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Dr. Khwaja Moinuddin grew up in India with what he calls a “normal childhood”. He attended high school and then received his bachelor's degree in mechanical engineering in his home town. With some convincing and soul searching he then came to the United States and attended Texas Tech university where he obtained his Master's degree and began working toward obtaining a PhD. Khwaja tells us about his time at Texas Tech including how, when funding grew hard to get, he overcame his fears and adversity and found a job that helped him stay in school. Even so, while working on his Doctorate degree he secured a job with 3M and, as he tells us, he learned a lot and even today he is grateful for the opportunities he had at this company. Eventually, however, under the advice of others he did finish his PhD, but not in Mechanical Engineering as such.   Khwaja began learning about organizations, how they worked, why often they didn't work well and he developed ways to help people at all levels of organizations learn how to stop being so resistive to change and thus develop more positive attitudes and constructive methods of accomplishing tasks.   We get to hear much wisdom from Khwaja on leadership, resistance to change and how to better accomplish tasks by being more open to new ideas. This episode is a MUST for everyone if you are at all open to learning some new ideas and growing to be better in whatever you do at work, in life and at play.       About the Guest:   Dr. Khwaja Moinuddin is a renowned leader in Continuous Improvement, Change Management, and Business Transformation, with over 22 years of hands-on experience driving measurable impact across diverse industries. His mission is clear: to help organizations embed a culture of excellence, resilience, and continuous learning - not as a temporary initiative, but as a way of working. Whether leading large-scale change programs, coaching executives, or transforming operational models, he has built a reputation for delivering tangible business results and lasting cultural shifts. With deep expertise in Continuous Improvement, Change Leadership, and Robotic Process Automation (RPA), Dr. Moinuddin partners with organizations to challenge the status quo, eliminate inefficiencies, and create high-performing teams. He has worked across multiple industries, functions, and global markets, collaborating with executive leaders, middle managers, and frontline employees to break down silos and drive sustainable transformation. His holistic approach ensures that strategy, execution, and people engagement work in tandem, because real change happens when employees at every level take ownership of improvement. A passionate thought leader and author, Dr. Moinuddin has distilled his years of experience into two books that serve as practical guides for transformation:   "I.N.S.P.I.R.E. - An Adaptive Change Excellence Model and Guide of the people, for the people, by the people" – A framework for leading people-centered, high-impact change initiatives. "Are You (Really) Listening?: Decoding the Secrets of Unheard Conversations" – A deep dive into the power of listening as a critical leadership and change management skill.   Dr. Moinuddin's philosophy is simple: transformation is not about tools, it's about people, mindset, and discipline. If your organization is struggling with change fatigue, leadership misalignment, or resistance to new ways of working, he can help you turn obstacles into opportunities and create a culture where excellence thrives. Let's connect and explore how we can drive real, measurable business impact, together!     Dr. Khwaja Moinuddin's journey is a testament to the power of perseverance, continuous learning, and an unstoppable mindset. Born and raised in a simple middle-class family in Pondicherry, India, a former French colony - he completed his schooling and earned a Bachelor's degree in Mechanical Engineering before moving to the U.S. to pursue his Master's in Industrial Engineering. At Texas Tech University, he excelled academically, achieving a 4.0/4.0 GPA in his major (Manufacturing) and an overall GPA of 3.83/4.0. While pursuing his degree, he also worked as an intern for Rhodia Inc., a chemicals manufacturing company, gaining valuable hands-on industry experience. Khwaja began his career as an Industrial Engineer with 3M, where he learned the foundations for his expertise in Continuous Improvement (CI) and Change Leadership. Over the years, he obtained multiple professional certifications, including Lean Six Sigma Master Black Belt, Certified Change Practitioner, Certified Prince2 Practitioner and Certified Scrum Master. His career took him across the globe, leading large-scale transformation initiatives in world-renowned organizations such as Ocean Spray Cranberries, Shell, Maersk, GARMCO, HSBC, and PDO (Petroleum Development Oman). Despite a demanding global career, Khwaja pursued his passion for learning, earning a Doctorate in Management Studies and a second Master's degree in Psychology while working full-time. His belief "To Learn is to Breathe" has shaped his leadership philosophy, helping organizations embrace change, embed a culture of excellence, and achieve breakthrough results. Beyond his professional accomplishments, Khwaja is a devoted husband and father. He fell in love with and married his wife, Sangeetha, while in the U.S., and together they have a 15-year-old son, Tanish. They now reside in Chennai, India. Dr. Khwaja travels frequently for his consulting work, and he continues to inspire businesses, leaders, and professionals to transform their organizations, and themselves - with an unstoppable mindset.   Ways to connect with Dr. Khwaja:   https://www.processexcellencenetwork.com/contributor/khwaja-moinuddin https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/ https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/     About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hello again, everyone. I am your host once again. Michael hingson, and you are listening to unstoppable mindset. We're really glad you're with us, wherever you happen to be in the world, and wherever we happen to be talking in the world. And today we're actually talking to Dr Khwaja Moinuddin from India. So it's a long distance boy signals travel a lot faster today than they did when we used covered wagons or Coney pony expresses. So I'm really grateful for the fact that we get to use Zoom and computers and do things in such a meaningful way. So anyway, here we are. Kwaja has written two books, and I know he's going to tell us about those, so I'm not going to give a lot of that away. He has been a transformational leader. He also has a background in mechanical engineering, and that fascinates me, because it seems to me, it's interesting going from mechanical engineering to being a transformational subject matter expert and expert by any standard. So I'm going to be curious to hear about that. But anyway, meanwhile, Khwaja, I want to welcome you to unstoppable mindset, and thank you for being here.   Dr Khwaja Moinuddin ** 02:28 Thank you. Thank you, Michael, it's, it's indeed an honor to be on your podcast. And you know, as as we have been discussing, I'm no expert by any means. I have just gathered years and years of experience, 22 plus years of experience, and I'm still learning and continuous improvement, transformation. It's an ocean. So the more you know I learn, the more I feel like I don't know much. Yes, there is to learn, yes.   Michael Hingson ** 03:05 Well, I know exactly what you're saying. I think if we stop learning, then we have really let ourselves down and let the world down. We need to continue to learn. And I very much enjoy doing this podcast, because I get to learn so much from so many people. It's really a lot of fun. So I want to again, thank you for being here and looking forward to all that we get to talk about today. So let's get to it. I'd like to learn a little bit about maybe the early Khwaja Growing up and so on. Tell us a little bit about you growing up in India and so on.   Dr Khwaja Moinuddin ** 03:38 Yep, I'm from a very small town in Pondicherry called Pondicherry in in India, the closest big city is Chennai. It's about 160 kilometers south of Chennai. It used to be a former French colony. Now the place has been changed. I mean, the name has been changed from Pondicherry to Puducherry. But growing up, I'm the youngest of two kids. I have a brother. He's four years older than me, and my parents were typical middle class, lower middle class, both working parents. They worked really, really hard to put me and my brother through to school. They took care of us, they protected us. So I'm really grateful for my parents, my mom, my dad and my brother also could be quite me, you know, when I was young. So I'm really grateful to my family, because we were just the four of us in our family. Growing up, I went to a public school, initially, I went to a private school, and. Uh, but then my parents couldn't afford the fees, so we moved to public school, and I did all my schooling and my bachelor's in mechanical engineering in Pondicherry. So born and brought up in Pondicherry, which was a small fishing village, didn't know much about the real world until, you know, I graduated and stepped out of India for the very first time to go to the US to do my master's degree. My childhood was, was, was normal, you know, on a living on a on a coast. So I really enjoyed living near the beach. We didn't live very far away from the beach, just maybe, you know, maybe 100, 200 meters away from the beach. Growing up, I had a lot of friends, so we would be, would take our bicycles and and, you know, ride all over the town because it, you know, it wasn't as crazy as it is now with all the traffic and stuff, it was less congested. And the good thing about Pondicherry, an interesting fact is, because it was designed by the French, all the streets in Pondicherry are at right angles to each other. So you would never get lost if you are in Pondicherry, in the middle of the Pondicherry, because wherever you go, if you take a right turn and another right turn and another right turn, you will end up at the same place. So you will never get lost. That's an interesting fact in Pondicherry. How about Pondicherry?   Michael Hingson ** 06:39 So it certainly is a whole lot easier to travel around pontichery than it is to travel around Washington DC by any standard, I think. So yes, there's a lot of Angular streets and streets that go in different directions in Washington. So yeah, I think I'd like pot of cherry that's pretty good. So did you learn to fish?   Dr Khwaja Moinuddin ** 07:03 Not, not, yeah. I mean, I did learn how to fish, but more swimming. Used to go to the ocean almost every day. You know, I think I practically spent a lot of time on the beach with my friends and in the playgrounds. Our playgrounds used to be huge growing up, unlike now, they have become so small and condensed with all the, you know, development, the real estate that's growing in India, in Pondicherry and in India in general. But, but yeah, I did learn how to fish, you know, not using, like a fishing rod in the in the US, but using, you know, the the fishing, the the thread, you know, the nylon wire, fishing net, yeah, yeah. Not, not the net, but the wire, just was the single wire,   Michael Hingson ** 07:58 well, so you what, what got you into mechanical engineering?   Dr Khwaja Moinuddin ** 08:05 Well, you know, as, as all of my fellow Indians would say, in India, you are either an engineer or a doctor first. So, so I really had no choice. I had to become an engineer or a doctor. I didn't score enough to become a doctor, so I naturally became an engineer. But since I have to become an engineer, I was looking at, you know, all the different fields of engineering. What fascinated me was, you know, the field of mechanical engineering, because I heard from several of my friends and colleagues that mechanical engineering is an evergreen field, and typically, mechanical engineers can fit anywhere. And they were really, really they were, they were 100% correct. And I'm glad I chose mechanical engineering and I really liked my subject, because that what I am today would not be if I hadn't learned about mechanical engineering. Well.   Michael Hingson ** 09:07 So you, you got your bachelor's degree, but then you, as you said, you stepped out and you, you actually came to the United States and went to Texas Tech to do your advanced degree. What made you do that? That's moving a long way from home, yep.   Dr Khwaja Moinuddin ** 09:23 So some of my my my friends and my seniors, also, when I was doing my mechanical engineering, they were talking about something called as a GRE or a TOEFL. It sounded Greek, like Greek and Latin to me. I didn't know what it was. I had no intention of going to the US initially. My intention was to get a job and earn a lot of money and and I was almost done studying at that point of time, you know, learning subjects like thermodynamics and lot of advanced mechanics. Engineering stuff for four years really wears you out. But my my seniors and and my cousin also, and my uncles and a lot of my relatives, they said, you know, if you don't do your masters now, and if you go straight away to work, you may not have the inclination to learn more. So they really, they really prompted me or nudged me to do my Masters also, and and my mom, of course, she has been a great, great, great driving force behind me. She She encouraged me to always, always, always learn. She herself has, you know, so many degrees I cannot, I don't even know how many degrees she has. She has master's degrees and Bachelor's degrees in in, you know, all sorts of areas. And to this day, you know, she she keeps learning, and she has been a teacher for about 45 years now. So so my mom, along with my relatives and my friends. They said, You know, you need to study more so. So, you know, I had actually got a job, you know, in my fourth year. And I got a job through on campus interviews, you know, like a career fair in the in the US, similar to a career fair in the US. So I gave up that job and I wrote GRE and TOEFL. I worked hard. Got I did not get like flying colors, but I got, I got good grades in GRE and TOEFL, and then I applied to universities. Initially I was going to be an aerospace engineer, but then my friends also told me that maybe that's a difficult field to get a job in in future, because it requires, you know, us, security clearance and stuff. So you're you're better off doing something which is related to mechanical engineering, or even mechanical engineering. I didn't want to go too much into technical stuff, so I explored industrial engineering, and I found, you know, the courses and all that stuff were really to my liking and to my interest. So, so then I chose industrial engineering and Texas Tech specifically because of the industrial engineering program they had. So then and, and that's one, one thing led to another. And then I landed in Texas Tech University.   Michael Hingson ** 12:26 Well, that must have been fun. So you had lots of new experiences. You learned about football and all sorts of other things in addition to your academic studies. Yes,   Dr Khwaja Moinuddin ** 12:36 yes. Red Raiders. Go Red Raiders. Yeah, right.   Michael Hingson ** 12:40 Well, and I, I went to UC Irvine. I don't know, I still don't know if we have a much of a football team today. We have a good basketball team, but go anteaters anyway. So it's, it is interesting how our lives change and how we end up, how God gives us different opportunities? And then, of course, the issue really is us taking those opportunities and moving forward with them. When you You certainly did. You stepped out and you moved to the United States, you went to Texas Tech, you got your bachelor's, and where did you get your PhD?   Dr Khwaja Moinuddin ** 13:19 So I got my master's from Texas Tech, and I was, I also started to do my PhD in industrial engineering in Texas Tech, but unfortunately, I didn't finish, because the the department ran out of funding, and I had to search for a job. So I started to, I got my job in 3m as an industrial engineer. But I also did an internship in another company called Rodia, which is a chemicals manufacturing company. But then, you know, while I was doing, while I was, you know, still pursuing my full time job, I really wanted to go back to Texas Tech and complete my PhD, because I had completed all my coursework, except for the which was the dissertation which was pending. And you know, at that time, one of the professors told me, quadra, try and complete your PhD, otherwise you will regret it. I still remember his words to this day. I should have, you know, looking back, I should have stayed back in Texas Tech and finished my PhD. I should have, you know, borrowed some more money and finished my PhD in industrial engineering in Texas Tech. But nevertheless, what I did is I did my doctorate, professional doctorate in management studies in Indian School of Business Management. So slightly different. But, you know, I didn't, I didn't actually want to go for an MBA. So I want I did the doctorate in management studies because I was more interested in organizational behavior, operations. Management in that field. So I got it in 2012   Michael Hingson ** 15:07 Wow. So you, you, you did complete it, even though, again, it went in a slightly different direction. But what was your interest that that took you into a little bit more of a business oriented environment, because you had clearly been in mechanical engineering and in that discipline for most of your studies.   Dr Khwaja Moinuddin ** 15:25 Yes, yes. So, you know, when I was doing my master's degree in Industrial Engineering, you know, and I got interested in continuous improvement, lean, Six Sigma, transformation, change management in that field, more as I was doing my masters in industrial engineering. And then when I got my first job in in 3m 3m is a great company, as you know, you know, I learned all the basics of my lean, Six Sigma change management, you know, hands on in 3m and I'm still grateful to this day that my very first job was in 3am actually, it's a funny story, because, you know, I got the job in 3m on the same day I was interviewed. So the I was very lucky. I think the the line manager really liked me, and he said, kwaja, I'm going to hire you on the spot. So I was, I was really, really, you know, ecstatic on that day, and I still remember that feeling to this day, yes. So what interested me to coming back to your question was when I was working in 3m they have a good mentorship program. So they asked me, you know, how do you want your career to be? You know, where do you see yourself in five years? In 10 years? In 15 years? How do you see yourself growing? And I said, I want to grow in the technical field. I want to become like a subject matter expert in Lean, Six Sigma, Black Belt, Master, Black Belt. And I want to grow in the technical field. And I remember the mentor, she told me, kwaja, while that's a good thought, but you will not grow much if you are purely technical, you will grow more if you combine your technical expertise with management, how to lead people, how to manage people, how to do change management with people so she actually, you know, planted the seed in me to do more of, you know, people management role. And for that, she prompted me to do more courses in people management, leading teams, how to work and collaborate with, you know, cross functional teams. And that interested me, and I started to search for courses that would give me that exposure. And then, you know, given the fact that also I took some courses in my master's, or when I was doing my PhD in industrial engineering, it prompted me more to move away from technical rather than getting a PhD in industrial engineering, to do adopt rate in management studies. And hence I, you know, slightly moved into the people management, operations management, into the softer stuff of managing people and getting stuff done through people, through others.   Michael Hingson ** 18:14 Well, nothing, nothing wrong with that. I know my background was in physics. But along the way, there came a time that I was confronted with an opportunity to take a job that wasn't directly related to physics, and I chose to do it. But out of that, I ended up being put in a situation once where I had to make a choice to either go find a new job or change from doing kind of human factors studies and other things related to a product going in instead into sales, and I chose to go into sales, but my reasoning was, It's difficult enough for blind people to get jobs. Finding a new job would be really a challenge, whereas an opportunity was being offered, and it was a good opportunity, so I accepted it. So again, I know that many times we do find that there is a an opportunity that comes along that maybe we don't expect, and if we take it, it's the right way to go.   Dr Khwaja Moinuddin ** 19:14 Yes indeed. And your story has been fascinating, Michael, to be honest with you, it has been, you know, it's very inspirational. Your story, me and my wife, we were sharing, you know, how you how you overcame adversity, that's really, really, really inspirational.   Michael Hingson ** 19:33 Well, thank you. And I, I appreciate that. And you know, to me, it's just how we live life, and we sometimes we're presented with challenges and and we have to deal with those challenges, which is, of course, our role, and if we don't, then we're the losers for doing it. Well, in your case, did you ever have a defining moment or a situation where, if, since we call this unstoppable mindset, where. Kind of a mindset really affected you and to help you through it.   Dr Khwaja Moinuddin ** 20:05 Yeah. I mean, many, many, many, many situations, there's never a dull day in continuous improvement, so it's full of challenges. Always, always. You know, in every organization I have worked for, there have been challenges in terms of, you know, how to deploy continuous improvement, how to take people with you in the journey of continuous improvement. But one of the things you know early on, when I was doing my my master's degree, is, you know, I think that that laid the foundation also for me to become more resilient and more adaptable. You know, when, when my department said they didn't have funding I wanted to, and this was, you know, when, when I was doing my master's degree, not, not, you know, when I went into my PhD, when I was doing my master's degree, after a semester, they said they didn't have enough funding. So a lot of my colleagues, you know, those who are in engineering, whether mechanical or industrial or or chemical or petroleum engineering, they would they were searching for jobs. I think it was the summer of 2001 and since it was summer, a lot of professors were on were on vacation, and I went door to door, knocking on every professor's, you know, Office, Office door. And almost everybody you know, kind of, you know, either shoot me away or said, you know, we don't have funding. Or, you know, their doors were closed because they were on vacation. So one of the, one of the things I did, you know, you know, I was very, very frustrated. I couldn't sleep. So I thought, What am I doing? What am I doing? What am I doing wrong here? Why am I not getting the funding. Why am I not getting a research assistantship? So as I was laying on my on my bed that that night, one evening, I thought to myself, and an idea came to me, why don't I go into Texas Tech University's Health Sciences Center, which is slightly far away. It's, you know, we have to walk, like, at least half an hour to get to the Texas Tech University's Health Sciences Center. And it's predominantly, you know, biology, Health Sciences Center. So nobody, none of my colleagues, had gone there to look for a job. So I thought, why not go there? Maybe I will find some luck. So initially, you know, I was told, No, you know, you don't have a biology background or, you know, we don't have jobs here. But on the third day, one professor, you know, as I was, I thought, you know, my day, on that day also is going to be a disappointment. Around five o'clock that evening, when I was about to go home and I noticed one professor's door was open. His name is branch Schneider, so if he's, if he's watching, you know, I'm grateful to him also for this brand Schneider. He is the professor in oncology department in Texas Tech University Health Sciences Center. So I approached him, his door was open, and I told him, I'm searching for a job. Any job? Would you be able to give me a job? He thought, he thought about it, and without hesitation, you know, he said, I do have a job, but you may not like it. And he said, You know, it's it involves washing dishes, bakers. Are you comfortable in doing it? I said, I thought about it, and I said, I can do it if it helps me to get in state tuition. And he also thought about it, and he said, Yeah, I think that should not be a problem. And once I agreed to do that, then he said, I don't want you to just do that. I want to use your engineering skills to help me with research. You know, doing some reports, research, reports and analysis using your engineering skills. Would you be able to do that? I said, That's my specialty. I would be glad to do that. So, you know, one thing led to another, and then, you know, he gave me the research assistantship, and you know, I was able to continue with my with my master's degree without, you know, burdening my parents. Because, you know, I had got a huge loan to go to the US, as you know, going to the US during those times is not, is not cheap. It's very expensive. So, you know, I think that's what, that's what laid the foundation. So I thought, you know, nothing is impossible. So if I can do that, I think I can convince people to do change management, at least my change management skills, and, you know, my Lean Six Sigma skills to do the continuous improvement in organizations. So I think that one moment, I think, was, you know, when, when I got that. I didn't realize that, you know, when I got back to my room and I told my friends that, you know, I had got this job, everybody's jaw dropped. They said, You have done something impossible. So they said, you know, we are now going to go to Health Sciences Center also. So I think a lot of our engineering guys went and knocked doors in Health Sciences Center, and they began to get jobs there. I   Michael Hingson ** 25:24 remember once, one of the first jobs my brother ever got. He was, I think, in high school. He had gotten to high school, and he went to apply at a restaurant for a job, just to earn some money. And the owner said, Well, you know, let me think about it. Would you go outside and we got some weeds out in the in the area around the restaurant, would you just pull the weeds? And my brother said, Sure, why not? I don't have anything else to do. So he went out on like, in a half hour, he had, excuse me, he had pulled all the weeds. The manager came out and was just absolutely amazed that he had had done all of that. And he said, Well, okay, and I thought about it, I'll give you a job. And of course, he was really being tested. Would he go out and do whatever he was asked to do? Which Which he did do? And when he came home and told my parents, and I was there at the time about that, they said, you understand that this guy was just testing you to see whether you would do whatever needed to be done to help the restaurant. And you passed, and he got the job. We never know where things are going to come from. And indeed, yes, we should be open and be willing to explore. It's always a good thing when we do that. I haven't thought about that in years, but you just reminded me of that story, and it's a great story, and for me, it was a lesson that you've got to do sometimes different things, and when, when you're really asking for someone's assistance, you also need to look at what they're asking you to do, and you need to do what they're asking   Dr Khwaja Moinuddin ** 27:01 yes, unless it's to shoot No, I'm not going to go out and   Michael Hingson ** 27:07 shoot someone. But that's a different story. But well, that's great. Well, now, while you were in the United States, you also went off and got married, huh?   Dr Khwaja Moinuddin ** 27:18 Yes, I did.   Michael Hingson ** 27:21 Well, that was a that was a good thing. That's another good reason to have come to the US. Yes, now, is your wife from India or the US?   Dr Khwaja Moinuddin ** 27:33 Well, it's a, it's an interesting story. Once again, we she, she is. She's two years younger to me, and, you know, we met at a birthday party, and in, you know, at a professor's daughter's birthday party. And I initially thought I knew her from somewhere, so I was very, very shy to to approach her. But then some of her, some of her friends, or, I think some of my friends who knew her, they asked me if you know I would be okay to drop them to their house. So when I was, when I was driving, I looked at her through the, you know, the rear view mirror, yeah, and I, I liked her a lot, so, but I didn't know whether she was looking at me at that time or not. But then later, I told her that I was looking at you when I was driving. And then, you know, one thing led to another, and you know, we dated. She's from India, so she was also doing her master's degree. When, when, you know, at the time, you know, I was doing an internship in in a chemicals manufacturing company in Vernon, Texas, which is in the middle of nowhere. And I used to drive three hours from Vernon to Lubbock because I thought Lubbock was in the middle of nowhere. But then, when I was when I was working in Vernon, which is just no like a small town of 10,000 people, then when I used to drive back to Lubbock, it was like heaven, Paradise. I could see many people in Lubbock. So when I was driving back and forth. And I was in, I met her in this, in this party, and then we started to date. And then, you know, we got, we got married in the US in 2000 we were dating for a very long time. We lived together also for for a long time, we got to know each other. And then we got married in 2008   Michael Hingson ** 29:42 Ah, well, that's great. Congratulations. How long have you been married now? Thank you.   