Author Archives: boparker

DEBRA ATKISSON SUPPORTING ADOLESCENT WELLNESS     

“I see adolescence as a balancing act between the stage of childhood and adulthood.  Negotiating this phase is so important for future mental health and happiness.”            

                                                     

                                                          — Debra Atkisson, MD, DFAPA, ACC,

                       Physician Development Coach at the TCU & UNTHSC School of Medicine

                               Board Certified Psychiatrist at Fort Behavioral Healthcare

About Me:

I am a psychiatrist board-certified in adult, child and adolescent psychiatry.  I am also a certified coach through the International Coaching Federation.  Currently I work as a physician development coach at the TCU & UNTHSC School of Medicine and as a child psychiatrist at Fort Behavioral Healthcare in Fort Worth.  I also engage in the private practice of coaching.

What first attracted you to practicing with adolescents?

I see adolescence as a balancing act between the stage of childhood and adulthood.  Negotiating this phase is so important for future mental health and happiness.  I know this can be such a difficult process for adolescents and I know that if they have an opportunity to resolve issues now, they will be better equipped to cope with their future.   Working with adolescents and seeing positive change is so rewarding!

How do the issues surrounding mental health differ from adolescents to adults?

Adolescents have not yet formed their identity.  They have significant developmental challenges to maneuver.  They also do not have the ability to see the consequences of their actions, both in the short term and in the long term.  In addition, they are dependent on their peers for acceptance and upon their family for guidance.  They are often not able to discern who may be positive and who may be negative for their development.

How has the pandemic impacted the mental health of our youth? 

Our teens have struggled with such an important part of their lives, interacting with their peers.  Youth need those interactions to help them as they negotiate this part of their development.  Psychiatric hospitals have seen an increase in the number of teens needing hospitalization during this time due to depression.  Some hospitals have reported a record number of teens presenting to the emergency room with suicide attempts.  Teens don’t have the ability to see the here and now and to see past the circumstances in which we lived during this pandemic.  In addition, those children who live in households where abuse may occur would have had a higher risk of abuse which would impact their mental health.  And they very well may not have been able to interact with extended family especially grandparents due to the restrictions of the pandemic.  If they have lost a family member to COVID-19, this would greatly impact them.

What are flags to look for when around adolescents?

Behavioral changes are always indications that something is going on with a teenager.  If any of the changes listed below occur, you should investigate further with your teen:

  • Changes in sleep habits
  • Changes in eating habits
  • Weight loss or gain
  • Decline in grades
  • Loss of interest in activities
  • Withdrawal from family and/or friends
  • Increased time alone in their room
  • Interest in negative topics such as death

Any tips to help teens or families with teens? 

Communication is key.  Explore their interests and try to find topics for discussion.  Always try to “catch them being good.”  By that I mean verbally praise them for positive things they are doing in their lives.  When they have disappointments, help them have a growth mindset by trying to help them look at what they can learn from the experience.  And have consistent time set aside to spend with your teen.

Any ways to use the summer slow season constructively?

1.) Structure is always helpful.  A predictable schedule will make a framework for your teens to have fun and prepare them to reenter school in the fall.

2.) Set goals with your teens for their summer.  Encourage them to think about what they would like to improve in themselves as well as fun things they want to do.

3.) Set agreements with them from your discussion.

4.) And be sure to have fun with them!  They truly will be adults and leading their own lives before you know it.

MARY ANN MEANS-DUFRENE HEALTHY PLACES, SINGULAR SPACES

 

“Environment is an important part of an integrated life experience. Though “health” may look different for all of us, there are many avenues to explore and many resources available to support us.”

 

          

  — Mary Ann Means-Dufrene, Founder, Collective Growth Designs, MPA, MSHRM

1) You were recently part of a team that worked over years to build the brand for the wildly successful Hotel Drover. Tell us more.

