tell if employee retention will improve over the long‐term. However, the company is on a path that should continue to improve relationships with employees. Studies show that consistently happy employees allow for business growth and increased customer satisfaction. If the company continues the path, reduced employee turnover, improved customer satisfaction and business growth is the anticipated result.

01/24/2023

Thank You to Paul Brizzi of Physician Solutions.

I first conscripted Carol's services at a juncture in my business in which I was contemplating selling my share of the organization due to a combination of what I perceived to be insurmountable circumstances and fatigue. Over the course of the next 12 months, Carol was able to provide great insight and a number of resources which were instrumental in shaping my organization in a way that not only increased our profitability, but also enhanced my strategic acumen and allowed me to approach the business in a more sustainable context. Her continued guidance has been of great benefit to my organization, and I would highly recommend Carol as a business consultant.

Working with great people, like Paul, is so much fun. His ability to take some of my resources and apply them to his company worked for him and was gratifying for me. A client and their company get out of consulting and leadership training exponentially the effort they put into the sessions. Paul did the work, asked the questions, and seriously considered suggestions.

Delivered improvements in 2022:

1. Identified and contracted two new additions to the portfolio within one product segment that I’m a sector expert in, and I’ve not only recaptured previously lost revenue from within that segment, but exceeded it.

2. Expanded contracted sales support has increased our footprint, revenue, and access to other markets, while providing opportunities to place additional products with higher net revenue in their portfolios.

3. Dire hospital staffing issues have actually enhanced my access to institutions as I’m a significant and highly valued asset.

4. The identification of challenges and threats to our business, and subsequent examination of those challenges and threats in detail, afforded me an opportunity to recognize potential solutions when they appeared. With more clearly defined goals, I was able to design more incisive strategies, and execute those strategies with focus.

5. Established additional connections within the professional community.

Thank you, Paul, for the testimonial and for being a great client.

01/19/2023

The Purpose Behind Performance Appraisals

If anyone has been in the workforce for any length of time, we have had performance appraisals. Many organizations believe that a performance appraisal is used for this purpose and believe that the performance appraisal process is motivating for employees:

Assess an employee’s job performance and contribution to a company

Determine which employees have contributed the most to the company’s growth

Review an employee’s progress

Reward high-achieving employees

My experience and many others’ experience is that a performance appraisal is demotivating to employees. As a previous secretary of mine (who was a high-performer and committed to the organization) used to say: Well, it’s time for my 30-cent raise. For her, the fact that she never received more than the company mandated 2% raise was a significant issue; even though she had worked for the company for 15 years. Here is how companies create a demotivating experience:

No one can be identified as a high-performer per company policy

Distributing the scores so 95% of the employees are at a low pay increase range

Never rewarding company longevity

Finding reasons why bonused employees don’t receive bonus (even in an excellent revenue year)

The employee appraisal is not reflective of the company’s culture
If the company you head does not have a performance appraisal process that is rewarding to employees or if you don’t know if the employees feel it is rewarding, let’s find the gaps and incorporate solutions. Talent optimization is a specialty that can help retain employees and only hire for growth.

Webbe Group can help

01/17/2023

Career Plan for Longevity

A health care executive that I used to partner with and I were recently discussing the staff salaries. This is a problem almost every organization has a problem.

The health executive's problem is this:

Employees in one area of her organization has worked for her for 15-20 years and are now making $13 an hour.

New potential employees won’t even talk to her for less than $16 per hour.

Her response: I will not pay a new employee more than my loyal employees. It’s just not right.

I completely agree. Like her, I had to think long and hard about what I was going to do when I needed to hire new employees and the salary market had increased. We both have had this problem with our positions in large health care organizations.

Some organizations get into this situation when they annually provide a 2% raise regardless of performance. An organization I worked for previously did not provide any pay increase to their staff for 5 years.

Is it any wonder that excellent employees leave a company to work for someone else?

Webbe Group can assist with innovative ideas for employee optimization that will reward longevity. Are you curious?

01/12/2023

Chronic Care Management is a Quality Gamechanger

Chronic Care Management eligibility

Eligible CCM patients will have multiple (2 or more) chronic conditions expected to last at least 12 months or until the patient’s death and or that place them at significant risk of death, acute exacerbation and or decompensation, or functional decline.
Chronic Care Management isn’t typical face-to-face interactions. ChartSpan will with identifying patients who require CCM services using criteria suggested in CPT guidance (like number of illnesses, number of medications, repeat admissions, or emergency department visits).

Some chronic conditions which may be appropriate include patients with Alzheimer’s disease, arthritis, asthma, cancer, cardiovascular disease, chronic obstructive pulmonary disease, diabetes, and infectious diseases.

CMS believes that CCM will reduce geographic, racial and ethnic health care disparities. My students write on health care disparities often in my classes and the need to reduce the problem is an immense undertaking.

ChartSpan is here to help. If you would like an introduction, please give me a call at 816-882-4556 or reach out to [email protected].

01/10/2023

Maximize Chronic Care Management in 2023.

ChartSpan is a company that helps healthcare organizations maximize chronic care management.

In September 2022, mln published a Booklet on Chronic Care Management and how it works.

CPT code 99491 — Time only the billing practitioner spends. Clinical staff time doesn’t count toward the required reporting time threshold code.

CPT codes 99487, 99489, and 99490 — Time spent directly by clinical staff. Time spent by the billing practitioner may also count toward the time threshold if not used to report 99491.
For CCM services the billing practitioner doesn’t personally furnish, the clinical staff furnish them under direction of the billing practitioner on an incident to basis (as an integral part of services furnished.

by the billing practitioner), subject to applicable state law, licensure, and scope of practice. Clinical staff are employees or working under contract with the billing practitioner and we directly pay that practitioner for CCM services.

ChartSpan is a system that will take and manage this program for you. The increase in revenue for an ACO organization is second to none without any additional need for employees. There is excellent information on how ChartSpan and improved ACO revenue through the use of the CCM program and reduction in hospitalizations and physician visits?

Want more information? Please reach out: 816-882-4556

CMS Link:https://www.cms.gov/outreach-and-education/medicare-learning-network-mln/mlnproducts/downloads/chroniccaremanagement.pdf

01/03/2023

I've been away for a while because I needed to unplug and find a new path. Looking forward to interacting with a lot of folks this year and continue the journey. Wishing everyone the best for 2023.