Dr Khwaja Moinuddin ** 29:48 Well. We have known each other now for 21 years since 2004 Yes, and we have been married since 2008 so 17 years. Wow. Congratulations. Thank you, thank you. And we have a son, 15 years old. And yeah, we, we are still, you know, happily married to each other, and she, you know, she has been a great support for me, not only in times of happiness, but but especially, you know, when I get frustrated, when when I'm not in such a good mood, or when I feel dejected, she has supported me tremendously, and she's still supporting me tremendously, but   Michael Hingson ** 30:30 I bet that goes both ways.   30:33 Yes,   Michael Hingson ** 30:35 you have to be more stable than you.   Dr Khwaja Moinuddin ** 30:41 Yes, well, I think she's more emotionally matured also. Then I don't want to tell her that, but she may know after this podcast   Michael Hingson ** 30:52 well. So you do a lot of work in working with people involved in resistance and change and continuous improvement, and you deal with people with resistance and change. How do you push back? And how do you push beyond that? How do you get people who are so resistive to change to to agreeing to change? You know, the reason I ask is that we all we all hear people talk all the time about how change is important. Changes is necessary, but none of us really want to change. How do you deal with that?   Dr Khwaja Moinuddin ** 31:26 Yes, so, you know, over the years, this is what, this is what I have learned also. And you know, I, I did my masters, my second masters in psychology, and that helped me a great deal. Also, I've always been, you know, fascinated with the psychology of human behavior. So I always wondered, you know, even when working in 3m or in my first company as an intern, I always wondered, you know, why? You know, even if a change is good, why are people resisting? And years and years passed by, I always, I always thought that, you know, we can, we can always convince people with rational, logical stuff, with data. But then I found out, you know, through through trial and error, I don't get convinced using logic. I have my own ways to resist. So when I learned about how I am resisting, I thought that's natural. Then how people, other people would resist. Because, you know my girlfriend at that time, who is my wife. Now, when she used to suggest something I would resist, that. She would say, quarter, you're not organized, you know, let's, let's get the house organized. And I would resist it because, you know, getting organized is a good thing, but then I had my own way of doing stuff. So, you know, to this day, I still resist, by the way, and she's still trying to convince me to get organized, but you know, I know why I resist. You know why I'm resisting. I know how I resist. So you know that, that you know early on, helped me, that, you know, people resist because we are trying to change them. It's not the change, but it's we are trying to change them into something that they don't want to so, for example, you know, one of the one of the line managers, or one of the leaders in a company that I worked for, he was completely against continuous improvement. He was telling me, I have been doing continuous improvement quadra, for 20 years, I don't need you to come and tell me how to do my job and how to improve it. And he was very open about it. I'm so glad he was. He was so open about it. Because, you know, I have also seen people who resist very covertly. They would say yes in front of you, and then, you know, go back and do their own stuff, or, you know, they won't do anything at all. So I wanted to understand him, why he felt that way. And, you know, I went on, you know, plant walks with him, and he was very proud when we were when we were walking around the plant, he showed me all the improvements that he did. So I told him, Bill, his name is Bill, what you're doing is continuous improvement. Bill, so I'm not trying to tell you to do your job. I'm here to tell you how to I'm here to help you how to do your job in a more structured way. And that's what CI is all about. So when I said that, immediately, he said, you know, guaja, I wish somebody you know, in your place, had told me that earlier, because people who had before you, who came before you, they were all about tools and templates. And I hate to use tools and templates. I'm more of a practical guy. So then that was a learning for me, also that, you know, that was an aha moment for me, that people, you know, certain people, have. Certain way of learning, and certain people have certain way of improving, but we all want to improve. So if we guide people in the right direction, and we talk their language, you know, we use their frame of reference, we use their language and and we see what are their pain points, and we try to help them overcome those pain points, then people would naturally, you know, you know, get the we would get the buy in for for the change, and people would not resist so much. So at the end, you know, what happened is Bill became a huge supporter of CI, not only a huge supporter of CI, he passed my green belt exam. Also, I coached him, and he passed my green belt exam. And he was, he was very happy. Initially, he was, he was, he was reluctant to even attend my course. But then, you know, after he went through the course, and then, you know, after we built the rapport. And then I, and then I told him, I'm not trying to replace you or, or I'm not trying to steal your job or, or I'm not telling trying to, you know, tell you how to do your job, because that's not what I'm here for. I'm here to help you. And continuous improvement is a more structured way of doing things, because you may be doing in trial and error, and by doing trial and error, you know, you may be making some costly mistakes, but when we apply it in a structured way, we can avoid 19 99% of errors, most of the time. So he really liked that approach. And he liked my approach of making things very, very practical, not speaking, you know, in heavy technical terms, not using the jargon and explaining it to him, you know, in his own language. That's what helped, you know, reduce the resistance. And over the years, what I have done is also, you know, adapt my way of how I'm approaching resistance. One of the courses which I took, and it was a certification course, also was, you know, instead of waiting for resistance to happen to you, we should approach resistance proactively. You know, when we announce a change, we should naturally expect resistance, and when we have resistance, it's a good thing. I have never, I never heard about it before, before I attended the course. I thought always resistance is bad. I thought resistance is something that we need to fight. We need to convince people, and those people who resist, they don't know what they're talking about. I used to see them as, you know, almost like enemies at workplace. This guy is against CI, why doesn't he or she gets CI, why are they, you know, resisting so much. Why are they criticizing me so much? I used to take it personally also. Later, I learned, you know, not to take things personally as well. So what I what I found, was that we should surface resistance proactively, whether you know it is in work life or in personal life, you know, when we are trying to do something out of the ordinary. When we are trying to improve something, we should expect resistance. And if there is no resistance, then that means either the resistance has gone underground, right, which has gone into COVID stage, or people have not understood the why. You know, what is this change? What is this? How is this going to affect me, people have not understood what you're talking about. So when we explain things, we should naturally expect resistance, and resistance helps in improving, you know, what is whatever we are trying to implement, you know, whether it is like a ERP implementation or, you know, Lean Six Sigma, or a transformation project, digital transformation, anything that we are trying to do, if people are resisting or if people are expressing concerns, it's a good thing. That's what I have learned over the years. Yeah,   Michael Hingson ** 38:50 at least, at least then they're open and they're talking to you about it, which is important. So how do you deal with the person who says, you know, like, like, Bill, I've been involved in continuous improvement, and maybe they really have, but you're talking about change, but in reality, what we have is working, and I'm not convinced that changing it is really going to make a difference. And you know, how do you deal with that?   Dr Khwaja Moinuddin ** 39:21 Yep, again, you know, over the years, I have so many stories this. This story, again, is some of the organizations I have worked in this. This particular person was, was saying the same thing. You know, it was one of the TETRA pack manufacturing lines, you have seen the TETRA pack, right? So the the TETRA pack where juice is packed, or milk is packed, or any beverage is packed, right? So these Tetra packs, when they were producing those Tetra packs of juice, they had. An issue of the juice packs being either overweight or underweight. So they had this continuous issue on the line, not just one line, but I think three or four of the lines, so consistently, it would be either overweight or underweight. And if you are consistent, if you are having the overweight or underweight, you would be audited, and you would get into all sorts of trouble. And moreover, you know, you're losing money if you if the pack is overweight and if the pack is underweight, somebody can, can, you know, file a claim. Customer complaints would increase. So this, this particular line manager, he said, you know he was, he was avoiding me. And I know that he would, he would avoid me so, but he, you know, at that point of time, he had no choice. So he said, kwaja, I have a few ideas, you know, I don't before, you know, you come and tell me, you know, continuous improvement, blah, blah, blah. I have a few ideas. I want to test them. And he gave me, he gave me, you know, the his thought process, and he wanted to try that before, you know, he before he agreed to listen to me. So I said, Bob, I'm all for it, please. Please, go ahead and let's see whether you know what you're trying to do. Works or not. So basically, in, you know, in our language, what we call it as as an experiment in continuous improvement terminology, we call it as an experiment. He was trying to do, you know, an experiment with one factor at a time, meaning that, you know, he would try to change one variable, and he would try to see whether that has any impact on, you know, the over overfilled packs or under filled packs. So he wanted to change one variable at a time, and there were three, four variables at that time, which he thought were, you know, suspects. So he wanted to change those variables and see what the impact would be. So I told him, Bob, yeah, let's, let's, let's try that. And I told him, you know, very politely, if that doesn't work, would you be willing to try what I am asking you to do? Because I have an idea. Also, he said, Yeah, let's, let's, let's do that. So I worked with him. I worked with him on the line, with his supervisors also. And he tried, you know, one factor at a time. He trained. He changed this, he changed that. It didn't work. So reluctantly. But then the good thing was, he was open minded also, reluctantly, he said, Okay, let's, let's sit in my office and let's talk. So I told him about a concept called Design of Experiments, DOE, in that, in that me using that you know, methodology, you can basically, you can basically have three, four factors which you can vary them simultaneously, and then see the impact on over packing and under packing. So when I explained to him, when I when I taught him about the concept him and his supervisors and the line operators, he said, Yeah, let's let's try. Let's see if this works. And at the end of the day, we were both trying to improve the process. We were both trying to get rid of this problem, sure, so we should be rolling. And then it worked within, within a few days, the problem got resolved. So what I learned from that is, sometimes, you know, you need to let people you know hit the wall before you offer them a solution. So that's something that I have learned. But of course, you know, in this case, it was not such a costly mistake. It was not, it was not like a disaster, but it was the controlled disaster. So, so what   Michael Hingson ** 43:28 was the actual change? What what change was made that fixed the problem? Or what was your idea that fixed the problem because he was changing variable at a time, but that was one example   Dr Khwaja Moinuddin ** 43:39 at a time. Yep. So we had to do the root cause analysis. And through the root cause analysis, whatever variables that he was going after were not the root causes because he was not using a structured methodology. Okay, when we use the structured methodology, we went into root cause analysis. We did a structured like a fish bone diagram. I don't want to go into the technical details, but we did the in depth root cause analysis, and then we did something called as a design of experiment, where we chose three factors and we varied it simultaneous, so it is a controlled experiment which we did, and immediately, you know, it's not that you know you would do that, and you would get result. One month later, you would get results immediately, you would see the result immediately when you do that experiment versus what he did, it involved a certain bit of time. It would take one week for us to see a change. So when I showed him this and this versus this, he was really impressed. And from that day onwards, he became a huge supporter of CI, in fact, you know, the plant in which I was working in, you know, with the support of, you know, one of the plant managers, Tim, his name, I'm I'm still, you know, in touch with him, and you know we share thoughts with each other. I see him as a huge mentor. Also, you know, we got plant of the Year Award for a plant to talk. About to be shut down, back in 2009 so that's, that's, you know, how we were able to, you know, build the, get the buy in from all the line managers and, you know, get started on the continuous improvement journey. Because the the the management had told that if you don't improve within a few months, you would be shut down. So we all work together, and we did experiments like this, and we were able to turn around a plant, of course, you know, not just me, so I just played one small role in that we did as a team. It was a team effort,   Michael Hingson ** 45:34 and that's how you really overcome resistance to change when, when people see that you bring something to the table that works, then they're probably more apt to want to listen to you.   Dr Khwaja Moinuddin ** 45:49 Yep, indeed. We need to know what we're talking about. You know that that builds trust? Definitely.   Michael Hingson ** 45:54 Yeah. And then the issue is that you what you're talking about is is, in a sense, different than what they understand, and it's a matter of establishing credibility. Yes, which is, which is pretty cool. Well, so tell me about your books. You've written two books, and you've written I n, s, p, i R, E, and you've, you've written another book, tell us about those.   Dr Khwaja Moinuddin ** 46:25 Yes, so I, you know, I have always wanted to share my knowledge, and I have always been sharing my knowledge, you know, through training, through coaching, I have conducted so many training sessions, so many and I have learned also, you know, from from shop floor employees, frontline employees, from middle managers. I have learned so much from them. And also executives, top executives, you know, leaders from various industries. You know whether it is manufacturing or logistics or, you know, back offices, banking, you know, pure manufacturing or logistics container, container shipping business, or aluminum rolling business. So I wanted to write this book to share my knowledge, because when I see that change management or change is being implemented very poorly, that really frustrates me. So I wanted to share this, and I have seen, you know, numerous books being written on this. You know, numerous frameworks, also, you name it. You know, there are so many books out there. What I wanted to do is give a simple framework, which is, I, N, s, p, i, R, E, which is, you know, if you have to implement change you need to inspire employees. There are no two ways about it. If we can talk about logic, we can talk about change management, we can talk about what's in it. For me, everything, but in my experience, if anyone is, if any employee or if any individual is not inspired by the change, the change is not going to go anywhere. They may do out of compliance, but we will not really get their hearts in it. And that's why I, you know, came up with this framework called Inspire, which is I basically is inspired the need for change in employees. N is navigate the organization and build a coalition. And stands for that. S is to surface resistance proactively, meaning, as we discussed, don't wait for resistance to hit you. You know when you least expect it, and then, and then, you know the change goes nowhere. Surface resistance proactively. And P is plan, your implementation. You know, when I say plan, not just, you know, like a, like a 20 step bullet point, there are so many plans that need, that need to come together, like a communication plan, resistance management plan, a training plan. There are so many plans that need to work together. And again, depending on the complexity of the change, you know, I never advocate, you know, over complicating stuff. And then you have, I, which is implementation When, when, you know, this is where rubber meets the road, if we don't implement the change in a structured way, you know, leaders are not role modeling on the shop floor. Leaders are just, you know, we call it as EMR. And this is, again, from another framework called Aim. Aim, you know, basically what we what we mean here is you can express. Leaders can express about the change, role model the change and reinforce the change. EMR, so if leaders are just expressing the change, it will lead to one times the improvement, but if leaders are role modeling the change, it will lead to three. Times the change acceleration. And if leaders are reinforcing the change, it will lead to 10 times accelerating the change. So that's what I talk about, in terms of implementation, you know, experimentation and stuff, which is i, and then you have reinforce and sustain, which is r, and then E stands for evaluating and learning. You know, after we close a change initiative, after we signed off on a change initiative, have what have we learned from it? What have we learned from it, and what, what if we had a, if we had a chance to make a do over, what would we do differently? What have we learned from it? And what would we do differently, and if we were to do implement another change, what are the learnings that we can take from this change that we have implemented and apply the learnings in our next change? And also, you know when, when leadership transitions, many, many changes, what? What happens? And you know this is what I have experienced, and this frustrates me a lot as well. Is, you know, when leadership changes, the change gets, you know, messed up. I want to say fucked up, but you know, and I don't know if I'm allowed to say that. You know, every leader, every leader, wants to come in and you know, right or wrong? You know, I'm not blaming a leader wants to leave their mark in the organization, which is good, but what they what they inadvertently do, is undo the change which their predecessors have done. And then people get confused, you know, they say it as a flavor of the month. Or they say, Okay, let's wait until this leader moves on, so that, you know, we can, we can, you know, just wait until this change passes away and it leads to, you know, production of morale and lots of issues. So this is what I talk about in my book, as well, how to avoid these, these situations. So it's like a practical framework where you know which anybody can take and apply to any change of any complexity, and you know if, even if it is very, very simple change which is going to take maybe 10 days or five days only, they can quickly go through the Inspire framework and see, you know, what are the gaps and whether we have, whether we are implementing the change in a proper, structured way. And these are in this is just a framework, you know, and you know, we don't have to use all the tools that I have mentioned in the book. We can pick and choose the tools which are relevant for the change that we are trying to implement.   Michael Hingson ** 52:38 What is the the key to making change sustainable when maybe leadership changes or the company environment shifts,   Dr Khwaja Moinuddin ** 52:48 yes. So, you know, as Dr Deming said, constancy of purpose, right? So, so if I'm a leader, Mike, and you know, if I'm changing my role, and if I'm going to, you know another function or another department, whether in the same organization or in a different organization, and let's say that you know, Mike, you are taking over my role. What is the constancy of purpose? You know? Are we? Does the organization, you know, it starts from our organization level. Does the organization have a constancy of purpose, and is it aligned with the vision and mission and whatever I have, whatever changes I have implemented, have I communicated them to you? Is there a smooth handover between me and you, so that you understand what are the changes I have done, what are the improvements I have done, and you know how you can take it forward and continuously improve upon it. So one thing is completely undoing and the other thing is continuously improving upon it. So that, you know, people see it as a natural, continuous improvement, rather than continue, rather than, you know, abruptly undoing something and then, and then, you know, starting from, you know, scratch, starting from scratch, and saying that, Oh, no, no, no, no, whatever this person did is total crap. And now we are going to change or revolutionize the whole organization where, which, you know, nine out of 10 times is, is, you know, you're just rehashing what this person has done into something new, into, you know, a different framework or a different bottle, however you want to frame it. So the there has to be a smooth hand over. So that's, that's, you know, point number one, and point number two is the the employees, the middle managers have the middle managers and the in the whole leadership team. They have an obligation. They have a accountability to make sure that, you know, they are aligned, to make sure that if one of their leadership team members is moving on, whenever a new leadership team member comes on board, to onboard them in a structured way, not to leave them, you know, hanging, not to, you know, not to let that person. Know, implement his or her own way completely. You know, let on board them and let them know what has happened in the organization. How they can, you know, continuously improve upon it. I'm not saying that, you know, revolutionary change is not required all. I'm saying that there are times when a revolution is required, but most of the times, continuous improvement is good enough. You know, when, when we, when we continuously improve. It keeps the continuity going. And people don't see it as you know, change after change after change. You know, we don't, we don't induce change fatigue in the organizations if we, if we do it as a continuum   Michael Hingson ** 55:40 makes sense, and it's all about and it's all about communication, yep,   Dr Khwaja Moinuddin ** 55:44 indeed. And that's where, you know, that's why I have written my second book, which is, which is about active listening. You know, I'm a bad listener, I have to be honest. So I used to be a very, very bad listener. Now I'm just a bad listener. So I have continuously improved on my listening skills, and at least I know now that you know, I'm aware of my how I need to improve my listening skills. So over the years, I have done, I have I have learned the techniques of how to listen and when and when I say listen, it is not to many people, many of us, you know, even even now. Also sometimes I catch myself, you know, trying to listen to reply or listen to respond. So when I catch myself doing that, I consciously, you know, try to listen to the person. So again, in this book, I have shared, you know, the the techniques which would help anybody to become a better listener, which, you know, one is one of the requirements for being a great leader, how to listen to people and how to listen to people, truly, truly listen to people. So I talk about simple, simple techniques in the book. You know, for example, paraphrasing, remembering, listening without judgment, right? Or suspending judgment, as I say so. You know, I rank these techniques in increasing order of complexity, suspending judgment being the most difficult, you know when, when someone starts speaking, or, you know, even if, even when we see someone immediately, in the first five seconds, we judge that person. And, you know, right or wrong, we judge that we and in this book, also, I talk about, you know, why we are prone to judging people, and why we have such a such a difficult time in suspending judgment. So if we are aware that you know, let's say that you know when I'm talking to you, Mike, if I catch myself judging you right, so at least I know that I'm Judging You right. So at least I can I know that I'm judging you, and I should not do that. I should listen to you, and I should try to understand where you are coming from, instead of saying, instead of just thinking in my mind, oh, whatever Mike is saying is it doesn't make any sense. So maybe initially it may not make sense. But you know, when we open our ears, we have two years, and that's for a reason, and only one mouth. So we need to listen, and we need to completely understand where the other person is coming from, whether you know it is in personal life or in work life. You know, when we, if we don't listen to the teams whom we are managing, and if we just say, you know, do as I say, it's my way or the highway, people will do because you know you are their line manager. But it won't last long. No, the minute you, you know, change your team, or the minute you go out, people will, people will be, you know, good riddance. So, so that's what they'll be thinking. So how to listen to people, and also it will help the leader to grow. You know, over the years, when I listen to my wife, I have understood my own shortcomings, and if I had listened to her 20 years back, maybe I would have been a different person. Maybe, maybe I would have been a more mature person. So this is what, you know, I talk about in the in the book as well. How can we truly, truly listen? And some techniques like paraphrasing. You know, when, when our mind wanders, you know, it will be good to paraphrase the person to whom you're you're speaking so that you know you you remember, so remembering, paraphrasing, empathy, for example, you know, not just talking about KPI, KPI KPIs to the team members. Understand how they're doing. You know, are they having any personal issues? How is their family? You know, work is not, you know what, what? Work is a part of our life. But you know, we spend eight to 10 hours at at a workplace. So we need to know the team members whom we are managing, and we need to listen to them. If somebody is, you know, performing badly, right? It's very easy to give them a negative feedback. But. So if we listen to them, and if they feel heard, maybe they are going through something, or maybe they are not getting enough support. If we listen to them, and if we create that environment of active listening in the whole team, suspending judgment and listening actively, then we create a more stronger bond, and the team would would become like a world class team. This has been my experience. So this is what I have shared in my, in my in my second book,   Michael Hingson ** 1:00:29 and certainly words to to remember. Well, we have been doing this an hour now, and I think it's probably time that we we end it for the day. But if people want to reach out to you. How can they do that?   Dr Khwaja Moinuddin ** 1:00:43 Well, I am there on on LinkedIn, and people can reach me through email, and I'll be more than happy to, you know, respond to anything they need. And I'm I know if people want to reach out to me to conduct any training sessions, my website is also their journey towards excellence. You know where I have my offerings. So   Michael Hingson ** 1:01:04 what is the website? What is the website called, again, journey towards excellence. Journey towards excellence.com, okay, and your email address, khwaja.moinuddin@gmail.com and spell that, if you would   Dr Khwaja Moinuddin ** 1:01:21 Yes, please. K, H, W, A, j, A, dot, M, O, I n, u, d, d, I n@gmail.com,   Michael Hingson ** 1:01:32 great. Well, I hope people will reach out. I think you've offered a lot of great insights and inspiration for people. I appreciate hearing all that you had to say, and I knew I was going to learn a lot today and have and I always tell people, if I'm not learning at least as much as everyone else, I'm not doing my job right. So I really appreciate your time, and it's now getting late where you are, so we're going to let you go. But I want to thank you again for being here, and I do want to thank everyone who is listening and watching us today. We really appreciate it. If you would, I'd love it. If you'd give us a five star review. Wherever you're watching us and listening to us, if you'd like to talk to me or email me about the episode and give us your thoughts, feel free to do so. At Michael H, I m, I C, H, A, E, L, H i at accessibe, A, C, C, E, S, S, I, B, e.com, or go to our podcast page. Michael Hinkson, that's m, I, C, H, A, E, L, H, I N, G, s, o, n.com/podcast, love to hear from you if any of you have any thoughts as to someone else who might make a good podcast guest. And quad you as well. Would love it if you let us know we're always looking for more people to come on and be guests on the show. But again, kwaja, I want to thank you for being here. This has been wonderful.   Dr Khwaja Moinuddin ** 1:02:47 Thank you. Thank you so much, Mike, and it's been a real pleasure talking to you, and it's an honor to be part of your podcast. I wish I had met you earlier and learned I would have learned so much from you, I would definitely, definitely, definitely, you know, reach out to you to learn more. And you know, thank you for the opportunity. Thank you definitely for the opportunity.   **Michael Hingson ** 1:03:15   You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to inter

