Blog
Onboarding: The Key to Retention and Job Satisfaction
January 30, 2018
By Rachel Makoski, Director of Food Service Equipment and Supplies
You've landed your ideal candidate. The offer letter is back, notice has been given and you'll see them on their start date, right? Wrong. Nabbing a key player is only part of the battle. The real challenge to any organization is keeping him or her engaged until the start date and ensuring a robust onboarding process to mitigate the chance of anyone else swooping in with a more enticing opportunity or their current company dangling a counter offer in front of them.
You’ve just spent a considerable amount of time interviewing and negotiating to get this person on your team, and with the average cost of hiring a new employee in the tens of thousands, it’s worth ensuring that they aren’t going to jump ship before they even come aboard.
The time between the offer being signed and the end of the candidate’s first six months is crucial to employee engagement, retention and overall job satisfaction and productivity. So, what can you do to ensure that your new hire not only shows up day one, but is excited to be there and doesn't pick up the phone when recruiters are calling?
Once the offer is signed, the next step is for HR to reach out to get all of the necessary paperwork filled out. This should not be as simple as just mailing them a packet of information. Set up a skype call with the new hire, and learn about them. Rather than laying out what your company offers, find out what's important to the new hire and focus the conversation around how the organization excels in those specific areas, then of course bring out the basics if they aren’t covered by that point. Immediately create open lines of communication, understand how they are best managed and how they’ve handled conflict or issues in the past so that in the future, HR is prepared to facilitate an atmosphere where they feel comfortable and confident bringing concerns to your attention. There are many situations where an employee is unhappy in their current role and the employer has no idea until they put in their notice. You want to preempt the situation by ensuring that you’re working with all of the information from the get-go.
The next step should be a welcome package. Maybe it’s as simple as a t-shirt or a mug with the company logo. Or, perhaps they’re working remote and it’s heartier to enable their home office. Just something to let them know they’re now part of a team that is happy to have them is a great onboarding practice. To that point, there should also be one or two reach outs from the person’s manager in the time between the signed offer and day one. Keep them close and let them know you’re excited to have them joining your team.
When possible, send out instructions on basic things that a new hire will need a few days prior to the start date. This should include basic procedures, email login info, company intranet info, standard day-to-day scheduling if there are weekly team meetings or skypes, etc. When this is out of the way prior to day one, it’s much easier for the new hire to come in feeling prepared.
When they log into their email and calendar, it should already have invites to respond to – onboarding should never only include their direct manager, but should be diversified with lunches with peers, cross functional team meetings, mentoring opportunities outside of their department and other interactions that expose them immediately to the company culture and give them a better understanding of how each department interacts with their own while also organically creating opportunities for them to begin cultivating relationships with their new colleagues.
Be prepared, as first impressions last and it’s tough to overcome a poor one. With that in mind, day one should include exposure to your company’s values and long-term goals and showing how they’re actively present in the culture of the organization. Expose the new hire to as many team members as possible. With that in mind, keeping new employees engaged is crucial. Welcoming them to a culture that not only focuses on day-to-day work environment but also the outside interests of employees will ease their minds as they may have just walked away from stability for the unknown. Team outings, one on ones, and so many other activities happen in non-working hours, so this is an important aspect of the onboarding process.
Set expectations. Go over the metrics that their performance will be evaluated based on so that there is no confusion as to what they need to achieve and the roadmap that will take them there. Be clear and have everything in writing. It is important to be on the same page. Go over the training process, the first week, the first month, 90 days, etc. Set up monthly or bi-weekly check-ins during the first six months so that you’re both staying on track without micromanaging.
Ultimately people work for people they like. I can't tell you how often a personality clash with a higher up is the reason a candidate is primed for a move. Get to know your new employee as much as you can while maintaining your position as their leader. Earning their respect and trust is vital to long-term job satisfaction.
As a recruiter, I have seen great onboarding processes as well as poor processes. Making sure all the boxes are checked will ensure a satisfied employee and increase your chance of retaining him or her for the long run. What types of onboarding methods do you use at your company?
Rachel Makoski
Director of Food Service Equipment and Supplies
440-996-0871
rmakoski@directrecruiters.com
DRI Interviews Toby Thomann, President of WAGO
January 24, 2018
DRI recently had the opportunity to interview WAGO Corporation President, Toby Thomann. Mr. Thomann answered questions regarding his career track, WAGO, the Automation space, and more.
Please tell us about yourself and WAGO Corporation.
I am originally from Akron, Ohio where I attended and graduated from The University of Akron with a BS in Marketing. My career at WAGO started in 1994 as a Regional Sales Manager covering OH, MI and W.PA. Over the years, I have held several positions within the company including Central US Zone Manager, Marketing Manager, National Sales Manager, Vice President of Sales and now President.
About WAGO:
WAGO is a family owned German company founded in 1951. Today WAGO employs almost 9,000 people, has 28 wholly owned subsidiaries and 42 agencies globally.
Innovation is at the heart of everything we do at WAGO. From our pioneering CAGE CLAMP® spring pressure connection technology to our extensive range of Interconnect, Interface and Automation solutions, such as the fieldbus independent WAGO-I/O-SYSTEM, our customers count on the unconditional performance and reliability of our products to ensure the safe, efficient operation of their systems every time.
You have extensive experience at WAGO in marketing and sales. How have these experiences prepared you for your position as President of WAGO’s North American Headquarters?
I have been fortunate to grow with WAGO and hold several different positions within the organization. This allowed me to work within different departments and learn about them, lead them and ultimately bring them together. This has been both challenging and rewarding, going from a relatively small company to where we are today.
What are your goals for WAGO the next 3 years?
The obvious answer is to aggressively grow sales and market share in North America. However, that is only part of the equation. Ultimately my goal is to provide strong leadership and vision to our team, exceed customers’ expectations and provide a great place for our employees to work and achieve their goals.
What trends are you currently seeing in automation?
I see customers requiring suppliers to bring more to the table. We need to offer solutions, not just products. We need to take an interest in what our customer’s goals are and help them achieve them.
WAGO has numerous innovative patented products. How do you encourage innovation among your staff?
We empower our people to be creative. Anyone can open a catalog and pick out a product. I mentioned before that we need to differentiate ourselves from others in our market. One way to do this is to develop a custom solution that provides a unique way of solving a problem or improving an application.
What have you found to be the most challenging aspect of your job?
Trying to find and develop the next generation of leaders for our company. In today’s society we do not find the generation of individuals that are looking to commit the time and effort required to develop into leadership roles. Most individuals do not want the responsibility and the challenges associated with certain roles. We need to identify and develop our next generation of leaders to help drive the future.
Part of the vision at WAGO is investing in people and resources that allow for the development of new products that meet the standard of being safe and reliable everywhere in the world. What strategies are you currently using to invest in hiring top talent for your company?
