1 00:00:00,225 --> 00:00:01,825 - Welcome everyone to the Becker's 2 00:00:01,825 --> 00:00:02,945 Healthcare podcast series. 3 00:00:03,125 --> 00:00:04,385 I'm Ryan Mohammed, writer 4 00:00:04,405 --> 00:00:06,065 and moderator with Becker's Healthcare, 5 00:00:06,405 --> 00:00:07,745 and I'm absolutely thrilled to have 6 00:00:07,745 --> 00:00:11,345 with me today Dr. Elizabeth Adams, chief Nurse executive 7 00:00:11,445 --> 00:00:15,185 of HCA Health Trust and President of Match Healthcare. 8 00:00:15,485 --> 00:00:16,585 Doctor, it's very nice 9 00:00:16,585 --> 00:00:18,145 to have you on the podcast today. How are you? 10 00:00:18,865 --> 00:00:20,025 - I am doing great. 11 00:00:20,345 --> 00:00:22,905 I am so honored to be here with you today, 12 00:00:23,125 --> 00:00:25,225 and I really appreciate you 13 00:00:25,285 --> 00:00:26,825 and our good friends with Becker's 14 00:00:26,825 --> 00:00:28,145 Healthcare for this invitation. 15 00:00:28,725 --> 00:00:30,505 And thank you for all the great work 16 00:00:30,505 --> 00:00:31,865 that you do to support healthcare. 17 00:00:33,245 --> 00:00:34,305 - Oh, thank you so much. 18 00:00:34,405 --> 00:00:35,745 We absolutely love doing it 19 00:00:35,805 --> 00:00:38,065 and love talking to people just like you. 20 00:00:38,605 --> 00:00:40,025 Um, so to get us started, 21 00:00:40,035 --> 00:00:41,825 would you mind please introducing yourself 22 00:00:42,005 --> 00:00:43,545 and telling us a bit about your background? 23 00:00:44,095 --> 00:00:47,065 - Sure. Thank you. So I'm Dr. Elizabeth Adams, 24 00:00:47,485 --> 00:00:50,185 and, um, as Mariah mentioned, I'm the president 25 00:00:50,185 --> 00:00:52,745 of Match Healthcare, which is a healthcare consulting firm, 26 00:00:53,205 --> 00:00:56,105 and I'm also a Chief nurse executive with health, uh, 27 00:00:56,305 --> 00:00:57,305 HCA Health Trust. 28 00:00:58,365 --> 00:01:01,785 And, um, it's a, it's been a blessing to serve in healthcare 29 00:01:02,045 --> 00:01:03,145 for almost three decades. 30 00:01:03,965 --> 00:01:07,345 Um, you know, I started when I was 10 years old. 31 00:01:07,945 --> 00:01:12,385 the seriously, um, on a serious note, um, 32 00:01:13,055 --> 00:01:14,745 I've been in healthcare for three decades. 33 00:01:15,625 --> 00:01:18,425 Uh, half of my career was spent in a very large 34 00:01:19,185 --> 00:01:23,065 academic healthcare organization in Texas where I served 35 00:01:23,205 --> 00:01:24,905 as a trauma and ER nurse, 36 00:01:25,805 --> 00:01:28,345 and then, um, progressed into management. 37 00:01:29,125 --> 00:01:30,865 Um, I think at the University of Texas, 38 00:01:31,145 --> 00:01:35,025 I developed a strong foundation for evidence-based 39 00:01:35,625 --> 00:01:39,125 clinical practice, research and professional development. 40 00:01:39,985 --> 00:01:41,325 And, um, practicing 41 00:01:41,345 --> 00:01:45,565 and leading in a magnet recognized organization, uh, 42 00:01:45,565 --> 00:01:49,165 taught me early on the power of having a great culture 43 00:01:49,235 --> 00:01:51,365 with highly engaged caregivers. 44 00:01:52,745 --> 00:01:56,045 Um, over the course of my, uh, career journey, 45 00:01:56,755 --> 00:01:58,805 there's been key opportunities 46 00:01:59,135 --> 00:02:02,365 where I was given the opportunity to grow professionally 47 00:02:02,505 --> 00:02:04,605 and impact care delivery. 