In this episode of 'One in Ten,' host Teresa Huizar interviews Dr. Jane Silovsky, Director of the Center of Child Abuse and Neglect at the University of Oklahoma, Health Sciences Center. They discuss the often-overlooked issue of sibling sexual abuse and preschool-aged children, examining risk factors, prevalence, and the challenges in addressing this sensitive topic. Key points include the difference in behaviors between preschoolers and older children, the role of maltreatment, and the impact of exposure to sexual content online. Dr. Silovsky emphasizes hope through effective treatment and offers practical advice for child abuse professionals on handling these cases with empathy and understanding.Timestamps00:00 Introduction to the Episode 01:29 Welcoming Dr. Jane Silovsky 01:59 Research on Preschoolers with Problematic Sexual Behavior 04:00 Defining Problematic Sexual Behavior in Young Children 05:50 Understanding Sibling Sexual Abuse 09:30 Impact of Family Dynamics and Exposure 11:54 Influence of Online Content and Technology 14:16 Details of the Study and Key Findings 21:31 Implications for Child Abuse Professionals 28:14 Prevention and Policy Recommendations 35:31 Concluding Thoughts and Acknowledgements  LinksJane Silovsky, Ph.D., is a professor of pediatrics at the University of Oklahoma Health Sciences Center. She serves as the CMRI/Jean Gumerson Endowed Chair, director of the Center on Child Abuse and Neglect, and director of the National Center on the Sexual Behavior of Youth.Nicole Barton, Cierra Henson, Kimberly Lopez, Emma Lambert, Jordan Simmons, Erin Taylor, Jane Silovsky,Characteristics of preschool-age children who engage in problematic sexual behaviors with siblings,Child Abuse & Neglect, 2024“Sexual Behavior in Youth: What's Normal? What's Not? And What Can We Do About It?” (Season 3, Episode 15, November 5, 2021)Support the showDid you like this episode? Please leave us a review on Apple Podcasts.

