Burnout, Boundaries & Better Clinics

WEBVTT

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You're listening to the PT Pinecast,

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where smart people in healthcare come to

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make noise.

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Here's your host, Jimmy McKay.

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All right, thanks to VoiceOverGuy.

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Big thanks to Empower EMR.

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If your clinic is stuck in an EMR

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that slows you down, that sucks.

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But that's also your fault,

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because you can get out of that.

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It's like you're married to your EMR.

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You can actually even get out of that.

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Empower EMR gives you speed,

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Clean workflows and features PTs actually

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asked for.

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Just making the template a different color

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is nice,

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but I want to make it easier.

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Better notes, faster documentation,

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smoother operations,

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all wrapped up in customer support that

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doesn't ghost you.

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Because when something breaks,

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and it will,

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you want to make sure that someone's going

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to help you get out of it and

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unbreak it.

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EmpowerEMR.com.

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That is EmpowerEMR.com.

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All right.

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Let's talk about today's guest.

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Started as a PT.

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treating complex pelvic and jaw cases.

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She still does that.

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But today,

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she's redesigning entire clinic cultures.

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That's a different kind of treatment from

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frontline resilience to executive

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leadership development,

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whether she's leading DEI programs,

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improving communication systems,

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or making lunch breaks a reality again in

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clinical care.

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She's proving that healthcare doesn't have

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to be this broken.

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Yes, one person is doing all this.

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uh she's helping teams connect with their

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purpose and each other uh let's bring in

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today's guest holly cunningham holly

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welcome to the show poof and there you

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are hello all that's you i yeah i

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mean obviously we have people in how about

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we can delegate i just meant but what

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i mean is like that's wide you're doing

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a lot of things and i love it

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i love the multitude of my every day

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it's fantastic

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So we'll get into some of the specifics,

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but what I like people who went in

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a door that lots of other people go

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into.

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And then when they're there,

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they sort of make a left turn like

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me.

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Like I do some, I'm still a PT.

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I swear I had the license.

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I got the degree somewhere,

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but I'm doing something different.

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At what point were you like,

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at what point and why were you like,

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Hey,

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I'd be a good fit for doing this

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other stuff.

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And how'd that, how'd that go?

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Great question.

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So I actually took a I call it

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my sabbatical.

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I took like a year and a half

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in Michigan.

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I am in Colorado,

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but I was living in Michigan for a

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year and a half and I was in

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a slightly different setting.

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I was kind of like bouncing around and

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I noticed how many people that I worked

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with were so

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Burntown's not the right word.

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They were just so much less passionate.

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And they had been in the field for

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so long.

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And Michigan wasn't even that crazy of a

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place to treat in.

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They weren't asking people to double book.

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They weren't doing all these things

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because the reimbursement's a little

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better than Colorado.

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But I just noticed the lack of passion

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and it wasn't that they weren't taking

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continuing education, anything like that.

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And I was trying to figure out what

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was going on.

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And I started talking to all of the

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various higher ups that I worked with in

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the various settings.

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So this was between outpatient hospital

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staff.

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IPR, all those things,

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and trying to figure out what the

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disconnect was.

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And a lot of them hadn't treated patients

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in...

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decades and they couldn't figure out how

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to connect with their employees in order

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to make them feel like their every day

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was worthwhile.

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Like the abusive patient or the abusive

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family of the patient or the non-compliant

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patient and outpatient or whatever it may

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be,

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they couldn't connect with their staff PTs

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in order to make the staff PTs feel

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like their day was okay.

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And so we started coming up with

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strategies and I really liked it,

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but there was no space really in those

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settings for me to connect all of them

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and continue what I was doing.

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And then I spoke with the company that

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I had worked for in Colorado and I

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missed them.

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I was thinking about coming back to

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Colorado and I was like kind of ready

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and especially ready for better weather

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and talk to them about what my goals

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were.

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And I was like,

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I think this is really valuable because

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you're going to improve your retention

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rate,

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your quality of care is going to go

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up, all that.

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And they came back to me and they

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were like, let's do it.

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So I came back in twenty,

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twenty three and basically

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have had a hybrid role as the,

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as focusing on the employee experience,

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leadership development, all of that.

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And then on top of that,

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treating patients and managing clinics.

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So it was nice because I know it

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sounds like a lot,

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but it's nice because it all kind of

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fits together.

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Like I get to work on my own

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resiliency while also helping other

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people.

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I get to

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help run clinics in a more efficient way

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that drops how much clinicians have to do

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in order to meet a productivity that keeps

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the doors open.

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It keeps the higher ups happy,

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all of those things.

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So it fits hand in hand.

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Plus you don't lose,

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you don't fall into the trap

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you just described which is you're still

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doing it even in a reduced amount of

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hours or interactions you're still doing

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the thing i'm curious did the higher-ups

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who were losing connection and not able to

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relate did they try pizza parties because

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a lot of times in our profession we

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love people maybe two pizza parties so

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many pizza parties literally like a

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monthly pizza party they're like we're

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feeding them i don't understand what's

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happening i'm like well food is great like

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we need the calories to have the energy

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to help these people but like

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you're not really you know making them

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feel valued you're not reminding them that

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like what they're doing is um incredible

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like absolutely life-changing for people

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so yeah

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So let me start with this.

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You've seen the system from both sides,

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patient care and people ops,

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and you still do that.

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What's the one thing we still get wrong

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when it comes to putting those things

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together?

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What's still the disconnect or the big

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misconception?

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I always say most communication breakdowns

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are because of misaligned expectations.

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I expect A, but I got...

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cue and that's not good so i'm angry

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so what what do we still get wrong

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um remembering people's values so it is

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that disconnect so like if i go and

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talk to one of my staff physical

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therapists and i come at them from purely

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a if you don't see this many patients

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you're not going to make enough money for

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the company so our doors are not going

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to stay open

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I'm threatening their livelihood, right?

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But I'm not connecting to what they value

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the most.

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That person,

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that individual might value their PTO,

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their time off to go see their family

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in a different state.

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They might value money.

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Most people do.

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They might value quality of care and

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seeing more patients.

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That's why they got into PT.

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So if I come at them with a

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conversation of,

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hey your patients are starting to fall off

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for where you know our empty our schedule

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is pretty empty what's like asking them

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questions what's going on but then

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connecting it back to hey like if you

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hit x numbers you're gonna get x amount

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of more pto you're gonna be able to

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travel more or you're gonna make x amount

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of bonus you're gonna make more money

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those kinds of things so so connecting it

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to the individual is what i've noticed is

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that's where

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people lose that.

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Like they think they just need to speak

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to the general public, but in reality,

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you have to speak to the individual.

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Otherwise you're just going to go right

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over their head.

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If we say in communications,

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when you try to talk to everybody,

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you talk to no one, right?

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Right.

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Which is not a product for everybody.

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I don't know.

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Ice cream and pizza already have the world

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sort of,

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that's everybody except the lactose

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intolerant.

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Those people are out.

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But if you can, right.

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So I'll bring this up.

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When I worked at a pretty large

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multi-state clinic, we focused on,

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you said, remembering their values.

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So we brought in this big old fancy

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company, paid them, I don't know how much,

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that's about my pay grade,

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paid them a lot of money.

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And they interviewed a lot of people

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across different roles,

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different geographic places,

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different parts in their career.

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They got a good sampling, cross sample.

