Were talking with Dr. Evadne A. Harrison-Madu, Chairperson/Assistant Professor, Nursing & Allied Health Essex County College about the upcoming panel discussion entitled Diversity in Health Care Workforce Conference scheduled for Wednesday April 8th between 10:00 AM – 2:00 PM at Essex County Community College.
Visit: Nursing and Allied Health Programs
Managing Change Tuesday March 24th, at 7:00PM eastern/6:00PM central time at
Managing Change Blog Talk Radio
See Jobs4NJ New Jersey Health Care Talent Network Group. http://www.hctn-nj.org/
Ralph Petti, MBCI, CBCP is the President of Continuity Dynamics, Inc., an international firm focused on the areas of risk management, business continuity and disaster recovery planning.
Note, your resolve to going the distance is being prepared. Listen to what it takes to be able to succeed your next disaster.
Thursday, January 29 @ 7:00 PM
Guest: Rod Colon.
Subject: Resolve to Own Your Career
Rod Colon Motivational Speaker, Master Networker, Career Strategist, Radio Show Host, Corporate Trainer and Author
Rod has created a secret solution to the bleak job market career search…except that it’s not a secret. His take-no-excuses, Wall Street-bred strategy is proactive and action oriented, challenging job seekers to manage their lives and job search like a CEO.
As an adjunct professor, he also spearheaded the first college course on networking taught in the United States, as part of Georgian Court University’s business management program.
Rod advocates an unusual, yet common sense approach to career management by aggressively challenging professionals to be relentless in managing their careers as a business — the CEO of ME, Inc. With his winning job search strategies, Rod has helped many people land jobs in the last 12 months alone.
Rod Colon can be reached at 732-367-5580 mailto::firstname.lastname@example.org www.RodColon.com
Join Ronald and guest Rod Colon on Thursday January 29 at 7:00 PM to share his recipe for success in making good decisions to manage your career effectively.
Whether you are an employer seeking talented employees or an employee seeking a home too apply your skills this panel discussion will educate you as to what is needed to win in the healthcare industry today and into the future. Opportunities favor the prepared.
Talk about a game changer.
At the Healthcare & IT panel series held December 11th at NJIT, on the Campus Center in Newark NJ there was discussion about reading vital signs through obvious and yet fascinatingly simple methods. By analyzing the liquids in the liver, physicians can 'read' your medical history and begin to diagnose treatment without the usual intrusive methods. I am sure it has taken quite some time and the use of many brain cells to realize this ‘simple’, point of access in acquiring one’s medical history. It is from the combination of new technology and the fresh perspective from careful study of one’s biology of what is in and discharged from the liver that has made this diagnoses possible. Dr. Peter Kaplan Program Director at Menssana, heads up this effort. What is most interesting is the collaboration and partnership of private interest and both public and academic engagement that has made this possible.
Another astute and beneficial addition to the medical field is the work being conducted by Dr. Yi Chen, Associate Professor and Henry J. Leir Chair in Healthcare at the School of Management at NJIT. She has brought to our attention the vast amount of data being compiled and analyzed for preventative application of multiple diseases that can be shared across social media.
a) Provide general care derived from the data source (to qualify that a certain treatment works)
b) Confirm specific care being taken by the patient. Remote monitoring
c) Draw down on gender specific experience for any given medicines being prescribed and
d) Building community around issues and or illnesses in creating a chart that shows specific patterns,
reactions and behavior towards a specific treatment.
One interesting avenue of discussion was the use of social media in creating smart and connected tribes of patients discussing their unique condition and response to a medication. Data derived from this ‘community of conversation’, can be used to address issues from clinical trial findings in half the time it usually takes. Additionally, an issue on most of our minds is the interaction of multiple prescriptions on the subject in question.
In building on the discussion above Mr. Bala Thirumalainambi, Director at Meaningful Use, NJ Innovation Institute brought to our attention the three stages of establishing an effective records system.
Note, The Direct Project focuses on the transport of health information, but Direct alone does not produce “interoperability.” Interoperability enables two or more disparate systems to communicate information meaningfully, and it requires three prerequisite predefined components: Transport, Content, and Vocabulary . In order for systems to interoperate, they must determine
· How they will send and receive their messages (e.g., Direct Project-specified transport),
· The structure and format of their exchanged content (e.g., a Continuity of Care Document), and
· What terms they will use within their content (e.g., SNOMED Clinical Terminology).
The Direct Project provides only the first of these three prerequisite components.
Through informatics another paradigm shift in information management which provides the ability to share and read medical records. All stakeholders are able to read at a laypersons level the required information necessary to treat the patient. Mr. Anthony M. Ferrante Director of Business Development at Computer Design and Integration, LLC and Mr. Tomas Gregorio, Sr. Executive Director at New Jersey Innovation Institute an NJIT Corporation.
Another game changer is the work Dr. David Lubliner and his work on Massive Multiplay Online Gaming (MMOG) providing insight in recognizing responses to stimuli under game situations. The ability to stimulate brain activity and record for use across multiple conditions has been seen to bring about new frontiers in medicine. You may recall my posting about Jane McGonical on TED.com and her work in Gamification. Right – On! MRI are also seeing innovative applications of hand held devices to perform what whole system that usually take up have a room will soon be held in the palm of your hands and the data will be sent directly to our physicians in seconds.