Welcome to the daily304 – your window into Wonderful, Almost Heaven, West Virginia.   Today is Wednesday, Nov. 27, 2024. The West Virginia identity tech hub drives local innovation…learn about the diverse array of employment opportunities in #YesWV…and WVU's School of Dentistry launches a major expansion…on today's daily304. #1 – From WV BUSINESSLINK –  West Virginia is undergoing a remarkable shift toward innovation and technological advancement, with local entrepreneurs at the forefront of driving economic growth.  The West Virginia Digital Identity Tech Hub plays a pivotal role in this transformation, focusing on how digital identity technologies can support and empower local businesses. By connecting with the broader West Virginia entrepreneurship ecosystem, WVDITH fosters collaboration, innovation, and the growth of homegrown businesses across the state. Learn more about how WVDITH strengthens the entrepreneurial ecosystem through access to digital tools and resources, partnerships with local incubators and accelerators, and more. Read more: https://wvbusinesslink.com/2024/10/31/supporting-local-entrepreneurs-and-businesses-how-the-west-virginia-digital-identity-tech-hub-wvdith-is-empowering-local-innovation/   #2 – From WV COMMERCE – West Virginia offers employment opportunities in several growing industries throughout the state.  One of those industries is the professional, scientific and technical services sector, which comprises establishments that specialize in performing professional, scientific and technical activities for others.  Peyton Ballard is a former West Virginia Division of Rehabilitation Services consumer who works in the field as a manager of entrepreneurship. Watch the video as he discusses employment opportunities in #YesWV. Watch now: https://www.youtube.com/watch?v=v35Ph9l4qv0   #3 – From WV PRESS – Construction is set to start in the new year on an extensive West Virginia University School of Dentistry expansion and renovation project being supported, in part, by a $12.6 million award from the U.S. Department of Health and Human Services.  The multiphase project encompasses approximately 50,000 square feet in the Health Sciences Center on the Morgantown Campus. The first phase will focus on modernizing and integrating the Pediatric Dentistry and Orthodontics clinics, Faculty Group Practice and Dr. W. Robert Biddington Center for Dental Innovation back into the Health Sciences Center from their current location at Suncrest Towne Centre. Phase two will focus on areas that include a surgical suite, specialty clinics and administrative and academic offices. The state's only dental school, WVU offers a Doctor of Dental Surgery, a Bachelor of Science in Dental Hygiene and advanced education programs that help address workforce shortages in West Virginia and across the country.  Read more: https://wvpress.org/wvpa-sharing/wvu-awarded-12-6m-for-renovations-to-enhance-dental-education-patient-care-in-west-virginia/?utm_source=newsletter   Find these stories and more at wv.gov/daily304. The daily304 curated news and information is brought to you by the West Virginia Department of Commerce: Sharing the wealth, beauty and opportunity in West Virginia with the world. Follow the daily304 on Facebook, Twitter and Instagram @daily304. Or find us online at wv.gov and just click the daily304 logo.  That's all for now. Take care. Be safe. Get outside and enjoy all the opportunity West Virginia has to offer.  