48 00:02:06,095 --> 00:02:09,335 I served at a large health system, um, the, 49 00:02:09,935 --> 00:02:12,175 actually the University of Texas where I was promoted 50 00:02:12,195 --> 00:02:14,295 to lead their internal staffing agency. 51 00:02:15,195 --> 00:02:18,295 And in that role, I was able to utilize my business, 52 00:02:18,445 --> 00:02:21,935 financial and clinical skills to grow that business, 53 00:02:22,515 --> 00:02:26,215 expand services across Texas, um, increase the scope 54 00:02:26,515 --> 00:02:28,215 of the services we provided, 55 00:02:28,875 --> 00:02:32,455 and we, um, pretty much eliminated all contingent labor. 56 00:02:33,795 --> 00:02:36,255 Um, and then I was given the opportunity to serve 57 00:02:36,255 --> 00:02:39,215 as a healthcare executive in something really unique. 58 00:02:39,275 --> 00:02:42,695 It was a public healthcare district, um, where I served 59 00:02:42,715 --> 00:02:45,415 as a chief nurse and implemented programs 60 00:02:45,415 --> 00:02:47,295 around reducing readmissions, 61 00:02:47,945 --> 00:02:50,295 addressing social determinants of care. 62 00:02:51,495 --> 00:02:53,535 I worked with utilization management 63 00:02:54,115 --> 00:02:56,775 and really learned, um, about value-based care. 64 00:02:58,115 --> 00:03:01,045 And Mariah, as you know, rural healthcare is an a, a 65 00:03:01,605 --> 00:03:05,085 challenging environment, but yet very, very rewarding. 66 00:03:05,585 --> 00:03:08,445 Um, I felt like I was, uh, really connected to my purpose. 67 00:03:09,245 --> 00:03:12,285 I ended up advocating for rural health at the local, state 68 00:03:12,345 --> 00:03:15,605 and national levels, and then really learned the value 69 00:03:15,605 --> 00:03:16,885 of creating community 70 00:03:17,405 --> 00:03:19,805 and partnerships with academic organizations 71 00:03:20,585 --> 00:03:24,325 and, um, uh, professionals in our industry 72 00:03:24,505 --> 00:03:25,725 as well as businesses. 73 00:03:25,825 --> 00:03:30,045 And, um, and so really to improve access, uh, 74 00:03:30,045 --> 00:03:33,325 work on workforce development and, um, recruitment. 75 00:03:34,745 --> 00:03:37,045 And then I also have served as a chief nurse 76 00:03:37,045 --> 00:03:40,205 and COO where I learned about operations, capital, 77 00:03:40,275 --> 00:03:41,765 equipment expansions. 78 00:03:42,985 --> 00:03:45,805 And then, uh, most recently I served 79 00:03:45,825 --> 00:03:47,765 as a chief nurse executive for one 80 00:03:47,765 --> 00:03:49,685 of the largest hospitals in Southern California 81 00:03:50,625 --> 00:03:54,565 and the busiest er in, uh, Los Angeles County. 82 00:03:55,545 --> 00:03:58,405 And this was the third time that I led teams to Magnet. 83 00:03:59,475 --> 00:04:01,335 And, uh, we just had a really great culture. 84 00:04:02,155 --> 00:04:05,015 Um, we, uh, when I started, 85 00:04:05,115 --> 00:04:07,135 we were last in our total performance ranking, 86 00:04:07,875 --> 00:04:10,655 and then when I left that organization, we were, uh, 87 00:04:10,675 --> 00:04:13,815 at the top ranking for our large hospitals. 88 00:04:14,075 --> 00:04:18,095 And, um, and then we just, um, we had an amazing culture. 