Today we search for our top talent with the help of dedicated recruiters. We are also considering an internship program to try and develop our own candidates, but this is only part of the equation. At WAGO we consider each employee a long-term investment and therefore, we take our time to make sure they are the right fit. After hiring them you now need to retain them, and at WAGO we are trying to provide ”World Class” facilities and environments for our employees. We have invested heavily in updating our facilities with the latest ergonomic features and promote health and wellness programs along with competitive salaries, retirement programs and benefits. Today’s market is competitive, and therefore you need to have something that differentiates you in the market. Our greatest resource is our people and we try to keep that in mind as we make our decisions. We are fortunate to have great longevity with our employees both locally and globally and we always are looking for ways to keep the team happy and motivated!
Have you had mentors throughout your career?
Yes, and I still continue to have mentors.
What advice would you give to up and coming professionals pursuing careers in the Automation space?
I would tell up and coming professionals to be creative! You need to be a resource to your customer - basically an extension of their company. Most companies today lack resources, so if you can provide value you will succeed over others that are just checking the box! Try to gain some hands-on field experience especially if you are going into sales. The automation market changes rapidly so make sure you are willing to adapt to change and not get passed by!
What important characteristics are needed to be a leader in Automation?
To be a leader in Automation, you have to be a differentiator. What separates you from the competition? Most manufacturers build good, quality products so you need to have something that sets you apart. Is it your relationship, innovation, quality, warranty or your handshake to a customer, no matter how large or how small they are?
As an award-winning company, what is WAGO’s differentiator that sets you apart from competing organizations?
From the beginning, WAGO has never wavered in our technology. We invented “Spring Pressure Termination Technology” and it is the basis of all of our products for over 65 years. Today we see our variations of our technology being produced by every major competitor in the market! We believe this is a testament to what we invented and continue to maintain a leadership position in today.
Why is WAGO a great place to work?
It starts with our people. People are the key to any company’s success. However, I think we take it a step further. We have a great facility to work in, we try to maintain a “work hard, play hard” motto and even as we continue to grow as an organization we try to keep the feel of the company somewhat intimate and keep the employees’ needs first.
Is there anything else we should know about you or WAGO?
Probably more than you care to know or that I could bore you with! If you need more information or have additional questions please feel free to contact me.
Wellness in the Workplace
January 17, 2018
By Christy Fox, Director of Marketing
With the new year, and new resolutions, gyms are packed with people focusing on improving their health and overall well-being. Not only are individuals working towards goals of a healthier lifestyle; employers have been investing in and developing wellness programs for the workplace as well. Wellness programs in the workplace are proven to improve productivity, culture, and employee satisfaction with their jobs in addition to saving the company money on healthcare costs. There are a variety of ways for companies, both large and small, to improve employee wellness from fitness initiatives, to healthy eating, to mental health. Here are some ideas for companies to promote wellness in their organization (both free and paid).
- Work with local gyms to get corporate discounts on memberships to offer employees, or provide a gym membership reimbursement plan as an incentive to working out. According to the PricewaterhouseCoopers 2016 Health and Well-Being Touchstone Survey, 73% of employers offer physical activity programs/fitness discounts.
- Encourage walking meetings or offer standing desks.
- Provide healthy snacks or fruit in a common area of the office.
- Organize company group fitness classes.
- Bring in professionals to go over mental health topics such as stress management, healthy sleep habits, meditation, and more.
- Provide a list of healthy food options nearby the office for employees who may otherwise be unaware of the options surrounding them.
- Offer one on one coaching or personal training.
- Invest in health measurements such as biometric screening, BMI measurements, and health risk questionnaires.
- Provide tobacco cessation programs.
- Hold fitness or healthy eating challenges or competitions.
Encouraging health and wellness in the workplace will overall attract talent, create a great place to work, and offer employees the tools they need to live a healthier lifestyle. What types of health and wellness initiatives are most important to you in the workplace?
Norm Volsky Interviews Adam Kaufman, President & CEO at Canary Health
December 15, 2017
Norm Volsky, Director of Mobile HIT interviews Adam Kaufman, President and CEO of Canary Health. Mr. Kaufman shared the mission of Canary Health, interesting trend news, and a multitude of insights from his HIT career.
Please tell us about yourself and the mission of Canary Health.
I’m an Engineer and a Health Economist who came to Digital Health out of a passion for solutions and technology-enabled services that rethink approaches and improve people’s lives; and I have a real commitment to making sure that those solutions and services work. Canary Health is the perfect place to blend my first career as an engineer with my work in economics. We’re dedicated to the mission of empowering individuals to better self-manage and to understand how their health impacts their lives. It seems like an obvious thing, but for a lot of us we don’t stop to realize that our emotions, daily habits, and relationships are impacted by having one or more chronic conditions. It’s a really exciting mission to be empowering people to have the health they need for the life they want.
What is Canary Health’s key differentiator in the industry?
Our key differentiator is our focus on helping people determine what matters to them and working towards what’s important to them. I think a lot of the industry has an important, but over-reliant belief that better data and analytics are going to solve the problem. We are certainly big believers in helping people see the trends in their data and leveraging analytics, artificial intelligence and machine learning to improve our service, but there is something missing in those processes that helps someone understand what matters to them. We are differentiated by this unique approach that comes from intellectual property developed at Stanford University around how you engage someone in their own health and support their self-management. That is our foundational approach to helping them understand how to better care for themselves and drive towards improved condition management.
What inspired you to pursue a career in healthcare?
Two reasons why healthcare is the most exciting place to think about how technology can improve people’s lives: One is that it’s a great mission to know that every day we are working on impacting people’s lives in one of the most basic ways; their health and their ability to do the things they want. Second is that the healthcare industry has lagged far behind in terms of the adoption of technology and the way that technology has disrupted the traditional service patterns. It’s an exciting place to be able to work on both a great mission and to make impact given how much opportunity there is to rethink care delivery and patient engagement.
What trends do you expect to see in the HIT industry in the next 5 years?
The most talked about trend, and I certainly agree, is Healthcare’s connection to artificial intelligence, machine learning, and the ability to now leverage data to speed the processes, feedback loops and intelligence. I think that’s really interesting. What I think is less talked about, although maybe even more impactful, is how we are finally past the early adopter stage of health technology permeating the rest of our lives. I’m particularly interested in the extensions of health into other areas of our lives – like some of the innovative work with Alexa, and the rapid adoption of monitoring devices. In the normal course of how individuals buy and shop for things, or interact with technology, health is often front and center. There have been some false starts in some of the bigger consumer technology companies into healthcare but I don’t think they’re giving up. Apple is taking another stab at it and Google is very involved, so I think that hopefully in the next 3-5 years we will start to see health as an element of our life that fits into the way we think about all the other things we’re doing.
How is your company getting into AI and Machine Learning?