I am so grateful to be welcoming Dr. Charlotte Markey back to the podcast today. Dr. Markey is a body image expert, professor of psychology and director of the Health Sciences Center at Rutgers University-Camden. She has authored several books, including her latest release, Adultish: The Body Image Book for Life.Dr. Markey also writes monthly for U.S. News and World Report and Psychology Today, focusing on individuals' eating behaviors, body image, and health. She has also been featured in and interviewed by The New York Times, The Economist, The Today Show, ABC News, Time Magazine, and Mens Health, among others.In our time together, Dr. Markey shares how societal messages can influence body image and how body image is connected to mental health. We also discuss how diet culture currently presents as “health and wellness” and how an overemphasis on “healthy” or “clean eating” might not actually be good for our overall wellbeing. Dr. Markey also shares how changing our bodies doesn't actually improve body image and presents us with practices to confidently inhabit our bodies.Buy Melissa L. Johnson's book, Soul-Deep Beauty: Fighting for Our True Worth in a World Demanding Flawless, here. Learn more about Impossible Beauty and join the community here.

The unfortunate truth is that not everyone in a leadership role knows how to lead effectively. An important key to successful leadership is to have a coach. As my guest frequently asks, “How do you live without a coach?” Yes–coaching is THAT important. Join us to learn more in today's episode. Dr. Dawndra Sechrist is the Dean of the School of Health Professionals at Texas Tech University's Health Sciences Center. In this conversation, she shares her journey of working with an executive coach to strengthen her leadership skills, and she explores how that coaching partnership impacts how she shows up as a leader. Show Highlights: ● Dawndra's leadership journey at TTU ● Rising to a leadership role within an organization–and the factors to consider ● The value of a “one team” mentality ● Taking risks and failing forward ● Creating an environment conducive to leadership at TTU ● “Coaching shouldn't be the ‘best-kept secret' ever!” ● Feedback Dawndra has received about coaching and accountability ● Helpful questions to ask when you feel stuck ● “Why would you not want to work with a coach?” ● Key takeaways from Dawndra about the value of executive coaching and being the best version of yourself as a leader Resources:Connect with MegExplore the STaR Coach Community and see what's available there for you!Visit the STaR Coach Show YouTube Channel! Subscribe today!Explore past episodes and other resources at www.STaRcoachshow.com. Connect with Dr. Dawndra SechristLinkedInPrevious Episode Mentioned:Episode 50 with Steven Sosland, “Establishing a Values Culture”