While Hotel Drover is a beautifully unique project, we approached it like every project we undertake at Collective Growth: from a “People First” perspective. To build out the culture and embodied experience of the modern rustic Hotel Drover brand, we worked with the leadership team to deeply explore and define the ideal experience of key stakeholders, namely, Guests, Team Members, and Ownership. With those stakeholder experiences defined, we then built the cultural foundation, including mindset and beliefs, ways of being, and cultural norms that would bring the ideal experience to life for the entire ecosystem. In our opening year, we continue to return to this foundation as we grow the team, train team members, and work to create an innovative, luxurious, and sustainable brand.

2) What were the most important elements in creating a sense of place at Hotel Drover?

The environment at Hotel Drover, the sense of place, is of the utmost importance to how the brand is experienced. Ownership created a beautiful vision of the physical realm, and Collective Growth worked in parallel to instill a felt sense of authenticity and genuine warmth within all of the ambassadors of the brand. Our effort began with recruiting seasoned luxury hospitality professionals aligned with the nuances of the brand, enabling Hotel Drover to feel like a natural extension of these leaders and their previous experience. We then ensured these leaders were equipped with the competencies and relational skills necessary to live the shared values and embody the culture. This developmental focus continues to fuel the leaders and team as we pursue delivering legendary Texas hospitality.

3) Because of the pandemic, everyone has been focused on healthy spaces and ways to maintain safety – how did this play into the overall planning?

It has been a tremendously difficult year for the hospitality industry, and many are just beginning to see their local markets rebound. The pandemic disrupted the lives and wellbeing of many around the world, and it was a significant disruptor to staffing and planning a successful opening for Hotel Drover. We always counted ourselves blessed that we were still in the planning stages and not forced to close, like many of our colleagues in hospitality.

As we staffed and planned for opening, much of our attention had to legitimately be focused on keeping people safe. This meant careful attention to all safety and health guidelines, not just for future guests but also for staff, planning training events around Covid testing availability and social distancing needs. This also meant having to sacrifice some of the richness of experience we might be able to create for Team Members under normal training circumstances. But the importance of safety could not be understated, as we knew that if people couldn’t trust that we would prioritize their safety, how could they trust that we would prioritize their needs for fulfillment and purpose over the long term? We reinforced safety and self-care, knowing that the opportunity to create meaningful experiences would remain long after the pandemic subsided.

4) Tell us what you’ve learned about the importance of environment and its effect on people.

We have long known that environment is a significant factor in our individual and collective wellbeing, and no experience has underscored this more than our work with Hotel Drover. Most of us were robbed of our ability to be in public spaces without fear over the last year. As relational beings, this was anxiety-producing at best and legitimate trauma for some. Our primary environment was reduced to our four walls and a computer screen. Now that we are emerging from the pandemic, most of us are able to joyfully return to environments that feel safe, supportive, and celebratory, and most of us relish that in a new way. We have a deeper appreciation for the thought and intention behind our public spaces and how our environment shapes our experience.  Ultimately, we are coming back to life with the desire to create more meaning in our lives and realizing that our physical environment, and who we share it with, is an inextricable part of meaning-making.

5) Final thoughts on the intersection of environment and health? 

Environment is an important part of an integrated life experience. Deepening the richness of our conscious experience, our physical wellbeing, our relational health, and the world we inhabit all contribute to our experience of health in the world. Though “health” may look different for all of us, there are many avenues to explore and many resources available to support us.

Taylor E. White EMPLOYMENT LAW & THE POST PANDEMIC WORKPLACE

“Employers should communicate expectations for performance and productivity and explain what safety measures and protocols are in place to achieve those expectations. We’re all in this together, so let’s act like it.”                       

  — Taylor E. White, Attorney, Shareholder at Winstead PC Dallas, Labor & Employment Practice Group

 The employment landscape is changing. What are the biggest factors affecting your work with companies/employers today?  The ongoing COVID-19 pandemic, and the unfortunate politics associated with the same, are the main factors I’m personally seeing impacting companies and employers today. Employers generally know that they must provide a workplace free from recognized hazards that cause or are likely to cause death or serious physical harm. That said, employers are dealing daily with how to keep employees safe without creating an atmosphere of division surrounding vaccinations, masks, and tests—even in the healthcare industry. Such division makes it more difficult for employers to fulfill their legal duties and causes unnecessarily heightened stress and anxiety among workers. That is, employers are trying to balance those issues with their legal duties.