We think that regardless of how great the technology is, healthcare is still a human delivered service, so a large part of our service is the technology, the experience on the app, and the experience with the devices we ship, but an important part of it is also the interaction with our coaches. We have a network of almost 90 coaches who interact with participants of our services. One of the first places we are applying AI and intelligent feedback loops is into what this coaching element. We look to help them learn about the personalities and the demographics of participants, not just whether they’re male or female, but how it all rolls up into a personality type, and how we can then help them be smarter about the way they respond to questions. Clearly there’s a lot of gain in getting the right answers, but we make the connection of who the user is as we know about them through the technology and through their consumer profile with our coaches’ engagement. We think it’s a really exciting application that can make our coaching more effective and more efficient while driving towards a more tailored and custom experience.
What interesting new projects are you working on?
A big project for us, and for us it’s the whole reason we’re here, is to further embed self-management support into condition management approaches. We see that as focusing on what matters to an individual and empowering him or her to set goals to own that process. What I mean by condition management is the more clinical element of medications, physiological measures and clinical care related to a consumer’s disease. We want to connect that experience, which is primarily a disease management experience, with the self-management experience. That’s our big push and our reason for being; to humanize those programs that historically have been too clinical and not focused enough on what matters to the individual.
Have you had a mentor or mentors throughout your career?
I have had a number of mentors. I think some mentors are people who are in your life forever and some play particular roles. My first boss at my first job out of college was just an incredible mentor professionally, but also showed at that stage how you could run a business, be friendly with the people you work with and care about them, but at the same time lead your own life, have a family and be committed to them, and be committed to other elements. He was such an important mentor because he was a good example of how to make a successful professional career fit with a successful life. My advisor in grad school was incredibly important for helping me think about some of the more intellectual challenges, and the Chairman of the Board at my previous company is someone that I deeply respect and continue to look to for guidance. And in addition to bosses, a number of colleagues have been incredibly mentors. I have also had an executive coach off and on for a decade and that has been incredibly valuable as well. I think sometimes we can use the word mentor too hierarchically and would encourage a broader perspective.
What strategies do you use at Canary Health to attract and retain top talent?
The easy answer is we do what everyone else would say; we make sure compensation is competitive and work towards ensuring delight in our team’s roles. I think that’s table stakes. For us we focus on a culture and approach of real transparency; we are incredibly honest with people as we’re hiring them. We’ll openly discuss topics around our corporate trajectory and growth for example.
This, for example, has been very valuable in Digital Health to level set expectations that might be brought from consumer technology companies around the pace of growth. I have stressed with candidates that if they’re here for a quick win in terms of equity liquidation, we’re not the right place. We’ve lost some candidates to folks who are seeking more of the Silicon Valley cycle, but it has allowed us to attract great people who are aligned with our mission and aligned with our approach to focusing on impact and growth at the same time.
Participant Engagement in your program are at high levels and a 90% satisfaction rate. What do you attribute this success to?
We take design very seriously and we take the user journey very seriously. We put participants at the center to decide what they want to commit to and what matters to them. Our design philosophy is about them first. We never make a recommendation; we give tips or examples but really everything participants are doing is something they’ve committed to. It’s all about them inside of a framework of support, tools, coaching, and nudging that we know they need to be successful but they’re the ones setting the way it works. On top of that, our cultural honesty permeates the way we act with our participants. Our service is not a single transaction, so it’s about engaging folks long term. We’re honest with them about how fast we think things will happen, and honest with them about what they need to put in to get there. The participants know what to expect and that helps keep them engaged.
What do you believe are the traits and qualities of a great leader?
I think I would start by saying I don’t know if I know. I think leadership evolves. What people need evolves and different qualities are needed at different stages of a company so I don’t think there’s a single answer. It depends on the situation and depends on what was promised to the people you’re leading. It comes back to authenticity; it’s different in each setting. Leadership in a video game company would be different than if you’re a coach of a sports team, and different than in our business. Our team, extended team and participants know we believe what we are saying, and we’re clear about it. That’s really critical.
Your LinkedIn profile mentions that you are active in a number of organizations with a primary focus on defining and measuring the health and economic impact of technology. What steps are you taking to achieve this within your organization?
That passion and commitment comes from my graduate work. My PHD is in Health Economics and Health Program Evaluation. To me, it’s a commitment to rigor around evidence. We’re about building long-term sustainable impact, while also building a big company. This takes time. We could fool ourselves in the short run, but eventually it’s going to catch up to us and there’s no long-term value in that. To say we’re data driven is easy, but what is harder is building the culture data and insights that matter. Some of the ways we do this are simple – like closing not only our financials, but participant engagement milestones regularly and with rigor and holding a weekly meeting that is attended by the whole senior team and all team leaders to review, look for correlations and drive upcoming behavior. We also work with our clients to match the outcomes we have in our programs with what they’re collecting, which allows us to connect the participant experience to utilization and expense. The third thing we do is build rigorous clinical trials, often with our academic partner. For example, our colleagues at Stanford and Anthem have run a major trial in which they’re looking at clinical outcomes and utilization, and they’re doing it in a very rigorous way because they are committed to publishing the information out to the public.
What advice would you give professionals looking to break into the HIT industry?
The biggest piece of advice I would give is that it is very multidisciplinary. HIT is often, although not exclusively, not deep foundational technology, but it’s technology that needs to be utilized and integrated with clinical care. For a technologist, having some sense of the business case and use cases is helpful and for the business side to know how technology is utilized and where it goes. Just within our company we’ve got clinicians, designers, product people, and economists. Because HIT is still an emerging field, there’s no core curriculum just yet – I think we’re getting closer, so you cannot just train yourself for just that. Being open to the reality that we are still figuring out how these different disciplines fit together is going to be critical for anyone who wants to get into HIT.
Norm Volsky
Director of Mobile HIT
440-996-0059
nvolsky@directrecruiters.com
DRI Interviews Bruce Brandes – CEO, Founder of Lucro
December 1, 2017
DRI recently had the opportunity to interview a Healthcare IT industry leader, Bruce Brandes - CEO, Founder of Lucro. Mr. Brandes shared the background of Lucro, thoughts about trends and innovations in the industry, and other helpful insights.
Please tell us about yourself and the company you founded, Lucro.
I’ve spent 28 years in healthcare IT, first with IBM and then with a series of growth-stage software and technology companies.
We started Lucro in 2015, in partnership with a network of leading health systems, to help them decrease costs and save time by simplifying their buying process. As a byproduct of our digital platform, Lucro delivers a new marketing channel that improves efficiency and lowers sales costs for vendors.
What was your motivation and the background behind founding Lucro, and where did the name come from?
My entire career as a vendor, I thought the sales process in healthcare was nonsensical. While I was managing director at Martin Ventures (with longtime hospital operator, Charlie Martin), we realized the long, expensive sales cycle was just a symptom of the root problem – that the hospital buying cycle was broken for complex, collaborative vendor selections. Through our collective relationships, we aligned with health systems that collectively operate 20% of all the hospitals in the country, and added financial backing of HCA and Heritage Group, to develop a solution.