The news of Texas covered today includes:Our Lone Star story of the day: It was 3 years ago today when the nation saw the unrestricted hoards of Haitians crossing the border into Texas from Mexico. “There was a lot of asylum fraud going on there. Most of the Haitians we talked to admitted they had been living & working in Chile & other South American countries for years,” reported Fox News' Bill Melugin via X.Leftist Democrats, and that includes most of the media, use their “dangerous” rhetoric and call people concerned about the effects of uncontrolled immigration “bigots” and “xenophobes” but, it is beyond ridiculous to pretend that there are not very real consequences to Americans and their communities from such. This story from the Daily Wire deals with the issue responsibly: ‘What Has My Town Become?': Springfield Residents Say It's Falling Apart Amid Haitian Influx.Our Lone Star story of the day is sponsored by Allied Compliance Services providing the best service in DOT, business and personal drug and alcohol testing since 1995.NBC News has run a huge, very long, story on the usage of unclaimed bodies for scientific research out of Univ. of North Texas Health Sciences Center and Dallas and Tarrant Counties. Listen to the show for my take on this story and how it is presented by the libs at NBC.Has Biden's D.O.J. “botched” its ridiculous case against whistleblower Dr. Eithan Haim over the sex change for children horrors at Texas Children's Hospital?Listen on the radio, or station stream, at 5pm Central. Click for our radio and streaming affiliates.www.PrattonTexas.com

In this episode of Talk Nerdy, Cara is joined by body image expert, professor of psychology and director of the Health Sciences Center at Rutgers University-Camden, Dr. Charlotte Markey. They discuss her new book, “Adultish: The Body Image Book for Life.” Follow Charlotte: @Char_Markey

In this episode, we are joined by Daniela Chisolm, an Assistant El Paso County Attorney & Senior Trial Attorney in the Mental Health Litigation Unit, and Dr. Patricia Ortiz, an Assistant Professor in the Department of Psychiatry at Texas Tech University Health Sciences Center El Paso. This innovative program is a collaboration between TTUHSC El Paso and the El Paso County Attorney's Office that embeds forensic psychiatry residents in the justice system with the goal of improving access to mental health care and decreasing incarceration rates, leading to better overall outcomes for justice-involved individuals with mental illness. If you have an innovation in mental health that you'd like to see on the podcast, email JCMH@txcourts.gov with the subject line "Reimagining Justice." *Disclaimer: The views, thoughts, and opinions expressed are the speaker's own and do not represent the views, thoughts, and opinions of the JCMH, the Supreme Court of Texas, or the Texas Court of Criminal Appeals. The material and information presented here are for general information purposes only.

Jason T. Jacobson, MD, FHRS, Westchester Medical Center-New York Medical College is joined by Jose Carlos Pachon-Mateos, MD, PhD, Sao Paulo Heart Hospital, and Sunny S. Po, MD, PhD, FHRS, University of Oklahoma, Health Sciences Center to discuss the porcine model of cardioneuroablation is tested for vagal denervation effects at 6 weeks. The model is further tested for enhanced susceptibility to ventricular arrhythmias during myocardial ischemia of ablated animals. https://www.hrsonline.org/education/TheLead https://doi.org/10.1016/j.hrthm.2023.08.001 Host Disclosure(s): J. Jacobson: Honoraria/Speaking/Consulting: American College of Cardiology, Zoll Medical Corporation, Research: Abbott, Phillips, Stock, Privately Held: Atlas 5D   Contributor Disclosure(s): S. Po: Honoraria/Speaking/Consulting: Biosense Webster, Inc., Ownership: NanoMed Targeting System J. Pachon-Mateos: Ownership: Personalis, Research: University of Sao Paulo   This episode has .25 ACE credits associated with it. If you want credit for listening to this episode, please visit the episode page on HRS365 https://www.heartrhythm365.org/URL/TheLeadEpisode68

Join us for an informative episode featuring Rebecca Napier, VP for Finance & Administration at UNM Health and Health Sciences Center. Rebecca shares her background and insights into impactful changes, current healthcare trends, and growth strategies for the next 12-24 months. Tune in to gain valuable perspectives on navigating the evolving landscape of healthcare finance and administration.

Groundbreaking to be held today for Nursing and Health Sciences Center at UACCM; Bid opening held for road relocation project for Arkansas Kraft; OEM Director seeks input on tornado siren response; Morrilton City Pool to open this weekend; local athletes named to All-State, All-Star teams; we talk with Alicia Hugen of the Conway County Extension Service.

Spring is here, and with it arrives a wave of seasonal allergies! Host Jennifer Semenza joins Dr. Goutam Shome to discuss how to differentiate between allergies and colds, identify seasonal allergy triggers, and explore effective prevention and management strategies. Learn how to navigate changing seasons and find relief from those pesky symptoms. Understanding seasonal allergies and seeking treatment can significantly improve your quality of life during allergy season.Featured Speaker: Goutam Shome, MD, an expert in the field of allergies and immunology at Covenant Medical Group, a full clinical professor at Texas Tech university Health Sciences Center, both in Lubbock, Texas, and Diplomate of the American Board of Allergy & Immunology.For more information and resources, visit: Providence or Covenant Health

In today's episode I talk with Dr. Charlotte Markey about body image pressures impacting us and the next generation. Dr. Markey is a body image expert, professor of psychology and director of the Health Sciences Center at Rutgers University-Camden. She has authored several books, including The Body Image Book For Girls: Love Yourself and Grow Up Fearless, Being You: The Body Image Book for Boys, and the forthcoming Adultish: The Body Image Book for Life. Dr. Markey also writes monthly for U.S. News and World Report, Psychology Today, as well as other publications, focusing on individuals' eating behaviors, body image, and health. She has also been featured in and interviewed by The New York Times, The Economist, The Today Show, ABC News, Time Magazine, and Men's Health, among others.In our time together, we talk about recent trends related to social media use and body image, how to build body confidence in ourselves and the next generation, as well as what's behind the increasing rates of body dissatisfaction and eating disorders among males. Dr. Markey's wisdom is a needed voice in our increasingly image-focused society. May we become thoughtful observers of these trends, so we can opt out of the messages and beliefs that don't bring life.  Buy Melissa L. Johnson's book, Soul-Deep Beauty: Fighting for Our True Worth in a World Demanding Flawless, here. Learn more about Impossible Beauty and join the community here.

February 21, 2024 - Dr. Teresa Gulley and Dr. Audra Trump of Millikin University joined Byers & Co to talk about their upgraded facilities at the Health Sciences Center and Health Sciences West. Listen to the podcast now!See omnystudio.com/listener for privacy information.