89 00:04:18,205 --> 00:04:19,575 Like I said, we achieved magnet, 90 00:04:20,395 --> 00:04:23,015 and so I've had a really unique opportunity 91 00:04:23,115 --> 00:04:25,015 to serve in diverse organizations 92 00:04:25,915 --> 00:04:28,535 and, um, have served at the national level 93 00:04:28,595 --> 00:04:30,655 for the American organization nurse leaders, 94 00:04:31,635 --> 00:04:33,135 and then have served on the board 95 00:04:33,135 --> 00:04:35,255 of the Healthcare Business Women's Association. 96 00:04:35,355 --> 00:04:37,975 So just really blessed to have those experiences. 97 00:04:39,045 --> 00:04:40,135 - Yeah, absolutely. 98 00:04:40,315 --> 00:04:42,775 Uh, thank you so much for sharing your background with us. 99 00:04:42,915 --> 00:04:44,775 And if you started at 10 years old, 100 00:04:44,775 --> 00:04:46,055 I'll definitely interview you every day 101 00:04:46,055 --> 00:04:47,735 because I'm sure you would have the best stories. 102 00:04:48,515 --> 00:04:50,695 Um, would you be able 103 00:04:50,695 --> 00:04:53,415 to tell us about your most successful project 104 00:04:53,595 --> 00:04:56,695 or initiative from the last year at HCA? 105 00:04:56,885 --> 00:04:58,415 What issues were you trying to solve 106 00:04:58,435 --> 00:04:59,895 and also what drove the success? 107 00:05:01,005 --> 00:05:03,975 - Sure. You know, I'd like to, I'd like to share with you, 108 00:05:04,155 --> 00:05:07,735 um, maybe one of the major initiatives in the last year, 109 00:05:07,915 --> 00:05:09,975 and it wasn't necessarily with HCA, 110 00:05:10,035 --> 00:05:12,375 but um, with another organization 111 00:05:13,075 --> 00:05:16,775 and, um, it was in reducing, um, harm to our patients 112 00:05:17,155 --> 00:05:18,775 and improving our quality outcomes. 113 00:05:19,515 --> 00:05:21,055 Uh, my brother died 114 00:05:21,355 --> 00:05:24,495 of a hospital acquired infection at the age of 34, 115 00:05:25,675 --> 00:05:27,975 and so I'm very passionate about keeping 116 00:05:28,035 --> 00:05:29,495 our patients safe from harm. 117 00:05:30,275 --> 00:05:32,615 Um, our teams were able 118 00:05:32,615 --> 00:05:36,335 to reduce healthcare associated infections by 44%, 119 00:05:36,995 --> 00:05:39,255 and we reduced falls by 35%. 120 00:05:40,915 --> 00:05:44,295 We did this by implementing a model called the Healthcare 121 00:05:44,295 --> 00:05:47,775 Restoration Design Model, and it's a high reliability model. 122 00:05:48,835 --> 00:05:52,215 Our, um, the, the other thing too is that they were able 123 00:05:52,215 --> 00:05:55,135 to do that because we had such a strong professional 124 00:05:55,135 --> 00:05:59,365 governance culture in place, more than 10 to 20% 125 00:05:59,365 --> 00:06:02,165 of our workforce were committed 126 00:06:02,165 --> 00:06:05,125 and dedicated to improving quality outcomes 127 00:06:05,905 --> 00:06:07,245 and finding root causes. 128 00:06:07,345 --> 00:06:11,445 So, um, we also utilized relationship-based care concepts. 129 00:06:11,985 --> 00:06:15,085 Um, for example, we, uh, started every meeting 130 00:06:15,085 --> 00:06:16,165 with a patient story, 131 00:06:17,105 --> 00:06:19,565 and when we reviewed our cases, uh, 132 00:06:19,585 --> 00:06:22,835 the team members would present the case first 133 00:06:23,095 --> 00:06:26,335 by showing a picture of the patient, calling the patient 134 00:06:26,435 --> 00:06:30,255 by name and sharing something personal about the person. 