Comically, the company name was about our 20th choice, as all the other names we liked were already taken by an overcrowded universe of unknown, new digital health companies. “Lucro” is from the Spanish root meaning “to gain” or “to profit.”
Given the success of Lucro – How will you disrupt the healthcare market?
The healthcare organizations using Lucro are collectively retraining the vendor community on their preferred way to discover, evaluate, and choose new products and services.
For buyers, Lucro manages their vendor selection process, replacing antiquated RFIs and RFPs, fragmented spreadsheets and documents, and an unmanageable volume of emails and meetings.
For sellers, the platform redirects ineffective sales and marketing spend, to focus on more relevant, qualified opportunities – while offering unprecedented market insights regarding industry needs and positioning their solutions.
With innovation as a common theme throughout your career and Lucro, how do you make sure that your company is always driving innovation?
I believe for us to be successful, there are three key elements:
- a deep understanding and singular focus on the problem we seek to solve
- imagine a solution without being constrained by legacy thinking or incentives
- recruit and empower a team of complementary talents within an aligned culture
When did you feel that your business model was going to be a success and you were solving the problem you set out to solve?
We are never too complacent regarding any successes we achieve, but our team is particularly encouraged when we see examples of virality – our current clients proactively sharing our solution with their peers to encourage them to actively engage in the network.
What advice would you give to up and coming entrepreneurs in the industry?
Going to market in healthcare is unique from other industries – neither be naïve nor discouraged – there is meaningful opportunity for passionate entrepreneurs to make a difference in people’s health and wellness.
What are the biggest challenges you see in the healthcare industry at this point?
Amid transformational clinical and technical breakthroughs, the underlying business model of healthcare has created misaligned financial incentives to common sense solutions. Established and emerging stakeholders face unprecedented change and uncertainty, clouding the path forward for all.
What trends do you expect to see in the healthcare industry in the next 5 years?
The consumer will begin to be in charge of how, when, and where care is delivered, as the individual will realize meaningful incentives for making healthier, fiscally responsible choices regarding their care.
They will seek care based on cost, convenience, and quality, the rational way most consumers make every other purchase decision in their life. More care will be managed by loved ones in the home, supported virtually by clinicians that come to you, with a shift away from hospitals.
Unfortunately, I do not believe these changes will happen nearly as quickly as many predict. Healthcare is complicated for many reasons, and many current stakeholders that stand to be disrupted will slow this inevitable shift.
As a leader, what traits do you think define leadership?
Well, there are lots of leaders – with both good and bad intentions. Vision, integrity, and selflessness characterize those who lead for good.
What made you choose healthcare as a focus in your career path?
I always imagine my mother, my wife, my daughter as the person in need of care and want to help empower the passionate clinicians and supportive organizations to do the best jobs they can to systematically provide the best healthcare possible.
What new technologies or innovations are you most excited about in the industry?
There are so many innovations that hold great promise – and I believe the most encouraging ones are those that are insanely simple solutions to big problems.
Two of my favorite examples to which I’ve recently become introduced:
Accendowave – a small device worn by a patient that uses EEG technology to remove the subjectivity from the assessment of pain – this can lead to happier, more comfortable patients while preventing overuse of opioids.
IRIS (Intelligent Retinal Imaging Systems) – empowers primary care doctors to offer a simple test in their office to end preventable blindness in diabetic patients.
What is on your pizza?
I am a pizza snob – I make my own at home every Friday – a family favorite! However, I confess that I get my toppings from the hot bar at Whole Foods – so it varies every week depending on which veggies and meats look best that day!
David Peterson Interviews Todd Blumsack, VP Business Unit Web Fed NA of BOBST
November 22, 2017
David Peterson, Managing Partner of Plastics and Flexible Packaging had the opportunity to interview Todd Blumsack, VP Business Unit Web Fed NA of BOBST Group North America. Mr. Blumsack covered background on his career, helpful advice for sales and marketing professionals, and insights on trends in the industry.
Please tell us about yourself.
I am a family person, and my favorite thing to do is spend time with my family. In my free time, I enjoy mechanical and electrical involved hobbies. I work on my boat’s engines and electronics, from a basic level to more advanced rebuild work. I also take the same approach with my home and car; wherever possible, I do the home maintenance myself while trying to teach my children what I learned from my father. Fishing and working out take the balance of my free time. I travel a great deal for work as well as work a great deal of hours, and working out is good for my physical and mental state.
What was your motivation to pursue a career in the printing industry?
The public school system I went to offered courses in all sorts of technical areas, and my first experience with photography and graphic arts fascinated me. All aspects of cameras, darkrooms, and printing press were interesting to me. I liked imagery/photography but had zero artistic abilities. The graphic arts field enabled me to see images come alive on the page without the need for artistic skills. My other passion was electronics and mechanics, and the ability to work with, operate, and repair the various equipment was enjoyable. I had the opportunity to go to college at R.I.T and pursue this passion. Upon graduation, I wanted to go into sales and/or marketing, but the overall market was not good at the time. I was offered a more technical position from the company I co-oped with. The position turned out to be excellent, and the company eventually offered me a sales position. From that position, I moved into marketing, sales management, and then to managing both groups.
With over 24 years of experience in marketing and sales, what would you consider to be the most important lesson learned in your career?
The most important lesson is to be open-minded and always improve my knowledge and skills in both sales and marketing. Like all else in life, sales and marketing evolve. The methods to accomplish both change and improve, and if you are not learning, you are going backwards. I believe in Stephen Covey’s “The 7 Habits of Highly Effective People” – Habit 7. We all need to stop and sharpen the saw to do our jobs effectively. When we are in a profession and we are not looking to grow and improve, we are not doing ourselves and those we work with justice.
BOBST uses the phrase, “People – Knowledge and Values” to describe itself. As VP, Business Unit Web-Fed, what do you do to make sure you are exemplifying these 3 facets in your leadership style?
“People – Knowledge and Values” are important to the Bobst culture along with Trust, Respect, Passion and Performance. Everyone at Bobst does their best to live by this. I try to be there in every way for those I work with. I trust they are working hard, doing their best and then ask each one “What can I do to help you succeed?” or “How can I work on internal issues to enable you to do your job better?”. Success is a team effort, and being part of a team means WE succeed as a team. If WE have issues, WE work through the issues as a team. “I” is not a positive way to work with others. We all need to give credit to the team and not take credit for the team’s work.
What new and innovative projects are you currently working on?
Bobst Web Fed is working on promoting automation in the conventional, non-digital printing, area. We are incorporating HD Cameras and RFID technology to enable customers to setup and operate various types of conventional printing equipment easier and faster.
What trends do you expect to see in printing in the next 5 years?