Sudave Mendiratta, MD, University of Tennessee Health Sciences Center College of Medicine by SAEM

Sudave Mendiratta, MD, University of Tennessee Health Sciences Center College of Medicine by SAEM

Episode 5 - An In-depth Discussion on Syphilis with Dr Meredith Clement, Associate Professor at Louisiana State University Health Sciences Center. This special episode was recorded live from the 2023 Ryan White HIV/AIDS Program CLINICAL CONFERENCE in Portland, OR, on December 4th, 2023.In this special episode of Going anti-Viral, recorded live from the 2023 Ryan White HIV/AIDS Program CLINICAL CONFERENCE in Portland, OR, Dr Michael Saag speaks with Dr Meredith Clement, Associate Professor at Louisiana State University Health Sciences Center. They discuss the history and increasing prevalence of syphilis, the contributing factors to its resurgence, and its various stages. Dr Clement also highlights the current challenges in syphilis treatment, such as medication shortages and the need for rigorous screenings during prenatal care.00:08 Introduction and Welcome00:57 Discussing the History and Prevalence of Syphilis01:40 Understanding the Decline of Syphilis in the 1990s02:21 Current State of Syphilis Cases and Demographics03:29 Challenges in Prenatal Care and Congenital Syphilis07:05 Understanding the Stages of Syphilis09:47 Diagnosis and Testing for Syphilis13:53 Treatment Options for Syphilis15:53 Challenges and Future Directions in Syphilis Treatment22:41 Conclusion and Final Thoughts__________________________________________________Produced by IAS-USA, Going anti–Viral is a podcast for clinicians involved in research and care in HIV, its complications, and other viral infections. This podcast is intended as a technical source of information for specialists in this field, but anyone listening will enjoy learning more about the state of modern medicine around viral infections. Going anti-Viral's host is Dr Michael Saag, a physician, prominent HIV researcher at the University of Alabama at Birmingham, and volunteer IAS–USA board member. In most episodes, Dr Saag interviews an expert in infectious diseases or emerging pandemics about their area of specialty and current developments in the field. Other episodes are drawn from the IAS–USA vast catalogue of panel discussions, Dialogues, and other audio from various meetings and conferences.

Dr. Alexis “Lekki” Wood is Associate Professor at USDA/ARS Children's Nutrition Research Center in the Division of Pediatrics-Nutrition at Baylor College of Medicine. Research in Lekki's lab aims to better understand how food influences our health. She examines the full chain of changes that occur from the moment food is put into our mouths, trough digestion and absorption of particular molecules, to where those molecules go and how they affect our organs. Outside of work, you can find Lekki working out at the gym and spending quality time with her two children and their German shepherd. She is also a Lego builder and a competitive Pokemon card player along with her son. She received her BSc with honors in Psychology and from the University of Warwick. Afterwards, she completed her Postgraduate Certificate in Education at the University of Cambridge. Lekki enrolled in graduate school at King's College London where she earned her MSc in social, genetic, and developmental psychiatry and her PhD in statistical genetics. Next, she conducted postdoctoral research at the University of Alabama focusing on statistical genetics and epidemiology. Lekki served on the faculty at The University of Texas, Health Sciences Center for about two years before joining the faculty at Baylor College of Medicine where she is today. Lekki has received a variety of awards and honors for her work, including the Young Investigator Award from the International Congress on ADHD and the Young Investigator Award from the Department of Pediatrics at Baylor College of Medicine. In addition, she has received the Scott Grundy Award for Excellence in Metabolism Research and the Mark Bieber Award for Excellence in Nutrition Research, both from the American Heart Association. She was also named a Fellow of the American Heart Association in 2015. In our interview, she shares more about her life and science.

Our support staff across the Health Sciences Center schools provide invaluable partners in the work that we do as faculty. Our staff need and deserve help with career pathways development. Listen in to Dr. Glen Gittings, Chief of Staff to the Dean at the School of Medicine, as he provides his insights into his own personal career journey, lessons learned, the SMART staff program at the School of Medicine, and his role in the development of the LOUMED. SMART Staff Program LOUMED Ambassador Program Do you have comments or questions about Faculty Feed? Contact us at FacFeed@louisville.edu. We look forward to hearing from you. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hscfacdev/message

Tampa's Medical and Research District is breaking through the industry with collaboration, innovation, and growth opportunities. In this episode, John Couris talks about the development and vision of the Tampa Medical and Research District. He discusses how the Tampa Medical and Research District aims to attract researchers, leverage resources, and form partnerships to create a vibrant healthcare ecosystem that drives advancements, attracts businesses, and improves healthcare delivery. Tune in to learn about Tampa's vision for medical excellence with their research district! Click this link to the show notes, transcript, and resources: outcomesrocket.health

In this episode of the Brawn Body Health and Fitness Podcast - Dan is joined by Dr. Meghan Rohde to discuss challenges she has faced in her personal life and how she uses what has happened to her to have a positive impact on those around her and be the "alpha, savage PT" she is known as today. Meghan is a unique physical therapist and researcher with a passionate approach to science, medicine, and education for everyone. She received her undergraduate degree from the University of Oklahoma in 2002 in Health and Sport Sciences. In 2006, she completed her Master of Physical Therapy, also at the University of Oklahoma in the Health Sciences Center. Her travels took her to Cleveland, Ohio, where she was on the rehabilitation staff at Cleveland Clinic. Convinced she was going to work with professional athletes forever, the Universe had different plans. Meghan became the resident expert in the hip and pelvis, soon seeing exclusively female athletes, many of whom became pregnant or were postpartum. Have no clue how to work with this population, she eagerly completed her training in pregnancy and postpartum physical therapy through the American Physical Therapy Association Academy of Pelvic Health, the first graduating class to be awareded the Certificate of Adanced Practice in Pregnancy and Postpartum Physical Therapy. While in Cleveland, Meghan also completed her transitional Doctor of Physical Therapy from the University of Montana. In 2011 she relocated to sunny Arizona, because you can't shovel sunshine. After several years in private practice and honing her pelvic health skills, she received a faculty appointment at Franklin Pierce University in 2014, where she continues to serve as an Associate Professor. She completed her Ph.D. in Human and Sports Performance earlier this year. Her research examined the prevalence of stress urinary incontinence in female athletes predominantly involved in the strength sports of Olympic weightlifting, power lifting, Crossfit, and functional fitness. Meghan is married to the soul match the Universe gifted her, Forrest. Together they have a son, Forrest Benjamin, and she is a bonus mom to Eli, Olivia, and Colin. Meghan continues to enjoy weightlifting, functional fitness, and is completing her yoga teacher training through Soul Ascension Healing Arts. Her integrative approach to women's health and wellness will help you change your life. It certainly changed hers. For more on Meghan, you can find her at https://www.fortismatrem.com/ , @fortismatrem , @itdependsdpt , and https://www.franklinpierce.edu/about/directories/faculty-staff/rohdem.html Episode Sponsors: AliRx: DBraunRx = 20% off at checkout! https://alirx.health/ MedBridge: https://www.medbridgeeducation.com/brawn-body-training or Coupon Code "BRAWN" for 40% off your annual subscription! CTM Band: https://ctm.band/collections/ctm-band coupon code "BRAWN10" = 10% off! PurMotion: "brawn" = 10% off!! TRX: trxtraining.com coupon code "TRX20BRAWN" = 20% off GOT ROM: https://www.gotrom.com/a/3083/5X9xTi8k Red Light Therapy through Hooga Health: hoogahealth.com coupon code "brawn" = 12% off Ice shaker affiliate link: https://www.iceshaker.com?sca_ref=1520881.zOJLysQzKe Training Mask: "BRAWN" = 20% off at checkout https://www.trainingmask.com?sca_ref=2486863.iestbx9x1n Make sure you SHARE this episode with a friend who could benefit from the information we shared! Check out everything Dan is up to, including blog posts, fitness programs, and more by clicking here: https://linktr.ee/brawnbodytraining Liked this episode? Leave a 5-star review on your favorite podcast platform! --- Send in a voice message: https://podcasters.spotify.com/pod/show/daniel-braun/message Support this podcast: https://podcasters.spotify.com/pod/show/daniel-braun/support

Don't miss today's episode with Dr. Rudy Clark; she is an Assistant Professor at UofL School of Nursing. This discussion examines the connection between art or other creative outlets and learning. Listen as Dr. Clark shares her passion for teaching nursing students in creative and thought-provoking ways to help them see content from multiple perspectives. And don't forget to head to Kornhauser Library in the Health Sciences Center to see the HeART of Medicine Showcase from March 27th – April 7th 2023. Students of all HSC schools will display their art. Do you have any questions or comments about Faculty Feed? Please contact us at FacFeed@louisville.edu For more information about the art show - https://library.louisville.edu/kornhauser/events/2023/heartofmedicine

Howdy, Ags! Today, we have Max Gerall '18 of The Reach Project! In this episode, Max shares with us how he founded a wonderful non-profit organization that saw the unseen but essential members of the community. So make sure to tune in and enjoy! How Listening & Empathy Creates Ripples Max recalled that he had just recovered from sickness before his first year, and the first person who showed him the Aggie spirit was a food service employee. This encounter, and his love for listening to the stories of others, led him to see the conditions of Aggie's essential workers and moved him to start an organization that would provide access to essential Aggies to tools and resources they need to overcome the multi-generational poverty cycle and achieve their fullest potential. The organization utilizes Aggie students who joined the movement. It thus creates an opportunity for the students to practice their technical skills, develop their soft skills, and enhance their capacity for empathy. So when they become leaders in their field, they hopefully are more empathetic. He believes that empathy is vital in personal life, in building relationships, and in business. Max shares that being able to put yourself in one's shoes and understand where they're coming from helps you better understand the world and yourself. And so, if you can be empathetic in every relationship, the odds are that those relationships will be stronger and more fruitful in the long run. But when thinking about it from a business perspective, empathy is also crucial because customers drive the business; if their wants and needs are not understood, then a company can also not provide them with the product they will use. About The Reach Project: The REACH Project is a nonprofit organization founded in 2017 by Max Gerall, an A&M undergrad whose friendship with a cafeteria worker led to his realization that the 3,000 contract service workers on campus were virtually unknown and unseen, but essential members of the community. They cook the meals, clean the dorms and classrooms, fix the toilets, and keep the campus beautifully maintained, yet they are poorly paid, anonymous, and their value unacknowledged. Not a legislator, politician, or institutional administrator; what could he do to ameliorate the hardships workers endured because of their unsustainable wages? He realized that what he and other Aggie students did have were time, knowledge, and a commitment to selfless service. With those resources, he developed High Impact Service-learning Opportunities (HISOs), a platform that provides mutually beneficial engagements between students and the service workforce. HISO's leverage student knowledge critical to the workforce in overcoming multigenerational poverty, while offering students opportunities for experiential learning, soft skill development, and relationships that instill and nurture empathy for a life of service, REACH kicked off its first programs in 2018, in response to the expressed need of the uninsured workforce for healthcare. Staffed by students from the Health Sciences Center, REACH hosted pop-up clinics and Health & Wellness Fairs on campus. In 2018 and 2019, more than 400 workers and their families attended these events. At the same time, REACH was helping students create their own AgsREACH organization, working with BUILD on the design and construction of its free health clinic (generously funded by a Strategic Philanthropy Grant) and the development of its lifelong learning, personal finance, and homeownership programs. Early in 2020, COVID-19 came to Texas A&M.  As the campus emptied out, service workers were laid off and furloughed. REACH pivoted and implemented its COVID Emergency Response. Over the course of the next 12 months, approximately 700 families were served 200,000 pounds of produce, 40,000 locally sourced restaurant meals, 7,500 USDA Meal Boxes, and 6,000 pounds of frozen meat, by 240 student volunteers. REACH initiated opening on campus Warming Centers, and drive-thru health clinics. In the second half of 2020, REACH delivered its first courses in finance, ESL, and homeownership. Since then, the number of participants doubled each course offering (with a 98% retention rate), as has the number of student volunteers and interns. Today, more than 300 students representing 28 different majors regularly serve more than 800 families by providing access to food and healthcare, including vision, dental, and breast health clinics, food-producing home gardening, pet Vet clinics, as well as Everyday ESL, and the REACH Journey Home. Three participants have become homeowners; 7 more have qualified. Outline of the Episode: [00:00] Intro [01:50] The Aggie spirit and the things he missed being a student [02:42] The Reach Project [05:24] Empathy and why demonstrating it is important [07:05] How empathy is taught [09:49] COVID and its effect to the Reach Project [13:03] Hacking the biggest problem they are facing  [16:26] BHAG [19:18] The various accomplishments of The Reach Project [21:37] Max's favorite hack  [22:45] Max's advice  [24:07] Max's superpowers [24:50] What gets him excited about the Reach Project [27:35] How to get in touch with Max [29:37] Greg's biggest take away from this episode [31:15] Chris's thought on the ripples listening and empathy creates   Resources: The Reach Project Website: https://reach4home.org/ AGH Website: https://www.aggiegrowthhacks.com/   Connect with Greg and Chris! Apple: http://bit.ly/AGH-Apple Spotify: http://bit.ly/AggieGH Stitcher: http://bit.ly/AGH-Stitch Podbean: http://bit.ly/AGH-PB YouTube: https://www.youtube.com/channel/UCCZx9NMwnBXs5RWC3Rwqkpw