Many companies are making work-from-home permanent for some – what future issues do you foresee with flexible working arrangements?  Telework and other flexible work arrangements have found their way into the mainstream—if for no other reason than the extended period of time that they’ve remained in place in some businesses. A lot of employers are saying that they must offer those arrangements to attract and retain the best talent. That said, the EEOC has stated that an employer’s hands are not tied when it wants to restore employees’ essential job functions, including calling employees back to in-person work, provided it evaluates new or renewed requests for reasonable accommodations under the normal rules and regulations provided by the Americans with Disabilities Act and Title VII of the Civil Rights Act.

Employers will need to use their best business judgment when determining whether to maintain flexible work arrangements, such as remote work, on a permanent basis—including taking a look at productivity and performance over the last 18 months. Employers should also consider the unique problems associated with remote work—if they haven’t already—such as data security; protection of confidential information and trade secrets; increased risks of online harassment and other misconduct; and discriminatory discourse in the workplace surrounding vaccinations, masks, and tests.

How do you see labor shortages affecting employment over the long term? Or will the market correct itself? The latest information (8/9/21) from the U.S. Bureau of Labor Statistics is that, as of the last business day of June 2021, job openings had increased to a high of 10.1 million. These increases were mainly in professional and business services, retail, and accommodation and food services—with small business reportedly being hit the hardest in terms of having trouble filling open positions. Couple labor shortages with supply problems, and a lot of businesses are struggling right now. As noted above, employers are utilizing different tactics to attract and retain talent, such as flexible work arrangements, added benefits, and increased wages. My hope is that this is a short-term problem that will correct itself, but my concern is that correction may have to wait a bit until we get the pandemic under better control.

Has COVID created a new way of supporting and addressing high risk jobs? Do you counsel clients on reducing risk in the workplace?  A lot of businesses that are not usually considered “high risk”—e.g., retail, etc.—are now thinking through worker safety in more detail and with greater seriousness. These employers are recognizing and addressing hazards that didn’t exist 18 months ago. So, I regularly counsel employers on addressing hazards in the workplace, even though those employers operate primarily in office settings.

 What advice will help employees and employers in today’s workplace environment?  Two things. First, employers should stay informed about updated guidance from the Equal Employment Opportunity Commission, Occupational Safety and Health Administration, and Centers for Disease Control. This guidance is being revised and modified all the time, as these agencies adjust their enforcement policies; outline expected safety measures and protections; and change course due to new variants or relevant hazards. It is crucial for businesses to know what government agencies expect and then follow it.

And second, employers should regularly and adequately communicate with their employees. What we all have to remember right now is that employees are understandably concerned due to the amount of conflicting information on news and social media outlets regarding many things, but most relevantly about vaccines and the seriousness of the pandemic in general. Accordingly, employers should take time to communicate their expectations for performance and productivity and explain what safety measures and protocols are in place to achieve those expectations. This communication may help assuage employee fear and division in the workplace.

We’re all in this together, so let’s act like it.

 

When Help Arrives: A Love(s) Letter to Customer Service

One of my favorite things to talk about is self-care. I mean, I talk about it a lot. At leadership events, as a mentor, and with my team. Because, at PyxisCare we have a busy team of women and men who balance their personal lives with the lives of those we serve as care managers. This can be emotional and draining, so our philosophy has always been about “whole person care.”

I love talking about whole-person care so much, that sometimes I forget to do it. And recently, I paid the price for neglecting the basics.

A few weeks ago I decided (at the last minute…because….planning) to take my two young kids on a road trip to surprise my family in Indiana, whom we don’t see nearly enough. The kids and I love a road trip and I can prepare for them in my sleep. Healthy snacks, a YETI full of waters, all devices charged, podcasts downloaded, and all the things that get us comfortable on our 10-hour trip.