135 00:06:31,355 --> 00:06:35,095 And so, um, we really had some great outcomes when it came 136 00:06:35,095 --> 00:06:37,975 to reducing hospital, uh, associated harm. 137 00:06:39,115 --> 00:06:41,775 And then, um, we know when patients stay in the ER 138 00:06:41,835 --> 00:06:44,095 or in the hospital too long, uh, 139 00:06:44,125 --> 00:06:46,695 that can negatively impact their quality outcomes. 140 00:06:46,795 --> 00:06:50,415 So we, we, those teams put together an air traffic control 141 00:06:50,415 --> 00:06:52,415 center to optimize flow. 142 00:06:53,165 --> 00:06:56,695 They also were very adamant that they wanted to try a, a 143 00:06:57,375 --> 00:06:59,495 hospitality center, which was a discharge lounge, 144 00:07:00,235 --> 00:07:02,015 and nine times outta 10, those don't work. 145 00:07:02,995 --> 00:07:04,815 But, um, but they really wanted to do it, 146 00:07:04,815 --> 00:07:06,175 and I think it's important that we let, 147 00:07:06,355 --> 00:07:07,695 let our teams try sometimes, 148 00:07:08,595 --> 00:07:10,575 and they, they proved that it could work. 149 00:07:10,725 --> 00:07:13,615 They shaved about 30 to 40 minutes off discharge time. 150 00:07:14,275 --> 00:07:17,615 So I think all of those things, um, helped us to deliver 151 00:07:18,725 --> 00:07:20,335 high quality, efficient, 152 00:07:21,155 --> 00:07:23,335 and, uh, compassionate care to our patients. 153 00:07:25,115 --> 00:07:26,605 - Wonderful. Absolutely wonderful. 154 00:07:26,605 --> 00:07:28,405 Thank you so much for sharing that insight. 155 00:07:28,905 --> 00:07:31,725 As you know, the clinical workforce has changed a lot 156 00:07:31,745 --> 00:07:32,805 in the last few years. 157 00:07:33,275 --> 00:07:34,965 What challenges are you still facing 158 00:07:35,345 --> 00:07:37,205 and how do you see the clinical workforce evolving? 159 00:07:38,075 --> 00:07:39,685 - Sure. You know, that's a great question. 160 00:07:40,755 --> 00:07:43,605 Recruitment and retention is still an opportunity. 161 00:07:44,225 --> 00:07:46,925 You know, I was fortunate that our turnover, um, 162 00:07:47,065 --> 00:07:51,445 has been 6.9% compared to a national benchmark of 22%. 163 00:07:52,225 --> 00:07:55,165 But, um, there are areas where it's still a big challenge. 164 00:07:55,305 --> 00:07:57,765 You, you, you might be able to even recruit nurses in, 165 00:07:57,765 --> 00:08:01,005 but how do you keep 'em, especially with an aging workforce, 166 00:08:01,865 --> 00:08:03,405 um, early retirement, 167 00:08:04,105 --> 00:08:06,525 and then people just wanting to leave the bedside 168 00:08:06,525 --> 00:08:08,165 because they're still burned out 169 00:08:08,265 --> 00:08:10,005 or they're advancing their education. 170 00:08:10,785 --> 00:08:12,685 And so it is a really big challenge. 171 00:08:13,305 --> 00:08:16,045 Um, I think through covid we've learned a lot, 172 00:08:16,825 --> 00:08:18,605 and if we look at team nursing models, 173 00:08:19,545 --> 00:08:21,845 and not all models may fit the same 174 00:08:21,905 --> 00:08:23,765 or you know, the same for each organization, 175 00:08:24,105 --> 00:08:27,685 but if we look at team nursing models, we learned 176 00:08:27,795 --> 00:08:29,765 that there are other skill sets 177 00:08:30,235 --> 00:08:32,565 that can help us take great care of our patients. 