Trends are both in the digital printing area and automation area. We will see more robotics and digital printing as part of the various printing solutions. I believe conventional printing will remain in the printing/packaging world, but digital will become stronger in the areas that need shorter runs or personalization. SKU proliferation will continue, as people want products more aligned with their individual needs. This will drive how printing/packaging evolves.
What is the biggest challenge you are seeing in your industry or the manufacturing industry in general?
Our industry is very manufacturing oriented. A big challenge is talent for both packaging manufacturers and suppliers to the packaging manufacturers. We need skilled talent to operate the equipment. The equipment is evolving with technology and the talent to train, install and repair the equipment is in demand. Getting the word out that the packaging industry is high tech and offers a great career needs to be spread.
What advice would you give to professionals looking to break into a successful career in sales and marketing?
Chose an industry that truly interests you. In sales and marketing, you are dealing with people and you need to relate to and understand the people and the market. If you do not posses and show real interest and passion, you will not succeed. Secondly, work very hard. I deal with individuals with varying education and experience, and what sets successful people apart from the rest is hard work.
What traits do you think define leadership?
I believe leadership should be earned, not given. As a leader, you need to show the people you work with trust, respect, passion, morals and care about those you work with. In addition, you should not expect anyone to do something you are not willing to do yourself. One final key is to admit when you are wrong or made a mistake. Nobody is perfect; I have and continue to make mistakes. I just try to learn from my mistakes.
Describe the approach you take to attracting and retaining high impact talent at BOBST.
Attracting and retaining talent is key to success. A company is nothing without the talent. Understand what the person you are trying to attract is motivated by and try and put some of those elements into the position. Some people like to travel and some do not, altered work hours, compensation elements outside of salary, and just the need to be part of a new team are some of the areas that can drive talent to your company. Finally, be honest and let the prospective employee know both the good and the not so good.
What or who has motivated and influenced you to be successful in your career? Have you had mentors?
Many people have influenced me in my career, some good and some not so good. First, would be my parents. They instilled hard work, education, and the ability to finish a day and be happy when you look in the mirror. Early on in my career, like many others, my confidence got in my way. I was put in my place early in my career, and shown the correct way to handle myself in a business environment. In the middle of my career a peer who became my mentor/manager/friend showed me how to present and build industry relationships. Lastly, a manager who became a friend, then peer gave me my first management position, helped me grow in my career and acknowledge my strengths and weaknesses’ so I could continue to improve and grow. A great mentor has the ability to tell you your strengths and weakness, and point you in a direction to improve.
David Peterson
Managing Partner of Plastics and Flexible Packaging
440-996-0590
dpeterson@directrecruiters.com
Norm Volsky Interviews Brenda Schmidt, Founder & CEO at Solera Health
November 13, 2017
Brenda Schmidt, Founder/CEO of Solera Health, recently spoke with Norm Volsky, Director of Mobile Healthcare IT about her company, goals, trends in the HIT industry, and much more as a part of our Thought Leader Interview series.
Please tell us about yourself and the company you founded, Solera Health.
I started my career in Science, receiving a Bachelor’s degree in Microbiology and a Master’s degree in Immunology, and then flipped over to Business. I worked for Baxter Healthcare for about 15 years, the last 6 of which I was responsible for the Clinical Nutrition Market in Latin America. I really wanted to break out of a large company and start something on my own, so I looked around at where the market was going in the early 2000s when health management was going high tech, high reach. I thought there was a real opportunity to impact the health of service workers who didn’t have a computer and required more of a community-based focus. I bootstrapped a company, Viridian Health Management, for about 10 years and the experiences with Viridian led me to Solera’s business model. Solera has created a new category as a preventative care benefits manager. We connect individuals to non-medical prevention, coping and support services that meet people’s unique needs and preferences, paid by their health insurance company. We have initially focused on the Diabetes Prevention Program to prove our business model.
What was your motivation to start Solera Health?
I purpose-built Solera’s business model through several experiences at Viridian that identified the need for a marketplace or integrator in healthcare for non-medical services, delivered by community organizations and digital health solutions paid through medical claims. At Viridian, we focused on employee health management for organizations that had very diverse employee populations. These employers required a creative approach to monitoring the health and productivity of their employees, primarily through program delivery by local community resources that delivered evidence-based, culturally competent programs, which was unique in the market in the early 2000s. After that, we won a large CDC population health demonstration project that leveraged community resources to deliver evidence-programs as a health management strategy for small and mid-sized employers. We then worked with a national retail pharmacy chain to manage patients with multiple chronic conditions, referred from a local accountable care organization, to keep them compliant with their care plan between their doctor visits. Based on these three experiences we realized that there was a real need and opportunity for a technology platform and business model that could connect patients, health plans, and physicians with non-medical prevention, coping and support services, delivered by digital health solutions or community organizations, that could impact cost and quality through a high-access, low cost network. That was the motivation for Solera. I pivoted the business model from Viridian Health Management and purpose-built Solera’s business model to address that market need.
What inspired you to pursue a career in healthcare?
I was always interested in Science in high school and in college, getting my degree in Microbiology. Disruptive companies in genetics and tech were starting to enter the market. I thought there would be growth in careers focused on genetics or microbiology, and I applied for a position as a microbiologist. I’m pretty outgoing and I remember the guy in the lab saying, “this job is not for you.” After that, I thought about medical school but got my Master’s degree in Immunology partly because my parents said I either needed a job or I would have to come back home. I didn’t have a job and I didn’t want to go back home, so I went to Grad school. At the end of my Master’s I realized I didn’t want to get my PhD and spend my career in research. I wanted to go out and see if I could make a difference in healthcare through product, technology and innovation. My first job out of Grad school was as a Pharmaceutical Sales Rep and that was probably much better suited for my personality. After a few years in sales, I joined Baxter Healthcare and had a variety of roles in Global Marketing, Product Management, and Quality. Those experiences in a world-class company served me well when I started my own company. From the very beginning, the vision was to create an innovative company that solved a big healthcare problem with a culture of compliance and quality as opposed to a technology – driven company that develops a product and then looks for a buyer. Solera purpose-built our business model to solve a problem with a large financial impact for payers. This has led to Solera’s quick market adoption and growth.
What are your goals for Solera Health in the next 5 years?
Five years from now I want Solera to be a global platform for integrating non-medical services into medical care at a lower cost to improve quality of care. As a first step, Solera chose to integrate the hundreds of Diabetes Prevention Program providers to prove our business model - that health plans would see the value of non-medical providers to prevent and better manage their members, and would pay for non-medical services delivered by community organizations and digital health solutions. The Diabetes Prevention Program was the first prevention program that we launched in an ecosystem that includes prevention, coping and support. Solera’s technology platform supports value-based non-medical network designed to keep people compliant with their care plan between doctor visits by connecting them to an ecosystem of community and digital providers. Solera guides each patient to the “best fit” program provider based on their unique needs and preferences. For example, a physician might tell a patient to lose a few pounds, eat healthy and exercise more and then send them out into a world where that’s not very easy. Solera can help the patient by matching them to a program, paid for by their insurance company, where they live, work, play, pray and shop and provide them the needed resources whether that’s prevention programs or social support, resilience, sleep or healthcare related social supports. All of those things have a direct positive impact on healthcare costs, but they’re not appropriate services to provide within the four walls of a clinical setting.