That week was a very high energy week with onboarding new clients and nurse client advocates; a business pitch and integrating a new training system. I was ready to get on the road, but I was also exhausted from working night and day to get everything done.

Fast forward a few hours and it’s midnight in rural Tennessee. Quiet, dark, remote. The kids are asleep and I’m at peace. I have time to think big thoughts, with the long, lonely road ahead of me. And then I ran out of gas. Just like that.

I know the gaslight must have been on for 30 miles, but I didn’t see it. Or it didn’t register. Maybe because I was so anxious for a moment alone–a moment of quiet with no one needing anything from me. Unfortunately, my car DID need something from me, and without it, it couldn’t go on.

The closest gas station was a Love’s Travel Stop –several miles down the road. I called them in a panic, hoping someone would answer the phone (because who does these days?) hoping they were open, and hoping they were closer than Google Maps said so the kids and I could walk there.

Thank goodness they answered the phone. Store manager Greg Chandler, who had just clocked out for the evening, listened to my story. I was apologetic and embarrassed. He was kind and concerned. And then, he came to my rescue. He brought gas and made sure three people he had never met before, got home safely.

Greg was off the clock. I don’t know the truck stop industry. But I’m guessing by midnight on a Friday night he had seen and dealt with a lot of things I’ll never know about. I’m eternally grateful and humbled by his human kindness. Also called customer service.

@LovesTravelStops made good old-fashioned customer service come to life for me in a way I never expected. Good culture breeds kindness and caring. As a customer and as the owner of a service company, I learn over and over that customer service isn’t a joke. It’s a practice and something that you work for every day. And something that you reward team members for modeling.

You might think this story is about me and how I got bailed out of a stupid situation. But it’s not. In fact, I’m a little sheepish about telling this story. I wasn’t following my own rules about preparation and self-care. I found myself in a vulnerable position, and I needed someone to step up. Luckily, this story is about what can happen when you raise your hand and ask for help.

This story is about Greg, the value of kindness and the generosity of customer service. It’s about the amazing people of Love’s Travel Stops that came to my rescue. It’s about a culture that fosters a sense of responsibility for people. That night, I knew my family MATTERED to them. I knew we were being CARED FOR; and I knew we were SAFE.

I hope that my clients feel that same way after each and every interaction with PyxisCare and our people. That’s our purpose and that’s our aim.

We appreciate the extraordinary reminder, all in a day’s work @LovesTravelStops.

The “Care Economy” Should Companies Really Care?

From my point of view, the short answer is YES.  And the good news is that many are beginning to incorporate “Care Economy” strategies into their future planning.

What is a “Care Economy”?  It’s roughly defined as an economic system in which genuine caring for people is a top priority.  Care economy strategies were first associated with countries offering generous policy and cultural benefits for those in need of care. However, the strategy of making people-based decisions that also make fiscal sense is hard at work for American companies right now.

Almost every week I see another large U.S. company joining the conversation about care economy issues such as caregiving… and what they’re doing to help and engage employees.   Bank of America just published an independent study on caregiving which outlines the strategic opportunity for employers who choose to address this issue now.  Now, before they experience the brain drain and loss of productivity that data shows is sure to hit employers as caregiving concerns rise.

In the U.S., the economic stakes are particularly high and growing more so, with U.S. private sector payroll exceeding $5.6 trillion in 2013. This number includes the many trained professionals who serve in care-related positions—nursing, home health, care coordination, and other health related services like what my team at PyxisCare provides.

The most commonly quoted stat is that 1 in 5 U.S. workers is providing caregiving for a loved one, and it’s hurting our economy in lost wages and increased stress levels.  Qualified talent is walking out the door—most frequently at the executive level. For example, the Bank of America study states that:

  • 53% of “manager of managers” name caregiving responsibilities as the reason they voluntarily left a job. 61% of senior executives said the same.
  • ALL working-age demographics are affected, and all reported that their productivity was undermined to some extent.