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And they came back and they said, hey,

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listen,

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People come here and stay here for one

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of three reasons.

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It's probably a little bit of all three,

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but you need to talk to each of

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these archetypes or you're going to miss.

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And the good part was, of course,

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because we love in marketing when they all

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have alliteration.

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So these all began with the letter C.

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And the three C's were craft, cause,

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and community.

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And at first people were like, no, no,

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no.

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And when you drill down, craft meant like,

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I'm here to be the best PT, PTA,

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OT, speech therapist, athletic.

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I'm here because I am super PT.

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I go to conferences.

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I read, I eat, I sleep, I breathe.

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I'm a PT.

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cause would be what's the whole

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organization doing we're here to protect

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athletes we're here to protect old people

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we're here to you know make babies better

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that's what the mission of the group the

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boat which what boat am i on am

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i the best craftsman would be like am

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i the best rower the person who cares

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about uh cause would be like where's the

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boat going and then community is like

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what's the vibe of the people on the

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boat is this a good party or a

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bad party now we all want

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generally a little bit of all three,

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but there was, they were like,

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you need to make sure there's a little

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bit of, if you're making a meal,

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if you're making a new program, um,

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doing a webinar, something,

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there needs to be a little something,

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a little seasoning from each one of those

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jars in it.

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Or the person who values that the most

00:10:01.375 --> 00:10:02.277
is like, I don't get it.

00:10:02.817 --> 00:10:03.498
Why is this for me?

00:10:03.717 --> 00:10:05.438
Notice I didn't say at any point,

00:10:06.038 --> 00:10:07.519
people are there for a pizza party.

00:10:07.600 --> 00:10:08.301
That's not why they're there.

00:10:08.341 --> 00:10:09.302
They could buy their own pizza.

00:10:09.381 --> 00:10:10.642
I will buy my own pizza.

00:10:10.923 --> 00:10:11.643
I don't need you to do that.

00:10:11.663 --> 00:10:12.823
I need you to do the other things

00:10:13.104 --> 00:10:14.024
that I can't do.

00:10:14.524 --> 00:10:14.985
at home.

00:10:15.345 --> 00:10:17.365
So it sounds like we're speaking the same

00:10:17.405 --> 00:10:18.025
language there too,

00:10:18.066 --> 00:10:20.485
which is making sure you understand the

00:10:20.547 --> 00:10:22.167
who and their values.

00:10:22.647 --> 00:10:26.748
Now, you've said you've had patients,

00:10:26.807 --> 00:10:27.548
lots of patients,

00:10:28.248 --> 00:10:30.528
tell you that you were the first person

00:10:31.349 --> 00:10:33.950
to validate their experience as a

00:10:33.990 --> 00:10:34.490
clinician.

00:10:36.288 --> 00:10:39.110
I want you to use that situation to

00:10:39.150 --> 00:10:40.011
talk about the system.

00:10:40.292 --> 00:10:42.673
What's that say about our system if you

00:10:42.693 --> 00:10:44.275
were the first person to validate their

00:10:44.316 --> 00:10:47.577
experience and they've probably had lots

00:10:47.597 --> 00:10:48.940
of interactions with their clinicians

00:10:48.980 --> 00:10:49.639
before that?

00:10:49.679 --> 00:10:50.421
This is sad.

00:10:51.020 --> 00:10:52.442
This is a canary in a coal mine,

00:10:52.763 --> 00:10:52.962
right?

00:10:54.408 --> 00:10:56.690
It is, you're right, it is incredibly sad.

00:10:56.889 --> 00:10:59.130
It makes me incredibly frustrated with our

00:10:59.171 --> 00:11:02.413
system because I'm nowhere near the best

00:11:02.452 --> 00:11:04.634
clinician out there at all.

00:11:05.214 --> 00:11:07.975
But what I think that people forget is

00:11:08.014 --> 00:11:10.316
that patients are people and all you have

00:11:10.355 --> 00:11:11.716
to do is listen to them.

00:11:12.437 --> 00:11:14.857
And all you have to do is recognize

00:11:14.878 --> 00:11:16.418
that there is truth in what they're

00:11:16.458 --> 00:11:16.999
telling you.

00:11:18.111 --> 00:11:19.913
It may not be everything because they

00:11:19.953 --> 00:11:20.975
don't know everything.

00:11:21.375 --> 00:11:22.317
We don't know everything.

00:11:22.638 --> 00:11:25.260
But what they're saying is valid.

00:11:25.721 --> 00:11:27.123
And this is true for employees, too.

00:11:27.163 --> 00:11:30.267
So I use this technique for everybody.

00:11:32.532 --> 00:11:35.232
I think with our health care system,

00:11:35.932 --> 00:11:38.234
one of the things that is broken,

00:11:38.494 --> 00:11:40.955
and this is true across every type of

00:11:41.155 --> 00:11:44.777
MD specialist, every type of surgeon, PT,

00:11:45.037 --> 00:11:45.437
whatever,

00:11:45.736 --> 00:11:47.298
any type of health care provider,

00:11:47.798 --> 00:11:50.399
is that when you go to school,

00:11:50.499 --> 00:11:53.100
there are so few programs that tell you

00:11:53.139 --> 00:11:54.461
to listen first.

00:11:55.389 --> 00:11:58.270
They are told to, you know,

00:11:58.551 --> 00:12:00.850
know what these symptoms added up should

00:12:00.990 --> 00:12:01.451
equal.

00:12:01.510 --> 00:12:04.231
They are told that this if this test

00:12:04.251 --> 00:12:05.231
comes back negative,

00:12:05.272 --> 00:12:06.753
then it's not this disease, you know,

00:12:06.773 --> 00:12:07.293
blah, blah, blah.

00:12:07.692 --> 00:12:10.234
But we are not told to sit there,

00:12:10.374 --> 00:12:11.433
look at the patient,

00:12:11.774 --> 00:12:13.514
see them in front of us and listen

00:12:13.553 --> 00:12:14.455
to what they're saying.

00:12:15.014 --> 00:12:17.774
And I think that would change if those

00:12:17.794 --> 00:12:19.096
programs started doing that.

00:12:19.796 --> 00:12:21.135
Our health care system would change

00:12:21.176 --> 00:12:23.336
drastically.

00:12:23.496 --> 00:12:24.136
Scary, isn't it?

00:12:24.948 --> 00:12:26.850
terrifying because it doesn't cost doesn't

00:12:26.870 --> 00:12:29.552
like it costs a whole lot it costs

00:12:29.892 --> 00:12:32.394
nothing they can record it like it can

00:12:32.653 --> 00:12:35.275
it can cost zero money it can cost

00:12:35.375 --> 00:12:38.798
zero a lifetime like face to face like

00:12:39.119 --> 00:12:41.559
you can still be productive and efficient

00:12:42.160 --> 00:12:44.822
it takes no no effort to sit there

00:12:44.863 --> 00:12:45.263
and listen

00:12:45.881 --> 00:12:46.241
Wild.

00:12:46.261 --> 00:12:48.503
It is crazy.

00:12:48.602 --> 00:12:51.482
As somebody who's now leading, I mean,

00:12:52.364 --> 00:12:54.323
is this employee experience?

00:12:54.423 --> 00:12:55.283
Well, first of all,

00:12:55.303 --> 00:12:55.965
what do you call it?