178 00:08:33,265 --> 00:08:35,405 And the more that we work together as a team, 179 00:08:35,785 --> 00:08:37,565 the more effective we can be. 180 00:08:38,025 --> 00:08:40,805 Um, it also, you know, when you have a team nursing model, 181 00:08:40,865 --> 00:08:43,285 it also allows the RN to practice 182 00:08:44,025 --> 00:08:46,125 at the highest extent of their license. 183 00:08:47,225 --> 00:08:50,365 And, um, and then, you know, when we look at technology, 184 00:08:51,545 --> 00:08:55,445 can we utilize virtual nursing to do, do some 185 00:08:55,445 --> 00:08:58,285 of those things that the RN at the bedside does not 186 00:08:58,285 --> 00:08:59,445 necessarily have to do? 187 00:08:59,585 --> 00:09:03,845 Can we do patient education on admission, um, 188 00:09:03,905 --> 00:09:07,045 health assessments where we're gathering health history 189 00:09:07,065 --> 00:09:08,845 and discharges discharge information? 190 00:09:08,905 --> 00:09:12,285 So I think we, we need to look at, um, recruitment 191 00:09:12,285 --> 00:09:13,805 and retention and other models. 192 00:09:15,025 --> 00:09:18,485 Um, the other thing that I think that we, you know, 193 00:09:18,485 --> 00:09:21,815 is a challenge is we've got a lot of, uh, 194 00:09:21,985 --> 00:09:24,095 rapid fire changes in technology. 195 00:09:25,195 --> 00:09:28,855 And so as we look at care delivery, how can we embrace 196 00:09:29,475 --> 00:09:32,935 and leverage technology, uh, to allow us 197 00:09:33,195 --> 00:09:37,455 to be more efficient, um, to lean up our work? 198 00:09:38,395 --> 00:09:41,575 And, um, and also how do we leverage technology 199 00:09:41,875 --> 00:09:44,055 to allow the patient to be the driver of healthcare? 200 00:09:44,915 --> 00:09:46,655 So I, I think that's gonna be a big challenge. 201 00:09:46,955 --> 00:09:49,695 You know, especially when we look at, um, chat GPT, 202 00:09:49,795 --> 00:09:51,495 we look at robotics 203 00:09:51,955 --> 00:09:54,775 and workplace safety to keep our caregivers safe, 204 00:09:54,955 --> 00:09:59,255 and then we look at robots in healthcare and organizations 205 00:10:00,075 --> 00:10:02,055 and, um, how can we leverage those things? 206 00:10:02,195 --> 00:10:04,735 So, so I think those are definitely challenges. 207 00:10:05,475 --> 00:10:08,135 The other thing I wanna mention is physician recruitment. 208 00:10:08,835 --> 00:10:11,615 Our, I I, I'm concerned about our physicians 209 00:10:11,955 --> 00:10:15,135 and burnout as well, and recruitment for physicians 210 00:10:15,135 --> 00:10:17,535 because it's been challenging, 211 00:10:17,535 --> 00:10:19,895 especially in rural healthcare, to recruit nurses 212 00:10:20,075 --> 00:10:22,495 and doctors and then to retain them. 213 00:10:23,365 --> 00:10:26,425 So I think we need to create environments and, 214 00:10:26,445 --> 00:10:29,745 and be better at, um, those, uh, 215 00:10:29,815 --> 00:10:31,185 providing those environments 216 00:10:31,185 --> 00:10:34,225 where people feel valued and appreciated. 