1A. Workshop - New Manager Success: The most common new manager pitfalls (and how to avoid them), Part 1, by Abbey Louie

Session Description

New managers are under immense pressure to succeed, yet often with insufficient training and resources. As they navigate the transition into leadership and seek to prove themselves worthy of the position, they tend to over-rotate in some areas and come up short in others.

In this session, we’ll walk through the most common pitfalls faced by new managers and explore practical strategies to avoid or correct them. You’ll learn applicable leadership practices that every new manager needs to succeed.

Learning Objectives

• Awareness of common new manager challenges
• Practical strategies to overcome these common management pitfalls
• Tools to boost your overall leadership effectiveness and confidence

View Bio for Abbey Louie

1B. How Effective Utilization of Medical Assistants Can Result in More Efficient Delivery of Healthcare, by Donald Balasa, JD, MBA

Learning Objectives:
• Attendees will understand the law about medical assistants’ scope of practice and will develop a list of tasks that are delegable to medical assistants;
• Attendees will make determinations about which medical assisting tasks are reimbursable incident to the services of the delegating provider under new federal programs;
• Attendees will evaluate and conclude which types and levels of medical assisting education and credentialing should be required for various medical assisting duties;
• Attendees will understand the “fundamental principle” of efficient outpatient staffing and will calculate optimal numbers and ratios of licensed providers, licensed professionals, and assistive personnel.

1C. The Art of Identity Based Strategic Planning, by Don Harkey and Matt Griswold

Session Description

We believe that Strategic Planning is the formal act of evaluating your organization in relationship to the current world. Then using that understanding we can create an effective plan of action that maximizes your company's potential. Strategic planning is most effective when it is:

INTENTIONAL
Take thoughtful time to take a step back and work on the business, instead of just in the business.

IDENTITY BASED
Understanding the Values, Mission, and Vision of the organization will better guide the direction of the company and increase the likelihood of an executable plan.

POSITIONED
Examine the company in relation to the world in which it exists. Customers, Industry, and Marketplace will help determine where to go next.

EXECUTION FOCUSED
The value of strategic planning comes in the execution of the plan, not in the planning itself.

1D. Pitfalls of Professional Service Agreements in Litigation, by Elizabeth A. Leedom, JD and Kari Adams

Session Description

The litigation environment for medical malpractice has changed, putting pressure on entities to eliminate the potential for high awards and settlements for which it may be responsible.   As a result of these changes, contribution actions against practices have become more commonplace based on contract language in Professional Service Agreements, state statues, or both.   While professional service agreements between provider groups and hospitals and other healthcare institutions are common, their terms and conditions can vary. Practice managers should be aware of certain elements within the agreement that could have a potentially serious financial impact to their practice in the event of a claim. 

Learning Objectives

Attendees should leave the session understanding:

• The emerging trend in Contribution Actions
• The Right of Contribution/Indemnifications
• The Principles of Agency and Joint and Several Liability
• Options to help mitigate these costly claims

Session Sponsored by

2A. Workshop - New Manager Success: A neuroscience-based approach to building trust and driving performance, Part 2, by Abbey Louie

Session Description

Your ability to lead and influence is contingent upon the health of your relationships. In this session, we’ll take the guesswork out of developing trusting relationships using a five-part, neuroscience-based formula. You’ll learn how to apply this framework with your employees, boss, and other stakeholders to foster productive collaboration and connection that drives the highest levels of performance on your team.  

Learning Objectives

• The scientific relationship between trust and performance
• A framework for evaluating the health of your work relationships
• Strategies for building a high-trust work environment

View Bio for Abbey Louie

2B. Navigating the Current Landscape in Healthcare Recruitment and Staffing, by Paula Purdy, CMA (AAMA) & Lisa Phromnopavong, AOS, CMA (AAMA)

Session Description

Recruitment and staffing seems to be more challenging then ever. Hear from our experts on the current landscape in healthcare. Paula and Lisa will provide an overview on current industry employment and hiring trends they are seeing in relation to:

• Pay scales, bonus structure, vacation/flex time, other tools to entire qualified candidates
• Ways to create a pool of qualified candidates
• How to find candidates who fit your company’s culture
• Streamline the recruitment and hiring processes
• Recommendations for reducing employee turnover

2C. Key Considerations for Practice Ownership Changes & Selling to Private Equity Firms, by Brian Newton, CPA, Jordan Dawley, CPA and Alex Trauman

Session Description

Ownership changes are frequent in the private practice healthcare industry. Additionally, private equity investments in healthcare continue to trend rapidly upward. In light of these developments, healthcare practices need to understand several important considerations in advance, to ensure that the terms of the transaction are appropriate, legally compliant, and in the best interest of the practice owners. This session will educate practice owners, shareholders, and decision-makers on the following considerations: 

• Overview of Private Equity Investment 
• Types of Ownership Structures  
• Ownership Transitions 
• Tax Considerations 
• Sales Transaction Process & Structures 
• Key Legal Issues for Consideration  

Download Bio for Brian Newton and Jordan Dawley and Alex Trauman

Jones and Roth CPAs and Business Advisors

2D. Succession Planning: An Important Part of Organizational Effectiveness, by Ron Menaker, Ed.D., FACMPE, MBA

Session Description

Succession planning is an important part of a leaders role, to assure a pipeline of talent. This talk shares strategies on how succession planning can be operationalized to identify leaders for the future. 

Learning Objectives

• Share how succession planning is utilized at Mayo Clinic
• Explain how succession planning can be integrated with existing models that drive organizational culture
• Understand the steps in succession planning and the roles of the individual, manager and the organization
• Emphasize the partnership of operational leaders with Human Resources

Download bio for Ron Menaker

3A. Current Trends in Post-Pandemic Healthcare Litigation, by Barbra Zan Nault, JD

Session Description

Litigation trends often reflect the state of an industry. The impacts of COVID-19 on the healthcare industry are still being assessed, but some litigation trends are already apparent. This session will explore these trends and consider strategies for risk mitigation in your organization.  

Barbara Zan Nault JD

3B. When Increasing Pay isn’t an Option: Recruiting and Retaining Staff after the Great Resignation, a Panel Discussion

Session Description

Hear from your peers, what is working and isn't working in today's environment when it comes to recruiting and retaining staff on an already maxed out budget. This session is a peer-to-peer panel discussion and will also encourage attendee participation in the discussion in the form of sharing of challenges and successes.

3C. The Most Important Thing in Preventing Physician Burnout, By Karen DeLorenzo

Session Description

Physician burnout is at an all-time high, and physicians now have the highest rate of suicide out of all professions. Balancing the need for them to be highly productive as well as emotionally, physicially and mentally healthy continues to be one of the biggest paradoxes that leaders need to address.

All the burnout prevention and wellness programs in the world won’t make a difference, however, if we don’t understand and address the day-to-day cultural issues that negatively impact the work environment and lead to burnout and disengagement.

In this session, participants will join in a conversation about workplace burnout, its impact, and strategies for mitigating it. This will be an engaging and inspiring session that will equip you with new mindsets, behaviors, and plans to create an environment in which physicians (and all team members!) will thrive.

Objectives:

• Learn an easy-to-adopt model for creating a foundation for professional fulfillment that will help mitigate burnout.
• Learn the three most important leader behaviors that promote professional fulfillment.
• Identify and address local factors that inhibit leaders from being effective in supporting physician well-being.

View Bio for Karen DeLorenzo

4A. Oregon Legislative Update, by Courtni Dresser, The Oregon Medical Association

4B. Washington State Legislative Update, by Kathryn Kolan, JD