00:12:56.144 --> 00:12:57.544
Is it employee experience?

00:12:57.565 --> 00:12:58.865
Is that like, yeah, okay.

00:12:58.904 --> 00:13:00.265
I mean, just people ops.

00:13:00.306 --> 00:13:00.926
Just fancy.

00:13:01.186 --> 00:13:01.725
People ops.

00:13:01.765 --> 00:13:04.246
That's like the tech,

00:13:04.346 --> 00:13:05.187
the business side of it.

00:13:05.226 --> 00:13:06.927
But I'll call it employee clinician

00:13:06.947 --> 00:13:07.326
experience.

00:13:07.687 --> 00:13:08.868
As someone now who's leading that,

00:13:09.826 --> 00:13:11.847
What are the hidden signals that a

00:13:11.927 --> 00:13:13.869
clinical team or a member of the team

00:13:14.629 --> 00:13:17.610
is burning out before they even realize

00:13:17.669 --> 00:13:17.769
it?

00:13:18.250 --> 00:13:19.169
My dad was a fireman.

00:13:19.451 --> 00:13:19.870
He's like,

00:13:19.890 --> 00:13:21.030
this is how you put a fire out.

00:13:21.471 --> 00:13:22.491
He's like, the best thing to do,

00:13:23.331 --> 00:13:24.392
make sure the fire don't start.

00:13:24.491 --> 00:13:25.952
Like that is prevention, right?

00:13:26.092 --> 00:13:28.053
So what are some of the things that

00:13:28.094 --> 00:13:29.734
people could look at in their own teams

00:13:29.774 --> 00:13:33.176
and go, okay, before this fire starts,

00:13:33.355 --> 00:13:34.355
at least I know that there's something

00:13:34.395 --> 00:13:34.796
wrong here.

00:13:34.836 --> 00:13:35.836
What are the things that you suggest

00:13:35.856 --> 00:13:36.437
people look for?

00:13:38.318 --> 00:13:39.119
Cool.

00:13:39.139 --> 00:13:39.379
You know,

00:13:39.440 --> 00:13:42.260
I've always tried to figure out because I

00:13:42.360 --> 00:13:43.322
do leadership development.

00:13:43.341 --> 00:13:45.202
So I try to help other clinic directors

00:13:45.222 --> 00:13:47.825
with this as well as our higher ups

00:13:47.865 --> 00:13:49.926
so they can sort of see the trickle

00:13:49.946 --> 00:13:51.006
down effect that they create.

00:13:51.206 --> 00:13:53.248
But I think, honestly,

00:13:54.129 --> 00:13:56.690
one of the biggest things is when the

00:13:56.730 --> 00:13:58.091
clinician stops working.

00:13:58.863 --> 00:13:59.322
listening.

00:13:59.644 --> 00:14:02.686
So patients recognize this really quickly.

00:14:02.745 --> 00:14:06.590
So they'll leave an MPS score or a

00:14:06.649 --> 00:14:11.793
review pretty fast and say it doesn't feel

00:14:11.813 --> 00:14:13.355
like they heard me.

00:14:13.394 --> 00:14:16.597
It feels like I was just another person.

00:14:16.677 --> 00:14:19.900
I didn't feel like it was treatment

00:14:19.941 --> 00:14:21.182
tailored to me.

00:14:21.702 --> 00:14:24.445
Those cues, especially someone who has

00:14:24.884 --> 00:14:27.726
hadn't had that issue before um that

00:14:27.767 --> 00:14:30.008
started to pop up i'm like oh that's

00:14:30.048 --> 00:14:31.808
not good because all of a sudden that

00:14:31.969 --> 00:14:35.571
clinician no longer has the energy to pay

00:14:35.591 --> 00:14:37.131
attention to the person in front of them

00:14:37.731 --> 00:14:40.094
their brain is shutting off and creating

00:14:40.134 --> 00:14:41.815
an extra boundary so that they don't have

00:14:41.835 --> 00:14:44.056
to put in that extra brain power and

00:14:44.076 --> 00:14:48.118
they're just going through the motions we

00:14:48.158 --> 00:14:49.278
know this though

00:14:49.989 --> 00:14:50.710
Yeah.

00:14:50.769 --> 00:14:52.472
And it's tricky because PTs are more

00:14:52.513 --> 00:14:56.077
complicated because most PT programs and

00:14:56.138 --> 00:14:56.979
OT and speech, obviously,

00:14:57.000 --> 00:14:58.120
I haven't gone through those programs,

00:14:58.160 --> 00:15:01.566
but PT programs are like PTs are taught

00:15:01.586 --> 00:15:02.106
to listen.

00:15:02.488 --> 00:15:02.748
Right.

00:15:04.671 --> 00:15:04.931
But.

00:15:05.708 --> 00:15:09.011
it's a it's not natural for everybody um

00:15:09.072 --> 00:15:10.773
so if you come in and you've learned

00:15:10.812 --> 00:15:12.254
it but then that starts to trickle down

00:15:12.333 --> 00:15:13.475
that might be the first thing to go

00:15:13.514 --> 00:15:15.616
if it's not natural for you and then

00:15:15.657 --> 00:15:17.337
on top of that if it is natural

00:15:17.357 --> 00:15:19.919
for you that's a big red flag if

00:15:19.940 --> 00:15:21.821
you are no longer listening if you are

00:15:21.860 --> 00:15:22.261
just kind of

00:15:23.006 --> 00:15:25.749
Well, it's, you know, I mean,

00:15:25.828 --> 00:15:27.610
it's what a four-year-old would do.

00:15:28.230 --> 00:15:29.312
So it's what we default to,

00:15:29.572 --> 00:15:31.875
which is like, uh-huh, uh-huh, uh-huh.

00:15:31.894 --> 00:15:32.774
I should say teenagers.

00:15:33.135 --> 00:15:34.476
I have experience with teenagers with

00:15:34.517 --> 00:15:35.116
friends of mine.

00:15:35.216 --> 00:15:36.418
I feel like it's a teenager thing.

00:15:36.498 --> 00:15:37.239
Uh-huh, uh-huh, yeah.

00:15:37.840 --> 00:15:39.081
Exactly.

00:15:39.100 --> 00:15:40.522
Teenagers can have phenomenal boundaries.

00:15:40.562 --> 00:15:42.023
Their frontal lobe not being developed

00:15:42.062 --> 00:15:43.384
yet, like, good for them.

00:15:44.424 --> 00:15:45.706
But as a clinician,

00:15:45.765 --> 00:15:47.587
we need to find that, like, in between.

00:15:47.607 --> 00:15:47.788
Like,

00:15:47.847 --> 00:15:49.009
emotional boundaries where you're not

00:15:49.048 --> 00:15:50.009
taking it home, right?

00:15:50.450 --> 00:15:51.791
And bring yourself out that way,

00:15:51.850 --> 00:15:53.711
but not to the point where you're losing

00:15:53.772 --> 00:15:54.932
that quality of care and listening to

00:15:54.972 --> 00:15:55.953
people.

00:15:56.073 --> 00:15:58.196
Episode today brought to you by U.S.

00:15:58.235 --> 00:15:58.916
Physical Therapy,

00:15:58.956 --> 00:16:00.437
national leader of clinics focused on

00:16:00.476 --> 00:16:01.357
developing clinicians,

00:16:01.418 --> 00:16:02.118
not burning them out.

