Improve Your Language Skills and Improve Your Chances for Success

Lea Chatham March 4th, 2015

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Tweet This Kareo StoryBy Erin Kennedy, MCD, CMRW, CERW, CEMC, CPRW

Did you know you can set up your day to have a quick opportunity to improve yourself? One of the nicest things about the Internet is the opportunity to learn, and improving your language is going to make a difference in your career.

Here’s why language is important: the things you write online stay there. The impression you make with your speech and writing doesn’t fade too fast, either. If you are consistently using language the way that “everybody” uses language online, then you are automatically closing the street to opportunity.

I like Grammar Girl’s Quick and Dirty Tips because they are funny, memorable, and short. You may prefer another source, and there are certainly plenty out there. I also use the Gregg’s Reference Manual. It’s the bible for grammar geeks. What you need is a regular reminder of common mistakes and how to avoid those mistakes that you will enjoy reading. I’m always surprised at the things I learn. Something new every day!

That small, daily dose of language skills is a regular reminder of the importance of language. It might not seem like much, but the proper use of language moves you past barriers that keep your career from flourishing. It might be true that a top executive dictates letters to a secretary instead of writing them personally, but it’s also true that the executive still has to use language competently.

Learning a little every day is part of being a leader. Looking for life-long learning opportunities keeps your brain active and your attitude flexible for the challenges of being an influence both today and in the future. If your language skills are inadequate, you may have the greatest ideas in the world, but you can’t communicate those ideas very well. Tweet this Kareo story

Adding something like a daily grammar feature takes less than five minutes to read and enables a lifetime of opportunity. It also improves how you are seen by your boss, your coworkers, and the patients you serve. It’s an easy way to improve your own prospects and improve patient satisfaction.

For more ideas on how to improve the patient experience, download 10 Ways to Engage Patients.

About the Author

Erin KennedyErin Kennedy, MCD, CMRW, CERW, CEMC, CPRW is a Certified Master & Executive Resume Writer/Career Consultant, and the President of Professional Resume Services, Inc., home to some of the best resume writers on the planet. She is a nationally published writer and contributor of 14+ best-selling career books and has written hundreds of career-related articles. Erin and her team of executive resume writers have achieved international recognition following nominations and wins of the prestigious T.O.R.I. (Toast of the Resume Industry) Award and advanced certifications. She also is a featured blogger on several popular career sites.

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5 Tips for Effectively Managing Staff Conflict

Lea Chatham March 3rd, 2015

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Tweet this Kareo StoryBy Cheryl Bisera

When you experience conflict with an outside source like a patient, a payer, or the hospital you can turn to colleagues, physician owners, and even staff for support and to debrief with afterward. It may even feel like ‘us against the world’ sometimes; sharing small victories together can build a stronger team spirit. However, when the conflict comes from within the practice, it threatens to break down all that you’ve worked so hard to build. Practice leaders are often put in sticky situations trying to keep everyone on board and tempers from flaring.

Unresolved conflict can cause anxiety and angst in your practice; staff performance and cooperation is reduced, morale begins to plummet and the patient experience is compromised. To navigate through staff conflict successfully, remember these tried-and-true tips: Tweet this Kareo story


  1. Take a realistic lay of the land: This means accepting that there will likely be two-sided compromise in order to find a realistic solution. Help the opposition to understand your perspective as you seek to understand how they arrived at their position.
  2. Dig deep: Often some of the information you need to understand in order to propose creative and realistic solutions is not being presented. By asking open-ended questions and doing a lot of listening and probing you can find out what people really want, what’s really bugging them and what might be negotiable after all.
  3. Don’t lose sight of the facts: It can sometimes get tricky to stay impartial and business-minded while trying to balance being a great place to work. We all want a flexible, friendly and supportive work environment but when practice administrators are drawn into emotional stories they can make poor decisions with unforeseen consequences. Protect your practice and your emotions by being reasonable while keeping facts in the forefront. Seek comparable data from sources like Medical Group Management Association (MGMA), Professional Association of Health Care Office Managers (PAHCOM), or local and specialty associations. Doing so will keep you objective and making wise decisions.
  4. Mission matters: To keep your practice on course, revisit your practice mission, goals and strategic plan. These tools will guide you in making decisions and finding solutions for opposing viewpoints by prioritizing overall goals. If you don’t have a practice mission or need to revise it so that it’s applicable, make this a priority for 2015 and call in an expert if needed.
  5. Remain Respectful: It’s not always easy to keep language and actions respectful but it’s crucial to making progress and remaining at the top of your practice game. This means no ‘silent treatment’, name calling, accusatory or inflammatory language. It also means leaders communicate clearly with staff about ‘next steps’. Take on a zero-tolerance policy for disrespect between any members of the practice and you’ll have an environment conducive to conflict resolution.

Acknowledging conflict is not solving it. As hard as it is to take the time and resources necessary to properly tackle an in-practice issue of this nature, ignoring it or over-reacting will only make it worse and cost you more in the end. It could cost you in turnover, a distrustful practice culture and a compromised patient service among other things.

If you find the situation to be unsolvable by those within the practice, you can call in an expert chosen by the nature of the conflict, accountant, conflict negotiator or practice management consultant. Don’t let a stalemate cause future damage, keep moving forward – you got this!

About the Author

Cheryl Bisera photoCheryl Bisera is a consultant, author and speaker with extensive experience in marketing and business promotion that spans more than ten years in which she worked with professionals to strengthen their position in the marketplace. She is the founder of Cheryl Bisera Consulting, a California-based image development and marketing company that focuses on the healthcare industry and author of the book, The Patient-Centered Payoff. Cheryl has spoken for regional medical management organizations, conducted customer-service workshops, and written numerous articles for publications such as KevinMD, Physician Magazine, and the Journal of Medical Practice Management.

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