What trends do you expect to see in the HIT industry in the next 5 years?
A trend we are already seeing is market consolidation of digital apps. There are hundreds of apps, and individual point solutions have a difficult time gaining traction with payers and employers who are looking for single-source platforms. The other trend we’ve seen is collaboration among a wide variety of stakeholders to integrate their various technology and digital solutions into a patient-focused strategy where those things, in concert, can provide holistic care to a patient. In general, people are realizing that a single technology is not going to solve an end-to-end problem in healthcare, so collaborative partnerships and integrated technologies help streamline both the contracting process and the patient experience. Another trend is that demonstrated clinical effectiveness is becoming more and more important. Payors want proof that these things work in broad populations, and certainly, the FDA is moving in that direction around pre-certification of digital apps. Another trend is just the recognition that human interaction and accountability is an important driver of behavior change, and that digital apps that use data and even provide feedback using artificial intelligence haven’t shown that they can drive sustainable behavior change. We have seen several hybrid models where content delivery and data collection can happen digitally, but when you want to provide effective support for sustainable behavior changes, we believe that takes human interaction, accountability and motivational interviewing - which is very difficult to do with technology.
What interesting new projects are you working on?
We looked at all the reasons why our business model was successful for the Diabetes Prevention program. There were 3 key factors that drove the success of our business model. The first was a highly fragmented set of program delivery providers that required integration into a network. The second was the need for a standard set of quality metrics across a disparate group of program providers to document quality, performance and outcomes. Third, we look for programs where there could be an engagement strategy dependent on consumer choice. Even though many program providers may be delivering the same program or addressing the same problem, the intervention methodology and patient experience can be very different. Solera is like Match.com for non-medical service providers - we match people to the program provider that best meets their unique needs and preferences. The delivery modality could be telephonic, telehealth, digital, online, community, in person, group, or individual. There are several different variables that can impact a person’s success. Because behavior change is so personal, it is important to meet people where they are and provide programs and program providers for them where they feel that they’ll be most successful. As the business model has expanded beyond Diabetes Prevention to other non-medical services such as sleep, resilience, tobacco cessation, and healthcare related social support, we look more like Expedia.com when you think about a wide variety of different types of programs and services that we can bundle together. For example, if your trip includes a car, a hotel and a flight, in our world that might be diabetes prevention, stress and a food prescription as a custom bundle for each person from among our variety of programs and services that’s unique to each person. That analogy makes a lot of sense for our technology platform and the business we’re building. The next market we are launching is an integrated network of sleep and resilience program providers. There are so many different digital apps addressing sleep and stress management that deliver their programs in very different ways that there is even more of an opportunity to identify and match people with a program that meets their needs than diabetes prevention. Improved sleep and resilience also have a direct clinical correlation with obesity and chronic disease. As we’ve talked to employers, consultants, plans and even the providers and vendors in our network, most agree that our model makes sense. If Solera can identify the people that are the “best fit” for each one of our network providers, it benefits both the program provider and the patient. We have dozens of solution providers in our network. They are not competitive with each other, even when providing the same program, because they don’t want the most people using their app or program, they want the people who are going to be most successful using that app and program. If Solera can help make that match, it benefits everybody.
You are the President of the Council for Diabetes Prevention and the Board of the Arizona Bioindustry Association. What new initiatives are you accomplishing on these boards?
Each board has very different missions. Here in Arizona, there’s a recognition that Phoenix and Tucson have the assets to support and fuel an innovation economy and become a medical and technology innovation hub. The Arizona BioIndustry Association was critical in pushing the angel Investment tax credit through the legislature, paving the way for tax breaks for people investing in young entrepreneurial companies. The organization is a catalyst for bringing capital to Arizona life sciences and healthcare technology companies, and supporting technology transfer to commercialize the innovative technologies being developed at our state Universities. The group is also creating collaborative partnerships with the Arizona Technology Council and other economic development stakeholders to attract companies to Arizona, making sure that we have adequate talent and socializing the assets that can support a vibrant start-up community.
The other organization that I’m very passionate about is the Council for Diabetes Prevention, a new non-profit that was started just about a year ago at a Congressional briefing. The Council was created with the recognition that the Diabetes Prevention Program was going to become a required preventive benefit for all Medicare members. The program is delivered by highly fragmented community-based organizations and digital health solutions that didn’t have an advocacy voice in Washington. The Council provided the opportunity for these providers and other diabetes prevention stakeholders to come together, share best practices, and establish quality metrics for program delivery for the industry. They also needed an organization to advocate on behalf of non-medical providers that could deliver these evidence-based programs in a quality way without licensure, credential, or certification. We now have almost 100 Council members, an independent 5-member board. The Council is very active in advocacy and working with CMS and CDC to ensure the effective implementation and administration of the DPP. It was fun to be involved in something from the very beginning that could make a big difference in a new national benefit.
As an accomplished healthcare entrepreneur, what advice do you have for up and coming entrepreneurs?
Breaking through the noise in healthcare is really hard. There are literally hundreds of healthcare startups pitching to the same buyer. When introducing a disruptive technology or new product, it is important to focus on the problem you are solving, and the industry will look to you to solve it. Grow through thought leadership and clinical evidence as opposed to marketing. It is also important to identify and sell to the person who is financially motivated to buy your solution to solve a problem that impacts their bottom line. Health Plans and employers are very fatigued with point solutions and are looking for platforms that offer an integrated solution or end-to end patient experience. There are certainly a lot of problems to solve in healthcare but I think the other important strategy is collaboration. There isn’t a single company that has an end-to-end solution for payers. A good strategy for new market entrants is to partner with a more established company that already has clients and revenue. Find partners where your solution helps them add more value to their existing client base as a way to gain revenue and traction to avoid the very long sales cycles. This has been an effective strategy for benefit integration platforms and consumer engagement companies. Once the new company has established credibility as a partner to one of these larger organizations, it’s easier for them to sell directly to payors and scale their businesses
What drives you to succeed?
I just really want to make a difference. When I leave the house in the morning I tell my husband, “I’m going out to change the world one pre-diabetic patient at a time.” We just did a series of testimonial videos for people who have participated in the Diabetes Prevention Program that highlighted their journeys. Solera has made a difference in people’s lives even though we don’t deliver any of these programs. Sometimes I play these videos to focus on our mission because it is a privilege to have the opportunity to make a real difference in someone’s life, and it is very motivating. There is a tremendous opportunity to scale non-medical programs delivered in communities and the world can’t move fast enough for me to scale prevention and support programs and services that I believe can transform healthcare. I see such a huge opportunity to impact patients outside of clinical settings. While I am focused on innovative business models to transform healthcare to improve costs and quality, it really comes down to helping individuals improve their health. The personal stories of people struggling to improve their health and the feedback that we have made it a little easier for them drives me to do more.