00:16:02.217 --> 00:16:02.578
That's good.

00:16:03.219 --> 00:16:04.580
Leadership tracks, mentorship,

00:16:04.620 --> 00:16:05.240
career growth.

00:16:05.341 --> 00:16:05.660
Oh, my.

00:16:06.221 --> 00:16:08.101
And the stability to build your future in

00:16:08.163 --> 00:16:08.462
PT.

00:16:08.543 --> 00:16:09.823
If you want a place that supports how

00:16:10.004 --> 00:16:12.765
you want to practice, that could be U.S.

00:16:12.806 --> 00:16:15.006
Physical Therapy, USPH.com.

00:16:15.047 --> 00:16:17.369
That's USPH.com.

00:16:17.548 --> 00:16:18.890
dot com.

00:16:20.173 --> 00:16:21.975
So what advice would you give right now

00:16:22.636 --> 00:16:24.900
to someone who is not in the profession,

00:16:25.120 --> 00:16:26.082
a PT student?

00:16:26.908 --> 00:16:29.750
who wants to maybe come in and change

00:16:29.789 --> 00:16:32.250
healthcare, but might also feel like, man,

00:16:32.311 --> 00:16:34.532
I'm not even on the totem pole yet,

00:16:34.591 --> 00:16:34.871
right?

00:16:34.912 --> 00:16:37.692
But feels totally powerless right now.

00:16:39.214 --> 00:16:41.054
How do they pick a place that they

00:16:41.075 --> 00:16:42.335
don't get caught up in this?

00:16:42.495 --> 00:16:44.576
If they do get to a place,

00:16:45.115 --> 00:16:46.777
how do they use their words and not

00:16:46.797 --> 00:16:48.197
their non-listening skills?

00:16:48.256 --> 00:16:50.057
So let's go with the first one.

00:16:50.278 --> 00:16:54.259
How would you tease out for a PT

00:16:54.299 --> 00:16:54.639
student

00:16:55.788 --> 00:16:57.769
If an environment they, because of course,

00:16:57.948 --> 00:16:59.490
I mean, PT students are in demand now,

00:16:59.529 --> 00:16:59.850
baby.

00:17:00.350 --> 00:17:01.671
PT students, you have the power.

00:17:02.030 --> 00:17:02.552
They need you.

00:17:02.672 --> 00:17:03.231
They want you.

00:17:03.432 --> 00:17:03.893
They need you.

00:17:05.894 --> 00:17:08.075
But make sure you don't go and chase.

00:17:09.435 --> 00:17:09.655
Listen,

00:17:09.675 --> 00:17:10.776
I'm all about you getting that bag.

00:17:10.816 --> 00:17:11.997
But if you chase it,

00:17:12.017 --> 00:17:13.357
but you get there and the situation is

00:17:13.417 --> 00:17:13.837
bad,

00:17:14.157 --> 00:17:15.499
the situation is something that Holly's

00:17:15.519 --> 00:17:15.979
describing.

00:17:16.298 --> 00:17:17.940
How would you teach them to ask a

00:17:17.980 --> 00:17:20.662
question or two that could tease that out?

00:17:20.682 --> 00:17:23.682
That's a really good question.

00:17:25.788 --> 00:17:28.230
I think a company like if you're talking

00:17:28.250 --> 00:17:30.751
to the clinic manager or the owner,

00:17:30.791 --> 00:17:31.531
whoever it may be,

00:17:31.551 --> 00:17:33.953
depending on how big the company is and

00:17:33.973 --> 00:17:36.035
talking to them about what the company

00:17:36.075 --> 00:17:38.317
values in terms of day to day,

00:17:38.737 --> 00:17:40.298
like the company is going to have their

00:17:40.317 --> 00:17:43.601
values written on their website and it's.

00:17:44.361 --> 00:17:46.541
their you know global mission statement

00:17:46.682 --> 00:17:49.383
but which is yeah great everybody has a

00:17:49.403 --> 00:17:50.742
good one regardless of how good the

00:17:50.762 --> 00:17:53.324
company is uh that's the whole point but

00:17:53.463 --> 00:17:56.625
what are they valuing day to day if

00:17:56.924 --> 00:18:00.346
they're only valuing if they tell you like

00:18:00.506 --> 00:18:02.527
we want you to see like keep your

00:18:02.547 --> 00:18:04.288
schedule full um

00:18:05.288 --> 00:18:07.388
Your patients can be seen one-on-one.

00:18:07.409 --> 00:18:08.390
You don't have to double up.

00:18:08.630 --> 00:18:10.530
That's already a good start because what

00:18:10.550 --> 00:18:11.912
that means is that they're not

00:18:11.951 --> 00:18:14.634
prioritizing you seeing absolutely as many

00:18:14.673 --> 00:18:15.535
patients as possible.

00:18:16.315 --> 00:18:18.175
They're giving you that time to have that

00:18:18.195 --> 00:18:19.297
face-to-face with patients.

00:18:19.457 --> 00:18:21.117
That's a pretty good thing.

00:18:21.758 --> 00:18:22.419
On top of that,

00:18:22.538 --> 00:18:23.900
what is their value of Con Ed?

00:18:24.279 --> 00:18:26.121
We all want Con Ed to be paid

00:18:26.161 --> 00:18:26.421
for.

00:18:26.682 --> 00:18:27.301
That's a big deal.

00:18:27.521 --> 00:18:28.001
However,

00:18:29.063 --> 00:18:31.785
Con Ed has been shown to reduce burnout.

00:18:33.080 --> 00:18:35.362
If someone has a lot of knowledge,

00:18:35.741 --> 00:18:37.323
they are not going to be taxed as

00:18:37.363 --> 00:18:39.443
much every day trying to problem solve and

00:18:39.463 --> 00:18:40.805
figure out what's going on with patients.

00:18:41.404 --> 00:18:46.387
So if that company can prioritize Con Ed

00:18:46.428 --> 00:18:48.068
and not just saying like, oh,

00:18:48.088 --> 00:18:50.529
we have our own in-house Con Ed that

00:18:50.650 --> 00:18:51.569
you can take for free,

00:18:51.609 --> 00:18:52.931
but we won't pay for anything outside of

00:18:52.951 --> 00:18:53.090
that.

00:18:53.832 --> 00:18:54.251
Not good.

00:18:54.471 --> 00:18:55.873
You should be allowed to take what you

00:18:55.913 --> 00:18:57.613
want because there's so many good

00:18:58.374 --> 00:18:58.874
programs.

00:18:59.354 --> 00:19:01.275
Shout out Institute of Clinical Excellence

00:19:01.335 --> 00:19:02.236
and all those other ones.

00:19:02.375 --> 00:19:02.576
But

00:19:05.647 --> 00:19:09.490
It's how they are able to support your

00:19:09.609 --> 00:19:12.352
growth and supporting you in terms of

00:19:12.412 --> 00:19:13.771
making your life easier.

00:19:14.653 --> 00:19:16.433
They all say get some mentorship,

00:19:16.453 --> 00:19:20.316
but what does that actually look like?

00:19:20.736 --> 00:19:24.038
Actual mentorship programs are so rare.

00:19:24.298 --> 00:19:26.298
Residency programs, different, obviously.