So what has these applications and technology driven developments have to do with the average employee and their skills? The art and science of change management provide support that enables a higher level of engagement by more and more of a company’s employees at all levels to be engaged in the use of these changes so that long term acceptance can be assured and maintained?
The bottom line is there has to be a change management protocol that pulls together the diverse and immensely broad base capabilities of the employee so that their contributions can be harnessed and made a part of the new protocols that they will have to work with. David Kotter has framed the methodology that many businesses have embraced to insure the level of engagement and long term adoption to the new system. Additional reading: Change Management in HER Implementation.
The success of a change project is measured by the ability to engage the employee from the beginning of a change initiative so that they are a part of the new order of things. This will ensure their buy in which in turn assures long term retention and a greater percentage of use across all business lines. You could say it is the highest level of social acceptance of a new system driven by the employees, supported by the employees with the optimal use achievable.
Guest: Frank Wander CIO PeopleProductive.com
Subject: Talent Management Reimagined for the 21st Century
Frank Wander is an author, former turnaround CIO, and founder of PeopleProductive.com
He will be the keynote speaker for this week’s New Jersey Technology & Entrepreneurship Industry Week.
Frank was a Chief Information Officer at three different companies, most recently at Guardian Life Insurance Company of America, and the President of Group Intelligence.com.
During the .com era.PeopleProductive has created a proprietary methodology using the human factors of productivity and innovation so that companies can improve execution, decrease costs and increase profits.
Join Ronald and guest Frank Wander on April 10, 2015 at 7:00 PM to share his view on managing human intellectual capital that is talent.
Remember to attend the TETN Industry Week Kick-Off Conference scheduled for the week April 13 – 17th held at NJIT Eberhardt Hall, Newark, NJ Contact 973-596-8540
Register for the weeks activities: TETN
Managing Change, LLC supports Jobs4NJ TETN Network
Join Ronald and guest Laura C. Roane on Thursday, February 26 at 7:00 PM on BlogTalkRadio.com search Managing Change.
‘Wait a minute I just perform patient intake information’.
‘And I conduct patient state of condition as they are received into one of the examination rooms’.
‘All I do is to administer the medicines in following the doctors diagnosis and educate the patient on how and when and with what each drug should be taken with’.
‘We are the tech department and we just do tests that the doctor has requested’.
‘I’m in records and all I do is receive, file and manage the patient records for future use as directed under the facilities policy and procedures and the HIPA regulations’.
All of these practitioners that interact with the patient are experts in their own area of service in delivering treatment and managing the patient experience. Whether they are on the front end of providing services or interact days, months and even years after the initial need for medical services have been made, the utilization of that staff person’s knowledge of the required procedure and how it interacts with other departments determines the level of efficiency, patient experience and ultimately how that facility performs and operates.
To the rescue.
By engaging the employees knowledge from the onset of meeting the patient the facility immediately begins to collect data on procedural efficiency, patient confidence in the process of treatment and an unexpected bonus of cost efficiency in the delivery of services real time. The benefit for the employees is that they become part of the ‘management’ of their department in a meaningful way. They become a part of the overall improvement of running and maintaining their unit. As adults they build on their professional development and self-efficacy/self-worth. Their self-esteem is intrinsic to the welfare of the organization. Additionally a reward system can be established upon which to drive continual improvements.
A patient comes in for muscle pain in their legs and patient intake is performed. Medical history is collected and treatment is administered accordingly. During the process a technician recognizes that a procedure could be substituted for an alternative process while gaining more insight as to what is going on with this particular patient. By sharing this information with their colleagues during a daily, weekly or even monthly staff meeting administration can be assured the most current procedures and or equipment for such a condition is being sought. (Budgetary considerations would be addressed by the department unit director and the facilities administration and operations for defined, large investments). In many cases the adjustment that is needed is small and or more procedural than massive changes that would typically be driven from the executive level of the facility.
Executive and management level will have to come from a human system mindset that is open and flexible for such interaction across all level of staff to work. The encouragement of employee interaction to foster such engagement would not only have to come from the executive level rather middle management and administration would have to be self-confident and rewarded in fostering such a climate of interaction. The reward system would recognize those that support as much as it rewards those that bring to the front such ideas that incrementally improve the overall operations of the facility.
A shift in the style of management being reinforced with rewards for team building and recognizing operational efficiencies. This is how front line employees drive constant change by being operational, procedural and patient comfort auditors!
- Managing Change, LLCCEO, 2000 - presentManaging Change, LLC works with public and private corporations, unions groups and public entities in providing Business Consulting Services, Coaching and Mentoring, Keynote presentations and Workshops on the human side of Organizational Change Management.
I work with businesses in helping their
employees manage organizational change through adaptation,
transformation and self efficacy.
By combining multiple behavioral disciplines and appropriate processes in addressing the needs of the Individual, the Group and the Organization I ensure that desired outcomes are achieved.
Managing Change identifies the intangible assets of your company’s employees in order to produce tangible results at Work, at Play and for their lives (Berry 1997). By looking at human development in a comprehensive manner the intangible assets become tangible results by engaging the essential needs, skills and interests of the individual in achieving the desired, planned for and measured results on your life’s journey.
How may I help?
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