217 00:10:35,125 --> 00:10:39,625 Um, they're treated like owners in the operations of the, 218 00:10:39,805 --> 00:10:42,865 um, the hospitals and, um, 219 00:10:43,605 --> 00:10:47,745 and that we're really, um, supporting equity diversion 220 00:10:47,805 --> 00:10:51,345 and inclusion because we know that when we do that, 221 00:10:52,325 --> 00:10:54,625 we become better leaders, um, 222 00:10:54,725 --> 00:10:57,905 and we provide better care to our diverse populations. 223 00:10:58,925 --> 00:11:01,185 So I think those areas are still challenges, um, 224 00:11:01,365 --> 00:11:02,705 but we're making progress, 225 00:11:03,365 --> 00:11:07,145 but we need to keep those areas as a priority, you know, 226 00:11:07,145 --> 00:11:08,425 over the next five to 10 years. 227 00:11:10,185 --> 00:11:12,165 - Yes, I completely, completely agree. 228 00:11:12,165 --> 00:11:13,325 Thank you so much for sharing. 229 00:11:13,945 --> 00:11:16,925 And before I let you go, doctor, the last thing I wanted 230 00:11:16,925 --> 00:11:19,365 to ask you is what is your best advice 231 00:11:19,465 --> 00:11:21,445 for aspiring physician and nurse leaders? 232 00:11:22,355 --> 00:11:25,725 - Yeah, thank you. You know, I, I, I think, um, 233 00:11:26,545 --> 00:11:29,805 the most important thing is to prioritize, um, 234 00:11:30,745 --> 00:11:32,005 our own health and wellness 235 00:11:33,145 --> 00:11:35,765 and to take time for work-life balance. 236 00:11:36,705 --> 00:11:39,605 You know, I look back over, you know, 237 00:11:39,605 --> 00:11:40,845 three decades in my career 238 00:11:41,905 --> 00:11:44,045 and I wonder if I should have taken more time 239 00:11:44,745 --> 00:11:47,165 to do those things to, um, you know, 240 00:11:47,165 --> 00:11:48,965 to focus on my health and my family. 241 00:11:49,065 --> 00:11:53,005 And if you ask my family, my family will assert that, 242 00:11:53,145 --> 00:11:54,885 yes, , I should have done that. 243 00:11:55,845 --> 00:11:57,605 I think we get caught up in what we love to do. 244 00:11:58,105 --> 00:12:00,125 And, you know, my husband's been in ministry 245 00:12:00,125 --> 00:12:02,885 and he said, you can lose yourself in the service of others. 246 00:12:03,145 --> 00:12:07,565 And it, it is an amazing, amazing vocation that we have. 247 00:12:07,595 --> 00:12:10,285 It's the best job in the world to care for people, 248 00:12:10,585 --> 00:12:13,645 and then as a leader, to care for people who lead people. 249 00:12:14,705 --> 00:12:19,085 But as leaders, we have got to prioritize our health 250 00:12:19,545 --> 00:12:20,925 and have that work-life balance, 251 00:12:22,265 --> 00:12:23,765 and we've gotta role model that 252 00:12:23,795 --> 00:12:26,845 because if we don't, our leaders will continue to burn out. 253 00:12:26,845 --> 00:12:30,765 And we've seen a huge turnover in nursing leaders, 254 00:12:31,305 --> 00:12:32,445 um, physician leaders. 255 00:12:33,215 --> 00:12:37,285 We've also seen a, a huge turnover in, um, the c-suite too. 256 00:12:37,545 --> 00:12:39,605 And so it's really important that we role model that. 257 00:12:39,625 --> 00:12:42,005 And so I would ask you to consider that, 258 00:12:42,545 --> 00:12:47,285 and then also to be lifelong learners, um, engage 259 00:12:47,285 --> 00:12:48,805 with your professional organization 260 00:12:49,435 --> 00:12:51,765 because no matter where you go throughout the country 261 00:12:52,585 --> 00:12:54,125 or which system you work with, 262 00:12:54,905 --> 00:12:56,965 you're all working towards the same things. 