00:19:26.618 --> 00:19:29.299
mentorship programs are super rare so they

00:19:29.461 --> 00:19:31.240
actually have a structured program with

00:19:31.280 --> 00:19:33.321
someone who is going to sit with you

00:19:33.522 --> 00:19:36.804
regularly with a structured schedule of

00:19:36.864 --> 00:19:39.945
like how that meeting should go each time

00:19:40.286 --> 00:19:41.446
that's a big deal because they're

00:19:41.467 --> 00:19:43.627
prioritizing your learning and making sure

00:19:43.688 --> 00:19:45.308
you feel confident and comfortable in what

00:19:45.328 --> 00:19:47.609
you're doing i would also say making sure

00:19:47.630 --> 00:19:49.711
you never work alone because

00:19:50.310 --> 00:19:52.532
Then you get that extra support and that

00:19:52.553 --> 00:19:53.394
community feel.

00:19:53.933 --> 00:19:56.996
It is so rare that a PT does

00:19:57.056 --> 00:19:58.778
well working by themselves,

00:19:59.478 --> 00:20:00.519
even twenty years later,

00:20:00.898 --> 00:20:04.082
because that twenty year veteran no longer

00:20:04.142 --> 00:20:08.125
has that up to date research that the

00:20:08.184 --> 00:20:09.066
new grad has.

00:20:09.526 --> 00:20:12.307
So you are just seeing a different way.

00:20:12.488 --> 00:20:14.410
Like not I mean, nothing against research.

00:20:14.430 --> 00:20:14.609
Right.

00:20:14.650 --> 00:20:16.811
But just like we get in ruts, right?

00:20:17.896 --> 00:20:18.357
That too.

00:20:18.458 --> 00:20:18.938
Exactly.

00:20:18.978 --> 00:20:20.599
And you see like a new exercise or

00:20:20.640 --> 00:20:23.323
yeah, I forgot about that thing or yeah,

00:20:23.363 --> 00:20:24.183
that's a good idea.

00:20:24.263 --> 00:20:25.925
Or, Oh, I forgot about that diagnosis or,

00:20:25.945 --> 00:20:27.467
you know, whatever made me exactly.

00:20:27.928 --> 00:20:28.067
Yeah.

00:20:28.087 --> 00:20:29.189
You got it.

00:20:29.249 --> 00:20:29.829
Yep.

00:20:29.910 --> 00:20:31.691
I think, I think I'm getting it.

00:20:31.912 --> 00:20:33.093
Um,

00:20:33.133 --> 00:20:34.334
do you want to play a quick game?

00:20:34.354 --> 00:20:34.795
We're going to call it,

00:20:34.835 --> 00:20:36.056
we're going to call this game culture

00:20:36.096 --> 00:20:36.435
check.

00:20:36.516 --> 00:20:37.718
You ready to play culture check?

00:20:38.258 --> 00:20:38.999
Sounds awesome.

00:20:39.259 --> 00:20:39.500
Okay.

00:20:43.268 --> 00:20:45.170
gonna throw a statement at you you tell

00:20:45.190 --> 00:20:47.372
me if it's a green flag or a

00:20:47.511 --> 00:20:49.994
red flag in a clinical culture you ready

00:20:50.015 --> 00:20:51.656
for that yeah i'm a little sweaty but

00:20:51.696 --> 00:20:53.659
okay let's go all right no one there

00:20:54.019 --> 00:20:55.760
no one at the clinic ever takes all

00:20:55.780 --> 00:20:57.742
of their pto green flag or red flag

00:20:58.104 --> 00:21:01.527
red flag yeah why it's there for a

00:21:01.567 --> 00:21:04.230
reason take a break yeah but that show

00:21:04.329 --> 00:21:05.872
in my opinion it shows the culture

00:21:06.719 --> 00:21:09.560
is we value you working hard which i'm

00:21:09.621 --> 00:21:11.821
okay with we value not taking the thing

00:21:11.842 --> 00:21:13.142
that you just you deserve everybody

00:21:13.162 --> 00:21:15.063
deserves it when i ran radio stations i

00:21:15.083 --> 00:21:16.723
said you have two weeks or three weeks

00:21:16.743 --> 00:21:19.125
vacation and five personal days if any of

00:21:19.144 --> 00:21:20.885
you hit january or december thirty first

00:21:21.246 --> 00:21:22.446
with all of those i don't do it

00:21:22.807 --> 00:21:24.847
don't do it that's amazing don't do it

00:21:24.867 --> 00:21:28.630
that's how it should be red flag green

00:21:28.670 --> 00:21:31.111
flag we talk about dei but no one

00:21:31.131 --> 00:21:33.772
really knows who owns it if there's no

00:21:33.792 --> 00:21:36.074
one who owns it red flag yeah why

00:21:36.771 --> 00:21:38.492
Because someone should be making sure

00:21:38.532 --> 00:21:39.833
initiatives are happening,

00:21:39.873 --> 00:21:41.573
making sure that things are where they

00:21:41.633 --> 00:21:42.273
need to be.

00:21:42.574 --> 00:21:44.253
It doesn't have to be everybody has a

00:21:44.294 --> 00:21:44.713
piece of it,

00:21:44.753 --> 00:21:46.974
but one person for sure has to be

00:21:47.015 --> 00:21:48.355
making sure that they're tracking and

00:21:48.375 --> 00:21:49.256
making it okay.

00:21:49.576 --> 00:21:51.375
Here's free consulting advice or one of my

00:21:51.415 --> 00:21:51.615
things.

00:21:51.655 --> 00:21:53.477
When I get brought into an organization,

00:21:53.497 --> 00:21:53.936
it doesn't matter,

00:21:54.037 --> 00:21:55.417
in healthcare most of the time for me,

00:21:55.498 --> 00:21:59.259
I say, hey, if this doesn't go well,

00:21:59.298 --> 00:22:00.219
who gets in trouble?

00:22:00.338 --> 00:22:02.160
And it's a weird question to ask in

00:22:02.180 --> 00:22:03.119
a room full of adults.

00:22:04.030 --> 00:22:05.730
And when they can't answer it, I go,

00:22:05.851 --> 00:22:06.310
oh,

00:22:06.451 --> 00:22:08.031
that's why I'm here is because no one

00:22:08.211 --> 00:22:08.592
owns it.

00:22:09.571 --> 00:22:10.531
So if no one owns it,

00:22:10.971 --> 00:22:11.652
everybody's just like,

00:22:11.873 --> 00:22:13.292
they just look at it like it's,

00:22:13.692 --> 00:22:15.073
you know, it's a turd on the floor.

00:22:15.133 --> 00:22:16.492
Like, well, someone else will clean it up.

00:22:16.913 --> 00:22:18.433
And then everybody just walks around it.

00:22:18.794 --> 00:22:19.933
Yeah, you just sort of like,

00:22:19.993 --> 00:22:21.114
you look at the court, you know,

00:22:21.153 --> 00:22:21.493
it's there.

00:22:21.894 --> 00:22:24.234
You own it, it gets done.

00:22:24.434 --> 00:22:25.654
Nobody owns it, doesn't get done.

00:22:26.154 --> 00:22:27.715
All red flag, green flag,

00:22:27.855 --> 00:22:30.195
all staff meetings start and end on time.

00:22:31.444 --> 00:22:32.346
Green flag.

00:22:32.465 --> 00:22:33.547
Yeah.

00:22:33.606 --> 00:22:34.528
Respects boundaries.