What strategies do you use at Solera Health to retain top talent?
I have purpose-built a mission-driven organization with a great corporate culture. Solera benchmarks our corporate culture against industry and national benchmarks, which we exceed in all categories. We recently won the “Best Places to Work” award in Phoenix. We also hire self-driven people and then give them the freedom to excel. I have a no-jerks rule, a rule to not have stupid rules, and we really focus on mastery, autonomy and purpose in a collaborative environment. Solera is a very mission-driven organization and it’s important to me that everyone can tie their job with both the business objectives but also the purpose of the organization. Corporate culture and focusing on the importance of our culture has really helped us attract and retain top talent. People want to work here. We consistently get inbound inquiries about coming to work for us because people believe in our mission and believe that we can make a difference.
How has government regulation and policy affected your niche in the healthcare industry?
Government regulation was the driver for us selecting the Diabetes Prevention Program as our initial market and product. The Centers for Disease Control was authorized by Congress back in 2010 to scale the Diabetes Prevention Program. The CDC built an infrastructure of community organizations using non-clinical providers as trained Lifestyle Coaches who were delivering the program through grant funding. The CDC developed a standardized curriculum that was public domain and established quality and fidelity metrics for the program. That standardization and CDC oversight made it a good market for us to start because we could assure our health plan clients that we had a quality delivery network as opposed to Solera curating our own network. The Center for Disease Control has an existing infrastructure and framework. We saw a line of sight on reimbursement for two reasons, the first being that the US Preventative Services Task Force made a recommendation that the Diabetes Prevention Program was the Gold Standard to address cardiovascular risk reduction. It became a mandate for health plans to cover cardiovascular risk reduction through a 12-month intensive lifestyle program that really wasn’t applicable to deliver by higher-cost clinical providers. The second reason was the Diabetes Prevention Program was being evaluated by the Centers for Medicare and Medicaid Services Innovation Center as an expanded model. We anticipated that the Diabetes Prevention Program would become a covered Medicare preventive benefit around the 2017-2018 timeframe. Back in 2013 we knew it was an interesting market for us to enter based on regulation and prove our business model, and not have to go to health plans and ask them to cover services without documented impact and outcomes. The health plans felt that they had to cover the DPP and we provided a business model that made it very easy for them to administer and offer the program to their members and employers.
When did you feel that this business model was going to be a success and you were solving the problem you set out to solve?
A very meaningful moment for me was the day we reached out to health plan members to inform them of the Diabetes Prevention Program as a new health benefit. We could actually watch and see the statistics of people matching and enrolling in the Diabetes Prevention Program. We celebrated the number of people who may not become diabetic. We’ve enrolled more people in the Diabetes Prevention Program in 2017 than the entire industry has enrolled combined over the previous 4 years, so we have solved for consumer engagement and scale. This is tens of thousands of people who may now not get diabetes. It’s really thrilling to see our model and technology working.
Norman Volsky
Director of Mobile HIT
440-996-0059
nvolsky@directrecruiters.com
View packagingPRINTING Webinar Featuring David Peterson
Tuesday, October 17th, David Peterson, Managing Partner of Plastics and Flexible Packaging was a featured presenter on a packagingPRINTING Educational Webinar! The webinar was titled ‘How to Find, Train and Retain High Value Employees’ and was inspired by a growing concern that hiring managers in the packaging and printing world are finding it challenging to hire and retain top talent. David covered Millennials in the workforce, and beneficial ways to attract, hire, and retain this talent, while Tom Brennan, Chair of the Communication Arts Department at Chowan University covered the topic of Training employees.
View the details of webinar here and sign up for future webinars! Please contact David Peterson to discuss or network at dpeterson@directrecruiters.com or 440-996-0490.
Norm Volsky Interviews Justin Kahn, Founder/CEO of TruClinic
October 10, 2017
Norman Volsky, Director of Mobile Healthcare IT recently had the pleasure of interviewing Justin Kahn, Founder/CEO of TruClinic for a Thought Leader Interview. Justin shares the interesting background of his career and the inspiration behind TruClinic, as well as industry insights, advice for young entrepreneurs, and more.
Please tell us about yourself.
My name is Justin Kahn, I’m 39 years old. I have had multiple careers in my life – I’ve been a Realtor, a Natural Disaster Claims Adjuster and for the past seven years, I have been the Founder and CEO of TruClinic.
Give us some background on TruClinic, why you started the company, and the mission behind it.
I joke around and say telehealth chose me, which is kind of true. When I was young I got hit in the head with a baseball bat during a softball game. I suffered a traumatic brain injury and was misdiagnosed with Post Traumatic Stress Disorder for over a decade. When I was in my late 20s, I had a seizure that scared me into seeking out the help of a neurologist who discovered, after working with her over a period of time, that I had TLE (Temporal Lobe Epilepsy). She put me on an anti-seizure medication and it changed my life almost overnight. I used to suffer from anxiety and panic attacks and those went away after I started this medication. As a side note, I grew up around the VA hospital system. My stepfather was an administrator for the VA so we lived on the grounds of different hospitals growing up as a kid. I knew what the infrastructure was like at the VA and knew some of the problems they had as it related to behavioral healthcare in particular. In 2008, I happened to read a transcript of a speech that Robert Gates had given to the graduating class of West Point and he talked about how the DOD was going to start investing billions of dollars into the PTSD epidemic that had been plaguing the branches of the military. That article resonated with me because growing up, I always wanted a doctor to see these panic and anxiety attacks I was having in real time instead of trying to explain what had happened weeks later in the doctor’s office. When I read that article and started to think about the infrastructure at the VA, I came up with an idea, really thinking about what I wanted for myself and how that might apply to the VA. My idea was to connect active duty troops with VA providers from the troops’ home state at the beginning of their service career. When the troops graduated from training, they would be deployed and assigned with a group of providers from the VA. During deployment, they would be able to meet with those providers through a secure video conference and the idea was that it would be outside of the military, but not outside of the DOD. The hope was that the troops would be comfortable engaging with the VA providers while they were deployed so when they transitioned to a veteran status, they would already have those relationships established and would continue to engage those providers, and more importantly, they would get used to the technology. The video technology piece is important because close to 40% of veterans live in rural and frontier counties in the US. I took this whole idea to the Salt Lake VA, and they liked it. The VA said if we could produce the technology we were proposing, then they would give us a grant. Less than a year later, we brought the BETA version of the technology in for a pilot in which relaxation exercises were taught to a test group of veterans using the technology. They measured the retention rate against the control group, which did not use technology, and they had phenomenal success with the test group. That led us to apply for grants with Utah Valley University and also from the Governor’s Office of Utah to finish building out the first version of the platform. We also used grants to do a couple of projects with the Goshute Native American tribe, one of the most rurally isolated tribes in the continental United States. Our success with the Goshutes led us to get the seed capital for the company, which was really the beginning of TruClinic and how we started off to the races.