There are so many reasons for a company to care—and there are real business benefits to doing so. Of course, there is also the biggest reason to engage employees—because it’s the right thing to do. It’s hardly a business plan, but let’s talk about what you gain: 

  • Reduced Absenteeism: Employers identified that unplanned absences and missed days of work, late arrival to work and early departure from work impedes an employee’s career.
  • Improved Employee Retention: 53% of employees named the inability to find trustworthy and qualified paid help as their primary reason for leaving a job.
    • Noteworthy: 62% of US workers expect they will need caregiver referral services in the near future.
  • Recruiting Advantage: Today, 1 in 5 U.S. workers are also serving as caregivers, and that number is rising as the population ages. Companies responding to this need will benefit as “knowledge worker” talent becomes more difficult to find.
  • Improved Productivity: 59% of all employees agreed that “Caregivers are perceived to be less committed to their careers than non-caregivers.” This is just a perception—but you know what they say about perception and reality….
    • Just in case you think its only older employees who are affected: 88% of high achievers (25-35 years old with senior executive titles) said that caregiving impaired their ability to perform their best at work.
  • Loyalty: Employees ranked “Caregiving provider referral service” as the most important of the “very important” reasons to stay with an organization, ranked slightly above personal time off, paid leave and flexible work hours.
    • Most importantly, don’t you want to reward the team who ensures you succeed every day?

You might think it’s easier for large companies with deep pockets to tackle this issue/opportunity.  Maybe that’s right…perhaps they have more expendable budget.  But keep in mind that thousands of employees also means a huge investment. If you have a small or midsized company, offering support might be more of a reality than you think.

If you’re ready to explore your options to participate in the care economy, you can start small. Don’t build a program that doesn’t have value.  And please don’t offer a benefit that becomes a utilization game—affordable but not useful as a real benefit. Employees want benefits with value.  We have more data today than ever, that can lead us to the best use of time and resources.  Caregiving support as a real benefit can engage your front line, and improve your bottom line, too.

The Self Care Trend: Is It Working?

No doubt about it, the self-care trend is on the rise. Just this week I received an invitation to a conference educating retailers about how to plug into the wellness and self-care opportunity. Companies from Massage Envy to Peloton offer to kick start your self-care habit. I’ve seen countless TED Talks on topics from emotional first aid to managing caregiver stress.

All of this attention, this flood of content, can be a really good thing, if it helps focus us on improving our lives, reducing stress and becoming more involved in managing our health and well-being.

One undeniable fact of self-care is that the very name states that YOU indeed, are responsible for ensuring your health is managed. You have a care team comprised of your physicians, pharmacists, nurses, specialists, therapists, insurance providers and even your workplace. It’s a lot to handle.

And what if you already have existing conditions like diabetes, Alzheimer’s, a physical disability, addiction or cancer?

What about a catastrophic incident like stroke, brain injury, heart attack or traumatic accident?

Your ability to navigate and manage the world of healthcare directly affects your outcomes. The self-care journey takes on a whole new meaning at that point.

I’d argue that self-care is more than a trend. In fact, I’ve based by entire career on building a better way for people to practice self-care. But PyxisCare’s care coordination model doesn’t treat people like they’re one dimensional retail sales opportunities.

We look at the fully integrated aspects of a person’s well-being– including healthcare and the important roles that finance, environment, and other aspects affect.

We do this for companies, who want their employees to be supported and empowered during tough personal situations. We do this for families, who want to be at peace with decisions and next steps. And we do this for estate and trust lawyers, who need a professional to care about what happens to the individuals they represent.

So try yoga.
Meditate, if you can find 10 minutes in a day to be still and quiet.
Walk barefoot and reconnect with the earth.
I do all these things and more.

Because I take self-care very seriously. I see it in action every day as we help clients manage through significant challenges and opportunities to improve their lives.

Sometimes, self-care can’t be done all by yourself.