00:22:35.008 --> 00:22:35.228
Yeah.

00:22:35.407 --> 00:22:36.729
Values other people's time.

00:22:37.210 --> 00:22:37.869
Absolutely.

00:22:38.150 --> 00:22:39.030
Came prepared.

00:22:39.111 --> 00:22:43.194
Somebody had a crazy statistic that if you

00:22:43.234 --> 00:22:44.596
are going to lead an hour meeting,

00:22:44.635 --> 00:22:45.556
you should spend like,

00:22:46.317 --> 00:22:47.198
I don't know if I agree with this

00:22:47.238 --> 00:22:47.417
person.

00:22:47.438 --> 00:22:47.678
They're like,

00:22:47.958 --> 00:22:49.519
you should spend twice the amount of time

00:22:49.539 --> 00:22:50.601
preparing for the meeting.

00:22:50.621 --> 00:22:53.001
And I was like, that seems insane.

00:22:53.742 --> 00:22:54.763
to prepare for two hours,

00:22:54.824 --> 00:22:56.124
but you do you.

00:22:56.584 --> 00:22:58.704
I do like when you can tell there's

00:22:58.724 --> 00:23:00.185
a structure, there's a purpose.

00:23:00.266 --> 00:23:01.067
What are we doing here?

00:23:01.086 --> 00:23:01.207
Okay.

00:23:01.487 --> 00:23:02.686
Today's goals are these three things.

00:23:02.707 --> 00:23:03.887
And if we can hit them in twenty

00:23:03.907 --> 00:23:04.788
eight minutes, we're out of here.

00:23:04.867 --> 00:23:06.449
If not, we got sixty.

00:23:07.549 --> 00:23:08.069
Last one.

00:23:09.590 --> 00:23:11.050
We have exit interviews,

00:23:11.131 --> 00:23:12.352
but never change anything.

00:23:12.432 --> 00:23:13.692
I mean, this is obvious, but red flag,

00:23:13.792 --> 00:23:14.153
green flag.

00:23:14.173 --> 00:23:14.492
And why?

00:23:15.076 --> 00:23:16.617
That's a terrifying red flag.

00:23:17.338 --> 00:23:20.300
I don't think that at all is great.

00:23:20.800 --> 00:23:21.801
That's fantastic.

00:23:22.321 --> 00:23:22.521
Right.

00:23:22.541 --> 00:23:25.284
But flat out, we never change anything.

00:23:26.184 --> 00:23:27.705
Like, even without extra interviews,

00:23:27.746 --> 00:23:28.866
you should be constantly as an

00:23:28.906 --> 00:23:30.988
organization trying to get better.

00:23:31.188 --> 00:23:31.628
Always.

00:23:32.169 --> 00:23:33.369
I was in a Facebook group the other

00:23:33.390 --> 00:23:34.371
day and someone was like,

00:23:35.461 --> 00:23:37.423
asking for the, you know,

00:23:37.462 --> 00:23:39.163
what should and shouldn't I say in the

00:23:39.262 --> 00:23:39.863
exit interview?

00:23:39.883 --> 00:23:41.003
And I was very clear.

00:23:41.023 --> 00:23:42.403
I'm like, if you're leaving,

00:23:42.463 --> 00:23:44.365
you understand that that exit interview is

00:23:44.424 --> 00:23:45.085
for them.

00:23:46.005 --> 00:23:47.705
And I'll get an expert in here,

00:23:47.726 --> 00:23:49.747
but I'm pretty sure this is a legal

00:23:49.787 --> 00:23:50.727
thing for them.

00:23:51.406 --> 00:23:52.607
They are right.

00:23:52.867 --> 00:23:53.968
HR does exit interviews.

00:23:54.528 --> 00:23:56.009
HR works for the company.

00:23:56.628 --> 00:23:58.169
HR doesn't work for you.

00:23:59.049 --> 00:24:00.069
Let's be very clear.

00:24:00.289 --> 00:24:02.290
So do you owe them an exit interview?

00:24:03.430 --> 00:24:04.351
I don't know if they, I mean,

00:24:05.211 --> 00:24:05.830
I have never,

00:24:05.991 --> 00:24:07.511
I did a bunch in the early career

00:24:07.532 --> 00:24:07.952
because I was like,

00:24:08.192 --> 00:24:09.374
I'm going to show them.

00:24:09.614 --> 00:24:10.733
And then I'm like, oh, wait a minute.

00:24:10.773 --> 00:24:11.454
If they cared,

00:24:11.775 --> 00:24:12.976
they would have changed it six months ago

00:24:13.016 --> 00:24:14.517
before I left or whatever it was.

00:24:15.237 --> 00:24:17.377
So I have never done them ever again.

00:24:17.618 --> 00:24:18.939
But if you do them and no one,

00:24:19.180 --> 00:24:20.440
because there are those people who are

00:24:20.460 --> 00:24:22.221
there to change things because they want

00:24:22.260 --> 00:24:23.541
to leave their coworkers better.

00:24:24.142 --> 00:24:25.202
And maybe I can, you know,

00:24:25.323 --> 00:24:26.763
tell them and I wag a finger and

00:24:26.784 --> 00:24:27.284
they do it.

00:24:28.065 --> 00:24:30.326
But if nothing ever changes, man, oh,

00:24:30.346 --> 00:24:31.467
that's so frustrating, right?

00:24:32.537 --> 00:24:33.278
I can't even imagine.

00:24:33.357 --> 00:24:35.642
I mean, honestly, like that,

00:24:35.662 --> 00:24:37.045
that shouldn't be the only time you're

00:24:37.085 --> 00:24:38.287
given to give feedback.

00:24:39.048 --> 00:24:40.250
But if that's the only time you feel

00:24:40.391 --> 00:24:42.473
brave enough to feel that, give feedback,

00:24:42.574 --> 00:24:45.058
then I could understand it more.

00:24:45.565 --> 00:24:46.726
That should have been on my list.

00:24:47.365 --> 00:24:48.547
Red flag, green flag.

00:24:48.987 --> 00:24:50.887
No productive or clear routes to give

00:24:50.928 --> 00:24:51.448
feedback.

00:24:52.048 --> 00:24:53.648
And is something done?

00:24:53.769 --> 00:24:54.970
I've been in organizations where we've

00:24:54.990 --> 00:24:56.730
done structured quarterly feedback.

00:24:57.490 --> 00:24:59.892
And after the first two times,

00:25:00.573 --> 00:25:02.314
when I thought, you know, the first time,

00:25:02.413 --> 00:25:03.874
all right, let's do it thoughtfully.

00:25:04.174 --> 00:25:05.214
What do I want to improve?

00:25:05.234 --> 00:25:05.555
Because, hey,

00:25:05.575 --> 00:25:06.915
this is where I spend eight hours of

00:25:06.955 --> 00:25:07.976
my day or whatever it was.

00:25:08.436 --> 00:25:09.676
And after I did it twice and saw

00:25:09.717 --> 00:25:11.298
nothing changed, Holly,

00:25:11.357 --> 00:25:13.219
what do you think I did the third

00:25:13.259 --> 00:25:14.279
time it was time to do structured

00:25:14.299 --> 00:25:14.640
feedback?

00:25:15.119 --> 00:25:15.601
I wasn't even,

00:25:15.840 --> 00:25:16.942
I was sitting in the back of the

00:25:16.961 --> 00:25:17.262
room.