As an accomplished, young entrepreneur, with several awards to back that, what advice would you give to up and coming entrepreneurs?
Don’t quit. Take criticism, feedback, advice, and learn from people who have been through the experience. Take their advice with a grain of salt and don’t be afraid to make decisions. The best piece of advice anyone ever gave me outside of my father is “the only wrong decision is indecision. You can either act, react, or do nothing, but you do it consciously.”
What drives you to succeed?
Success is an unattainable target; an ongoing goal. I love what I do because I am capable of doing it. I am always working towards the never-ending definition of what success could be. In my opinion, success can only be measured against the happiness one feels in their day to day activities.
What interesting new projects are you working on?
The stuff we are really interested in right now is machine learning. With the launch of our new version 3 platform we have much more robust capabilities around gathering and analyzing data and using that in a way that actually provides real ROI back to our customers. The first movers in telehealth as it relates to machine learning and AI are around patient triage and common symptoms, deciding whether or not individuals need to go to the doctor or if this is something that could be handled through an algorithm. This is the place to start and is one of the low-hanging fruits, but when you start really thinking about predictive analytics, clinical decision support and longitudinal data and what that means in terms of not only helping to streamline efficiency, but also to improve patient outcomes- that’s one of the things that really interests me personally as we think about how telehealth moves into the next iteration. My team and I think of that as virtual health where you’re unifying the experience between what happens inside of the four walls and outside in the real world.
What challenges do you currently see in the healthcare IT industry?
It’s the wild west in a lot of ways, but there’s also a lot of noise. As one of my mentors would say, “there’s a lot of sizzle but not a lot of sirloin.” The first wave of telehealth was the direct-to-consumer and specialist consults. The second wave was the platform play, and now there are a variety of different technologies to choose from. Video is a commodity, and now there are a lot of single use, tactile solutions out there that are limiting in how they can be applied to different use cases and workflows. Frankly, I feel bad for hospital and health systems and even the smaller mom and pop clinics and practices. The challenge they face when it comes to picking a vendor and building a strategy is that they may spend millions of dollars with a platform or provider services organization and then hit the proverbial wall with what they can do with it. What that has led to is organizations buying multiple overlapping and sometimes redundant solutions in order to fill the different use cases or work flows they’re trying to support as it relates to telehealth, and it becomes cumbersome, unruly, and unmanageable especially in large organizations. That’s why TruClinic is winning customers. We are seeing customers who have invested into those platforms and transitioned over to us, and we have also seen new customer entrants in the market coming straight to us because of the solutions and the services we provide and the partnerships we have created with our customers.
Have you had a mentor(s) throughout your career?
I collect mentors. I am only as smart as the people I surround myself with. I make it a point to engage and meet people by going out for coffee, learning, asking questions, and posing scenarios. I find that is one of the most effective ways for me to gain perspective and insight and to help me in how I think about the challenges or problems that I’m faced with.
What strategies do you use at TruClinic to retain top talent?
We are a big family here at TruClinic. Every person that I work with is someone that is part of the culture, and part of the fabric. We all support each other and we all make sure that we are helping each other in carrying the load. We all have our own domain expertise so we collaborate internally as a team as well as externally with our customers. I think that a focus on collaboration and team dynamic allows for the most constructive work program. We also use other strategies; For example, our engineers are not allowed in the corporate office unless they’re specifically here for a meeting. Otherwise they’re home, in a coffee shop or wherever their safe space is for programming. We do that because there is this component of what is called context switching – to have an engineer be in a mindset and be developing and have to switch, attend a meeting, or phone call then come back to programming, it’s difficult to do. We are an agile shop, so we decided that engineers work their own time, they have to be on certain calls or meetings for check-ins, and stay in constant communication. Everything we do is written, but I don’t care if engineers code at 2 AM or 2 in the afternoon as long as they get the work done. We have an understanding of different teams and different dynamics, and how they work and when they need to be available. We try to build the culture where, following the Netflix model, we don’t care when the work gets done as long as it gets done, and it is quality work, and on time. From a CEO perspective, the trick is to treat your team like a family, listen to the concerns and suggestions they have, and build the culture and team at the same time.
You received your B.A. in International Economics, and B.S. in Political Science and Government. What led you to pursue healthcare?
Originally, I thought I wanted to be a lawyer working on international infrastructure projects. That’s where I thought my career would go in college. Instead, my career went a different way. I came out of school, got a sales job, did some consulting and learned real estate because it was interesting to me and that was the direction my life went for the better part of a decade. I knew that being a Real Estate Agent wasn’t something I wanted to do for the rest of my life. It was more the fact that it gave me a lot of flexibility in terms of trying to figure out what I did want to do with my life. A real estate commission can be significant, so being a real estate agent and a claims adjuster gave me the ability to save money and invest it. When I made the decision that I wanted to pursue TruClinic, I self-funded the company for the first 2 years and did that based on the commissions I was making. This all led into what we, as a company have been able to do. Like I said before, I am only as smart as the people I surround myself with and everyone on this team has been an integral part of the company. Their knowledge, background, expertise and their experience have all help shape the vision and the direction and the strategy of this company.
What trade shows are you looking forward to attending in the near future?
I’ll be heading to the Gartner IT Symposium, the Conex Event in Dallas, HIMSS, ATA, AHA, SPS, and ISM. We do a decent amount of shows and speaking.
Norman Volsky
Director of Mobile HIT
440-996-0059
nvolsky@directrecruiters.com
David Peterson Gives Presentation to MDNA on Millennials
On September 20th, David Peterson, Managing Partner of Plastics and Flexible Packaging at DRI had the opportunity to give a presentation to Machinery Dealers National Association (MDNA) at their Cleveland Chapter Meeting! He spoke on a popular workplace topic: Millennials. David had already given a presentation about the generation everyone is buzzing about at the Plastics News Executive Forum in March.
With a presentation entitled, “How to Attract and Retain a New Generation of Workers,” David provided information to the MDNA group about traits of Millennials, statistics, what they are looking for in the workplace, how to attract them to your company, and finally, how to accomplish the challenging task of retaining Millennial workers.
Many professional associations are introducing programs to bring young professionals into their respective industries. MDNA for example, has a program called Young Guns, while Plastics Industry Association created FLiP: Future Leaders in Plastics, both to offer exposure and education for professionals entering into the industry.
If you would like to contact David to learn more about his presentation, please contact him at 440-996-0590 or dpeterson@directrecruiters.com.