263 00:12:57,865 --> 00:13:00,765 And find a mentor, someone who can, um, 264 00:13:01,145 --> 00:13:02,565 who can support you in the journey, 265 00:13:03,265 --> 00:13:05,965 who can be transparent and help you grow. 266 00:13:06,745 --> 00:13:07,965 And then it's also good 267 00:13:07,965 --> 00:13:09,765 to have a sponsor within the organization 268 00:13:09,905 --> 00:13:11,485 who can advocate on your behalf. 269 00:13:12,585 --> 00:13:15,405 Um, lastly, I think, don't be afraid 270 00:13:15,465 --> 00:13:16,525 to admit when you're wrong. 271 00:13:17,475 --> 00:13:21,125 None of us are perfect. And when you fail, I like 272 00:13:21,125 --> 00:13:23,765 to tell my teams, when you fail, you pick yourself up, 273 00:13:24,185 --> 00:13:26,645 you dust your knees off, and you learn from it. 274 00:13:27,425 --> 00:13:30,725 And then share that with others so that we can all continue 275 00:13:30,725 --> 00:13:32,005 to grow and help each other. 276 00:13:32,745 --> 00:13:36,045 And, you know, as a transformational leader, a lot 277 00:13:36,045 --> 00:13:37,925 of people talk about transformational leadership, 278 00:13:38,025 --> 00:13:41,325 but as a transformational leader, you will never 279 00:13:41,965 --> 00:13:45,725 transform the culture or move the performance scorecard 280 00:13:45,855 --> 00:13:47,845 until you learn how to be a servant leader. 281 00:13:48,505 --> 00:13:51,005 So I think more important than anything 282 00:13:51,995 --> 00:13:53,695 is take a look at servant leadership 283 00:13:53,695 --> 00:13:54,815 and what it really means, 284 00:13:55,395 --> 00:13:57,015 and then ask yourself, you know, 285 00:13:57,015 --> 00:13:58,815 what else can I do to serve others? 286 00:13:59,555 --> 00:14:02,995 So I think those are the key things that I would, you know, 287 00:14:02,995 --> 00:14:04,075 that I would recommend 288 00:14:04,215 --> 00:14:06,555 or ask that, you know, for consideration. 289 00:14:07,855 --> 00:14:09,575 - Absolutely. Absolutely. Thank you so much 290 00:14:09,755 --> 00:14:11,095 for those final thoughts. 291 00:14:11,115 --> 00:14:13,415 Dr. Adams. This has been an amazing 292 00:14:13,515 --> 00:14:14,855 and informative discussion. 293 00:14:14,855 --> 00:14:16,095 So again, I wanna thank you so much 294 00:14:16,095 --> 00:14:17,295 for coming on Becker's Healthcare, 295 00:14:17,555 --> 00:14:19,415 and I look forward to connecting again with you soon. 296 00:14:19,795 --> 00:14:21,375 - All right, thanks, Mariah. Take care. 297 00:14:24,525 --> 00:14:27,095 - It's so important for leaders at the top of organizations 298 00:14:27,115 --> 00:14:29,615 to keep learning, stay sharp, grow their networks 299 00:14:29,955 --> 00:14:32,495 to help our audience better do this in a more simplified, 300 00:14:32,495 --> 00:14:34,135 personalized, and meaningful way. 301 00:14:34,735 --> 00:14:36,975 Becker's Healthcare has launched my BHC, 302 00:14:37,405 --> 00:14:39,615 it's your trusted Becker's healthcare experience 303 00:14:39,615 --> 00:14:41,895 and more with content, connections, events, 304 00:14:41,915 --> 00:14:44,735 and learning opportunities, join the community free 305 00:14:44,735 --> 00:14:49,575 of charge@www.my dot becker's hospital review.com, 306 00:14:49,635 --> 00:14:50,495 and we'll see you there.