00:25:17.762 --> 00:25:18.443
I filled it out.

00:25:18.483 --> 00:25:20.066
Like I was like, yeah, everything's great.

00:25:20.246 --> 00:25:20.727
You're great.

00:25:20.787 --> 00:25:21.146
I love you.

00:25:21.166 --> 00:25:21.607
You're great.

00:25:22.288 --> 00:25:23.369
What am I doing?

00:25:23.390 --> 00:25:25.092
Smart people don't do dumb things most of

00:25:25.112 --> 00:25:25.412
the time.

00:25:25.432 --> 00:25:26.432
They do sometimes,

00:25:27.013 --> 00:25:28.296
but they're not going to put effort into

00:25:28.355 --> 00:25:29.297
it unless they think it's going to

00:25:29.317 --> 00:25:30.218
actually lead to something.

00:25:30.836 --> 00:25:31.596
Right, exactly.

00:25:31.758 --> 00:25:33.921
And I think companies need to recognize,

00:25:34.201 --> 00:25:35.844
even if you can't necessarily fix

00:25:35.884 --> 00:25:36.384
something,

00:25:37.266 --> 00:25:38.567
people are going to have all kinds of

00:25:38.587 --> 00:25:39.169
feedback.

00:25:39.710 --> 00:25:41.271
But if they can't fix something,

00:25:41.511 --> 00:25:43.075
you need to address it regardless.

00:25:43.615 --> 00:25:45.417
If someone hears that you heard them,

00:25:47.840 --> 00:25:49.501
Oprah said people want to be seen, heard,

00:25:49.561 --> 00:25:50.162
and understood.

00:25:50.542 --> 00:25:52.703
The amount of complaints and frustration,

00:25:53.144 --> 00:25:54.345
and I believe,

00:25:54.384 --> 00:25:55.645
if I'm getting the story right,

00:25:56.246 --> 00:26:00.628
the amount of vandalism,

00:26:00.808 --> 00:26:04.251
like damage in a city's subway system or

00:26:04.352 --> 00:26:05.092
metro system,

00:26:05.813 --> 00:26:08.374
went down when they installed digital

00:26:08.413 --> 00:26:10.175
readouts telling you when the next train

00:26:10.215 --> 00:26:10.875
was going to come.

00:26:11.977 --> 00:26:13.698
Because when's it coming?

00:26:13.837 --> 00:26:14.459
I don't know.

00:26:15.615 --> 00:26:17.236
People would get, and people study this.

00:26:17.256 --> 00:26:17.816
People are smarter than me.

00:26:17.996 --> 00:26:18.336
They'd be like,

00:26:18.496 --> 00:26:20.116
people would get frustrated after six

00:26:20.156 --> 00:26:20.916
minutes of waiting.

00:26:21.376 --> 00:26:22.498
But if you put a thing up that

00:26:22.518 --> 00:26:23.877
said it'll come in twelve minutes,

00:26:24.238 --> 00:26:25.459
they didn't get frustrated because they're

00:26:25.479 --> 00:26:26.578
like, it's coming in twelve minutes.

00:26:26.659 --> 00:26:29.039
I have some, okay,

00:26:29.059 --> 00:26:30.299
you see me being frustrated,

00:26:30.359 --> 00:26:30.721
but you're like,

00:26:30.901 --> 00:26:31.840
it's coming in twelve minutes.

00:26:32.320 --> 00:26:34.662
I cannot fix this, but I see you,

00:26:35.541 --> 00:26:37.143
and when I have an opportunity,

00:26:37.383 --> 00:26:39.523
that is number, it's in my top ten.

00:26:40.064 --> 00:26:42.464
Just knowing that does not remove the

00:26:42.484 --> 00:26:45.246
frustration, but it reduces it.

00:26:46.569 --> 00:26:47.810
And sometimes that's all we can do.

00:26:47.971 --> 00:26:48.750
I mean, listen, man,

00:26:49.231 --> 00:26:50.653
I've been in leadership and I've been in

00:26:51.232 --> 00:26:52.153
whatever, followership.

00:26:52.193 --> 00:26:54.335
I've been a personal follower and I've

00:26:54.355 --> 00:26:55.016
been frustrated.

00:26:55.056 --> 00:26:56.737
But when I've understood, my boss is like,

00:26:56.797 --> 00:26:57.336
I got you.

00:26:57.436 --> 00:26:58.157
Listen, hey, man,

00:26:58.397 --> 00:26:59.519
I wish I had all the money in

00:26:59.538 --> 00:27:00.759
the world to just throw at this problem,

00:27:00.778 --> 00:27:01.140
but I don't.

00:27:01.160 --> 00:27:01.720
I'm like, all right, man.

00:27:01.759 --> 00:27:03.560
Well, hey, I appreciate you.

00:27:03.580 --> 00:27:04.122
That works.

00:27:04.602 --> 00:27:05.122
It does.

00:27:05.481 --> 00:27:06.823
And I tell all my staff this,

00:27:06.863 --> 00:27:09.224
like whether you're a clinic director or a

00:27:09.265 --> 00:27:10.885
PT trying to help a patient,

00:27:11.165 --> 00:27:13.268
like managing people's expectations.

00:27:13.288 --> 00:27:13.347
Woo!

00:27:14.127 --> 00:27:15.730
changes the game.

00:27:16.490 --> 00:27:17.431
It completely changed.

00:27:17.490 --> 00:27:18.992
It makes you less frustrated.

00:27:19.692 --> 00:27:20.913
It makes them less frustrated.

00:27:21.055 --> 00:27:22.316
Everybody's on the same page.

00:27:22.536 --> 00:27:23.537
You don't have to over-communicate,

00:27:23.576 --> 00:27:25.778
but just managing their expectations.

00:27:25.818 --> 00:27:27.019
This is what you should expect is

00:27:27.140 --> 00:27:28.942
literally like magic.

00:27:29.622 --> 00:27:32.144
I think it's a thousand dollars if I'm

00:27:32.265 --> 00:27:33.086
getting it right.

00:27:33.185 --> 00:27:37.309
I think the Ritz, Ritz Carlton,

00:27:38.310 --> 00:27:41.251
says anybody in the organization is

00:27:41.332 --> 00:27:43.692
allowed to spend up to a thousand dollars

00:27:43.932 --> 00:27:45.593
to solve a problem without asking.

00:27:46.012 --> 00:27:47.294
So let's say this,

00:27:47.433 --> 00:27:52.535
you're in housekeeping and something goes

00:27:52.575 --> 00:27:53.395
wrong in the room,

00:27:55.336 --> 00:27:58.576
something broke and Holly was gonna go to

00:27:58.596 --> 00:27:58.896
a wedding,

00:27:58.936 --> 00:28:00.458
but now her dress is ruined and it

00:28:00.498 --> 00:28:01.958
was our fault, like something in the room,

00:28:02.038 --> 00:28:03.659
the hairdryer exploded and now her dress

00:28:03.699 --> 00:28:05.818
is, you can just be like,

00:28:06.079 --> 00:28:07.240
what size dress are you?

00:28:08.769 --> 00:28:10.810
And you call the front desk and you're

00:28:10.830 --> 00:28:10.971
like,

00:28:11.030 --> 00:28:13.153
I need four dresses up here for Holly

00:28:13.173 --> 00:28:13.693
to pick one.

