Written By: Angela Fieler, MPA, CMQ/OE The Baird Group is always invited into an organization. Potential clients initiate contact, describe their current reality, and look to us to provide solutions. Although we bring our expertise, solutions must be co-created – after all, it’s ...
Written By: Angela Fieler, MPA, CMQ/OE We work in an industry where human error can have devastating effects. We spend thousands of hours and millions of dollars changing processes to minimize the possibility of human error wherever possible - except when ...
Written By: Janet Schulz, Sr. Vice President - Consulting Division In every Baird Group educational offering, we talk about trust. How trust, when it exists between physician and patient, leads to better patient compliance and clinical outcomes. How trust, when it ...
Written By: Kristin Baird, RN, BSN, MHA No one will argue that empathy is at the heart of a great patient experience. In fact, many healthcare organizations provide empathy training to enhance awareness and build essential verbal and nonverbal skills. But ...
Last month, we left you with the comment that “what you permit, you promote.” What does that mean? It means that every time you observe an employee do (or not do) something that is contrary to your mission, policies, or ...
Great pay and benefits, low expectations, no accountability, and you’re likely to get promoted soon. You wouldn’t expect to see an ad like this, and yet, if you’re not careful, this might be exactly what you are attracting and retaining in ...
We know that to create an exceptional service culture, and one that is fully committed to safety, we need to hire right, engage, and retain the best people. These are the three keys to establishing a great workforce. Unfortunately, if ...
This month of Thanksgiving is a time when many of us reflect on our many blessings. One thing that often isn't top-of-mind on our list of things to be thankful for, though, is our employees. And that's unfortunate. In fact, ...
Traditional interview questions ask candidates about what they might do on the job. This can give insight into the candidate’s thought process and approach to different types of situations, but it is not highly predictive of what the candidate would ...
You know a disengaged worker when you see one: the receptionist balancing her checkbook, the nurse bad-mouthing a doctor to her patient, the manager who doesn’t take action to correct a customer complaint. It’s obvious that these characters would rather ...