The Longevity Economy

Putting “longevity” and “economy” in the same sentence may sound like the start of a great joke. Our bouncing economy goes from great to grim with each change of the news channel. This significant “demographic sea change”, as AARP’s CEO calls it, is about to crash into and forever change our American generational normal.

When I read the research and try to synthesize the information, here’s what I’m taking away:

  • Over the next generation, the entire globe’s population of humans 60+ years of age is going to more than double;
  • This demographic today is currently the largest consumer market;
  • We – businesses, lawmakers, caregivers, and marketers alike – need to start paying closer attention to their needs.

With this seismic demographic shift, a new audience will be birthed, and the market will be forced to listen to the powerful den of voices and begin to make space for them. You can already see this swivel in how Apple is marketing their devices with heart activity tracking and the innovation showing up in glucose monitoring or major partnerships (think: Aetna and CVS, for example).

To take it one step further, what I’m seeing in the healthcare industry is an increase in responsibility for the generation behind this silver tsunami who will soon be the care coordinators for their parents and grandparents. The development of tech as well as interconnectivity for the purposes of remote monitoring or real time care updates is going to take on a heavier importance as this increase begins.

There’s never a better time than now to pay closer attention to these changes and get ahead of the swell. Otherwise, you’ll find yourself on the wrong side of the wave.

Feeling Squeezed? Explaining the Sandwich Generation

The “Sandwich Generation” is one of those terms that shows up and gains traction because it perfectly captures the squeeze that millions of Americans face every day.

First of all, what is the sandwich generation? When I first heard it, I didn’t like it. I didn’t want to be a part of a group that sounded like something you grab on the “go”, something messy, like fast food in the car.

In fact, I often call it the “Panini Generation” because I feel squeezed AND pressed!

And now, well, I’ve accepted that life does get messy, you have to move fast, you get pressed, you’re under stress…and sometimes…we all feel squeezed by our commitments, even those that bring us joy.

Over HALF of middle-aged adults are taking care of children AND aging parents at the same time. We’re literally sandwiched in between the needs of multiple generations, providing emotional, physical and financial support for others. You may not identify as a “caregiver” but you ARE.

The height of the squeeze usually hits in the 40s- 60s. But don’t rule out millennials feeling the pressure—remember that millennials today are aged 23-38. 38! That’s solidly in the “approaching middle age” category. They’re busy “adulting,” perhaps with children of their own, busy careers and parents–even grandparents—for whom they are caregiving.

So where does this leave us sandwiches? Often exhausted from the pressure to succeed, and dealing with chronic stress. We know we have to plan for the future but how do you prioritize your health, your family, your job and also your finances?

The Sandwich Generation is growing as people live longer, and hopefully, healthier lives. Today, a person may have six or seven generations of family living at the same time. This puts even more of us in the category of balancing multiple priorities and trying to be all things to all people.

Remember that we’re also working longer as life spans extend—The Economist calls it the “graying workforce.” This is significant for employers attempting to stay on top of benefits offerings and sustaining a multigenerational workforce.

SO HOW DO WE COPE?

Articles and evidence-based research papers all say the same thing—reduce your stress, take time for yourself, breathe deeply, meditate, get good sleep, spend time with friends, take long walks, do yoga. All excellent suggestions—but how? I often get frustrated by this good advice when it’s not always practical.

I have three pieces of advice to offer, from personal experience:

  1. Do all of the above activities, if you can and when you can.
  2. Be acutely aware of your stress levels and what you can manage within a day. Watch it closely and determine for yourself a way to consistently evaluate your state of mind. Ask a friend to help you stay accountable to yourself.
  3. The best advice I have to offer, and also to take for myself—is that there is a limit to what you can be an expert at. I get as much help as I can. I have a financial advisor. I hire a math tutor for my kids. I’m pretty good at math, but my child actually responds better to a professional. I can accept that! Although I can do it myself, I have hired support to manage health needs within my own family. Why do I do this? Because I know the value of my time and I am also a full-time working mother. And I don’t want to let anything fall through the cracks just because I can’t do it myself.