00:28:14.153 --> 00:28:15.255
And you're just like,

00:28:15.335 --> 00:28:16.236
is it a thousand dollars?

00:28:16.517 --> 00:28:17.057
No, it's less.

00:28:17.237 --> 00:28:17.817
Didn't solve it.

00:28:18.198 --> 00:28:18.999
We'll figure it out later.

00:28:19.019 --> 00:28:20.621
Because solving it now for less than a

00:28:20.661 --> 00:28:23.182
thousand dollars is worth ten thousand.

00:28:23.502 --> 00:28:25.325
An ounce of prevention, pound of cure.

00:28:25.625 --> 00:28:26.866
Thousand dollars of prevention,

00:28:27.106 --> 00:28:27.847
pound of cure.

00:28:28.428 --> 00:28:28.688
And...

00:28:29.409 --> 00:28:30.609
It doesn't even need to be a thousand

00:28:30.650 --> 00:28:32.089
dollars is what I feel like I'm hearing

00:28:32.109 --> 00:28:32.349
from you.

00:28:32.369 --> 00:28:32.911
And I agree,

00:28:32.951 --> 00:28:33.951
which is it could just be like, hey,

00:28:33.971 --> 00:28:35.132
man, you're right about that.

00:28:35.531 --> 00:28:36.451
I'm going to I'm going to get on

00:28:36.511 --> 00:28:36.592
it.

00:28:36.951 --> 00:28:37.873
I honestly don't know when I'm going to

00:28:37.893 --> 00:28:38.573
be able to fix it,

00:28:38.952 --> 00:28:41.713
but I'm on it like that solves.

00:28:41.814 --> 00:28:42.674
I'm going to go on the limb here

00:28:42.694 --> 00:28:44.415
and say more than fifty one percent of

00:28:44.476 --> 00:28:46.817
stress could at least help reduce.

00:28:46.836 --> 00:28:48.436
Hundred percent.

00:28:48.778 --> 00:28:49.438
That weird.

00:28:49.938 --> 00:28:52.618
It's so nothing complex here, Holly,

00:28:52.638 --> 00:28:54.299
but all of this is terribly important.

00:28:54.715 --> 00:28:55.217
It is.

00:28:55.336 --> 00:28:57.097
And it's so underrated.

00:28:57.178 --> 00:28:58.078
It's so underrated.

00:28:58.539 --> 00:28:59.980
It's understated and underrated.

00:29:00.520 --> 00:29:01.162
Understated.

00:29:01.182 --> 00:29:02.343
That'll be the title of the episode.

00:29:02.603 --> 00:29:04.365
Understated and underrated.

00:29:04.765 --> 00:29:06.205
Holly, we have a tradition on the show.

00:29:06.886 --> 00:29:08.808
It is called The Parting Shot.

00:29:09.970 --> 00:29:11.991
This is The Parting Shot.

00:29:12.551 --> 00:29:13.952
One last mic drop moment.

00:29:14.614 --> 00:29:15.414
No pressure.

00:29:15.875 --> 00:29:17.977
Just your legacy on the line.

00:29:19.211 --> 00:29:20.534
pressure whatsoever it's just this is what

00:29:20.594 --> 00:29:22.215
everyone's gonna remember everything this

00:29:22.256 --> 00:29:23.696
is how dumb humans are we remember the

00:29:23.717 --> 00:29:25.338
last mostly the last thing we heard so

00:29:25.358 --> 00:29:27.561
this is it uh what do you want

00:29:27.582 --> 00:29:28.863
to leave with the audience as we wrap

00:29:28.943 --> 00:29:30.305
up you can reiterate something you've

00:29:30.325 --> 00:29:32.186
already talked about or go rogue on me

00:29:32.207 --> 00:29:33.167
but what do you got for your parting

00:29:33.189 --> 00:29:33.429
shot

00:29:34.835 --> 00:29:36.436
I would say that the biggest thing to

00:29:36.477 --> 00:29:38.098
remember, whether you're a clinician,

00:29:38.559 --> 00:29:40.122
a patient, a human,

00:29:40.442 --> 00:29:43.246
is just to communicate to any other human

00:29:43.605 --> 00:29:44.968
like you would want to be communicated

00:29:45.008 --> 00:29:45.308
with.

00:29:46.109 --> 00:29:48.772
And remember that everybody just wants to

00:29:48.813 --> 00:29:51.236
be, like Oprah said, listened to, seen,

00:29:51.276 --> 00:29:51.656
and heard.

00:29:52.691 --> 00:29:54.090
You don't even need to be like a

00:29:54.171 --> 00:29:55.592
giant communication expert.

00:29:55.672 --> 00:29:56.832
Listen to what Holly just said.

00:29:57.432 --> 00:29:59.972
Think about how you would want to be

00:30:00.012 --> 00:30:03.294
treated in this situation and do that.

00:30:03.993 --> 00:30:05.374
Quite literally, again,

00:30:05.394 --> 00:30:06.855
I'm not a mathematician or a researcher,

00:30:07.035 --> 00:30:09.055
but that would solve eighty seven percent

00:30:09.075 --> 00:30:09.515
of the issues.

00:30:09.855 --> 00:30:11.476
I completely fabricated that statistic,

00:30:11.836 --> 00:30:13.836
but I stand by my fabrication.

00:30:14.136 --> 00:30:14.317
Holly,

00:30:14.356 --> 00:30:15.737
if someone wanted to reach out and they

00:30:15.757 --> 00:30:16.836
were like this, I like her.

00:30:17.938 --> 00:30:18.857
How do they get in touch with you?

00:30:18.897 --> 00:30:19.597
What's the best ways?

00:30:20.647 --> 00:30:21.307
I'm on LinkedIn.

00:30:21.548 --> 00:30:22.729
I'm on Instagram.

00:30:24.128 --> 00:30:25.890
So either one of those, super easy.

00:30:26.809 --> 00:30:28.790
Happy to always chat about all of it.

00:30:29.391 --> 00:30:29.911
All the things.

00:30:30.270 --> 00:30:31.551
Holly, appreciate your time.

00:30:31.892 --> 00:30:32.951
Thank you for playing the games.

00:30:33.231 --> 00:30:33.932
Great parting shot.

00:30:34.012 --> 00:30:34.313
Thank you.

00:30:34.393 --> 00:30:35.012
Thanks for having me.

00:30:37.236 --> 00:30:38.317
That's it for this one,

00:30:38.576 --> 00:30:40.239
but we're just getting warmed up.

00:30:40.719 --> 00:30:42.621
Smash follow, send it to a friend,

00:30:42.840 --> 00:30:44.501
or crank up the next episode.

00:30:45.022 --> 00:30:45.884
Want to go deeper?

00:30:46.203 --> 00:30:48.486
Hit us at pgpinecast.com.

00:30:49.787 --> 00:30:51.769
Or find us on YouTube and socials at

00:30:51.788 --> 00:30:53.029
pgpinecast.

00:30:53.450 --> 00:30:55.711
And legally, none of this was advice.

00:30:55.811 --> 00:30:57.574
It's for entertainment purposes only.

00:30:59.214 --> 00:30:59.796
See, Keith?

00:30:59.996 --> 00:31:01.076
We read the script.

00:31:01.356 --> 00:31:02.018
Happy now?