Being a part of the “Sandwich Generation” doesn’t have to be a negative. I draw strength from my sense of humor and my faith Every. Single. Day. It’s a blessing to have a full life—and it keeps me filled with purpose. However, on my journey I’ve learned to ask for, and receive, support in so many ways…so I can focus on what matters.

From Tipping Point to Turning Point

Two of the most common words that we hear in client interviews and as we begin engagements with individuals and companies are: TIPPING POINT.

As in….

“We had passed a tipping point for my mother and we didn’t know it because we were so overwhelmed with our day to day.” “I knew we were approaching a tipping point, but I felt like we couldn’t avoid a crisis.” “Our company hit a tipping point where many of us were balancing caregiving duties with full time jobs and I could see the wear and tear on our team.”

You tend to HIT a tipping point. Usually “tipping points” like these force decision-making because action has to be taken. PyxisCare shines in this area—we take pride in intervening and mitigating crisis as it happens and making a difference immediately. Often clients come to us needed immediate help.

However, we DO have clients who are focused solely on wellness and prevention strategies to ensure they avoid costly mistakes down the road. Our vision is that one day, health and wellness transition into a proactive space where there is more planning and preparation for the challenges that people face…BEFORE you hit a dangerous tipping point.

Until then, we at PyxisCare are focused on turning tipping points into TURNING POINTS. And we have a proprietary process that creates that turning point for our clients. It’s our thorough custom assessment that kicks off most engagements.

I’ve been passionate about ensuring the “whole person view” is used when we are working with individuals; our assessment uses a multi-factor approach. Your health and sustainable wellness is a combination of many factors, chiefly: medical, psychosocial, environmental, legal and financial. These key drivers define your capacity to progress in the right direction and stay the course with treatment, prevention and intervention.

A client recently said:

“When I look back on that time in my mother’s life, I see the IA (initial assessment) and care plan as the turning point to get her back on the road to self-sufficiency.”

“When I look back on that time in my mother’s life, I see the IA (initial assessment) and care plan as the turning point to get her back on the road to self-sufficiency.”

I think often about this statement, and dozens of others like it, when I think about what we do and what makes PyxisCare special. That particular person used the resulting care plan as a road map back to health for her loved one.

Some clients even go back and do an assessment if we began with a “quick start” program. They want that full spectrum view of their needs without the pressure of an urgent issue needing resolution. One client said the assessment put him “out of his comfort zone” but also mentioned it was the most valuable part of the service because it allowed him to prioritize some unresolved safety issues in his environment.

This feedback and other customer-centric data helps us to be better partners. To provide a consistently improved experience for clients. To proactively identify pain points and step in to help.

I’m heartened to know that we are offering something unique and valuable that truly allows people to reach their TURNING POINT.

Am I a patient or consumer?

The media and the services industry are flooded with articles and discussion forums with titles like “The Dawn of Healthcare Consumerism” and “The New Consumerism of the Patient.”  Not exactly compelling reading for the average person.

As a leader in this industry, I stay on top of where related laws and policy are leading us. I know what value-based payment structures mean to revenues; I see the implications of moving from hospital to home-based care; and I have a staff that understands insurance plans and reimbursements because they manage those issues for PyxisCare clients.

 

However, as a mother and a wife who manages a budget and healthy household of my own, I think about how confusing these changes would be to manage if I didn’t have a decades-long career in care management.  It’s difficult to be a “smart shopper” when you don’t know your options.

 

For most, the biggest impact is that YOU as a patient/consumer/smart shopper are more responsible THAN EVER for your healthcare and wellness decisions.  This is not meant to be scary—but it does mean that you have to be vigilant about coordinating and managing the full spectrum of services that you may need: physicians, specialists, therapists, mental health professionals, and more.  All the while managing financial and legal implications of decisions you make for the future.

By the way, the answer is… you are both a patient AND a consumer.  Today, you have both more control AND more responsibility for your health and wellness decisions. So treat care and care process like any other large investment: do your research, stay informed, get qualified advice, and most importantly, put yourself and your loved ones or clients in the center of decision making.