Did you know there are more than 6 million Americans living with Alzheimer's Disease and that more than 16 million American caregivers provide over 17 billion hours of unpaid care? Here to talk to us more about Alzheimer's Disease and how caregivers can take care of themselves too is Dr. John Culberson, associate professor of family and community medicine at the School of Medicine and director of clinical geriatric programs at the university's Garrison Institute on Aging. 

When we're confronted with a challenging task, we reassure ourselves it's probably achievable by saying, “Well, it's not brain surgery.” We say this because every single thing created by humans – from the sewer system to satellites - ultimately came from the human brain. And yet how the brain works remains among the most vexing and mysterious elements of our existence. Of course, not all humans are created equal. There is a small group of men and women for whom the human brain is not a complete mystery. These folks devote their professional lives to understanding and unravelling its secrets. One of these neuroscientists lives and works in New Orleans. Dr. Nicolas Bazan is the founding director of the Neuroscience Center of Excellence at LSU's Health Sciences Center. He leads a team of 90 researchers in areas ranging from Parkinson's Disease to Traumatic Brain Injury. Dr Bazan's team publishes multiple research findings each year. And Dr Bazan himself is the holder of around 120 patents in the area of neuroscience and the treatment of neurological disorders. Notable even among all his other achievements in the field, Dr Bazan is the discoverer of a new class of biochemicals found in the brain, known as ELV's. In 2018, a year after he made this discovery, Dr. Bazan founded a local company, NeuResto Therapeutics, to research and develop the use of ELV's in the treatment of Traumatic Brain Injury and stroke. If you've ever been in the hospital, or have visited anyone who's a hospital patient, you'll be familiar with an IV. Typically, one of the first things that happens to you as a hospital patient - or even in an ambulance on the way to the hospital – is you get an IV line inserted into your arm or hand. The reason for that is, intra-venous – which is what IV stands for – it means basically straight-into-the-vein - is the most efficient method of delivering fluids or drugs to someone who needs them. But delivering drugs to a patient through an IV is not an exact science. It relies on a human operator getting it right. In light of that, here are some sobering statistics. Medical errors are reportedly the 3rd leading cause of death in the US, after heart disease and cancer. 73% of medication errors involve what's called “push doses.” A “push” is the rate that a person administers a drug through an IV. 95% of IV push errors are the result of the drug being administered too quickly. That's why Tonia Aiken has invented a device she calls SafePush - which is also the name of her company. SafePush, the device, is a small, disposable piece of equipment that fits on the tip of a syringe or an IV and precisely regulates the flow of a drug in a way that doesn't let the person administering the dose push it any faster than the set rate. SafePush, the company, was launched in 2019 and is looking at potential market of 137 million devices per year. The cost of the device is $20 - about the same as a large pizza. 137 million-times-twenty is a lot of pizza. At some point we're going to have recalibrate how we think about and describe New Orleans. As well as describing ourselves as the home of Mardi Gras and the Hurricane, we could equally legitimately call ourselves something like, “world leader in medicine and medical technology.” Nicolas Bazan and Tonia Aiken enjoy Mardi Gras and cocktails as much as the rest of us (Tonia was Queen of Krewe du Vieux!), but they're giving us a whole other reason to be proud of living here. Out to Lunch is recorded live over lunch at NOLA Pizza in the NOLA Brewing Taproom. You can find photos from this show by Jill Lafleur at itsneworleans.com.  See omnystudio.com/listener for privacy information.

A very special panel interview of the Faculty Factory is on tap for our listeners this week. Our guests today come to us from Texas Tech University Health Sciences Center (TTUHSC) El Paso and Texas Tech University (TTU) in Lubbock. This is the first ever panel interview since our show's inception in 2019. We could not have selected a better trio! Our esteemed colleagues this week on the Faculty Factory include:   Sanja Kupesic, MD, PhD. Dr. Kupesic is Professor of Obstetrics and Gynecology and Associate Dean for Faculty Development with TTUHSC. Zuber Mulla, PhD, CPH, FACE. Dr. Mulla is Professor of Obstetrics and Gynecology and Assistant Dean for Faculty Development with TTUHSC. Valerie Paton, PhD. Dr. Paton is Professor of Higher Education with Texas Tech University. She is co-appointed to both TTUHSC and TTU. This is Dr. Mulla's second time visiting us on the Faculty Factory Podcast while Drs. Kupesic and Paton are first timers on the program. We are enthused to welcome them with open arms to our community! If you would like to check out Dr. Mulla's first podcast appearance with us, you can listen to it here: https://facultyfactory.org/a-faculty-factory-interview-with-zuber-mulla-phd-cph-face/ As mentioned in today's podcast, the Impact of a Faculty Development Course on Promotion at a Health Sciences Center article can be found here: https://mds.marshall.edu/cgi/viewcontent.cgi?article=1327&context=mjm Learn more: https://facultyfactory.org/ 

GUEST OVERVIEW: Scott Sturman, MD, a former Air Force helicopter pilot, is a distinguished academic graduate of the United States Air Force Academy Class of 1972, where he majored in aeronautical engineering. A member of Alpha Omega Alpha, he graduated from the University of Arizona School of Health Sciences Center and practiced medicine for 35 years until retirement. In the past year he has written articles for the The Brownstone Institute, The Federalist, American Thinker, Real Clear Defense, and CD Media. The subject matter is mostly Covid related, but other articles discuss the Honor Code at USAFA, climate change, CRT, and various books. He now lives in Reno, Nevada.

We're celebrating men's health in June and focusing on urology in this episode. Our guest is Texas Tech Physicians urologist Pranav Sharma. Dr. Sharma goes over some common urology problems that affect men, what symptoms they shouldn't ignore, what to expect from a screening, whether or not supplements help with issues and what parents and young children should look out for because even kiddos can develop kidney stones. 

TTUHSC President Dr. Lori Rice-Spearman recently announced that the university received the Carnegie Classification of a Very High Research Activity University among special focus four-year institutions. TTUHSC Senior Vice President of the Office of Research and Innovation Lance McMahon, Ph.D., is our guest for this episode. He explains what this newly announced classification means to the university, the type of research being done at TTUHSC, how it's funded and how undergraduate and graduate students are involved in research too. 

Did you know that someone who is severely bleeding could bleed to death in as little as 5 minutes? Do you have the skills necessary to stop the bleed in case of an emergency? This episode's guest explains why it's important to Stop the Bleed. Brittany Bankhead, M.D., is a trauma surgeon at Texas Tech Physicians and assistant professor of surgery at the TTUHSC School of Medicine.

This episode is also available as a blog post: https://thecitylife.org/2022/05/12/106-million-health-sciences-center-groundbreaking/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/citylifeorg/message Support this podcast: https://anchor.fm/citylifeorg/support

Have you considered what happens to your body after you die? There are several options available, including donating our whole body for medical training. To explain the Willed Body Program at the TTUHSC Institute of Anatomical Sciences Willed Body Program are Dr. Kerry Gilbert, co-director of the Institute of Anatomical Sciences, and Jason Jones, director of the Willed Body Program. They clarify who qualifies to donate, how the remains are used, what happens after studies are completed and how we honor these patients on Memorial Day. 

Dr. Sanjeev Arora is the founder and executive director of Project ECHO. He is also a distinguished professor of medicine with tenure at the University of New Mexico's Health Sciences Center.  Previously, he served as executive vice chair and acting chair of the Department of Internal Medicine and president of the medical staff. He also served on the UNM Health Sciences Center board for five years. Dr. Arora has also served as president of the University Physicians Association. Born in Nangal, India, Dr. Arora was raised in a household of physicians which gave him a strong sense of responsibility to give back to his community from an early age. In 1980, he moved to New York and, later, Boston to study medicine and become a gastroenterologist. In 2003, he founded Project ECHO to ensure more people had access to best-practice care for hepatitis C. Today, the ECHO model is being used in nearly every country to solve the world's greatest challenges in health care, education, and journalism, and more.   [00:01] Opening Segment Dr. Sanjeev Arora shares his journey that started in his home country of India He talks about the origins of Project ECHO [07:36] The Four Key Principles of Project ECHO The four key principles of the ECHO model What does Sanjeev mean by “democratizing knowledge?” Child psychiatry is one of the most underserved spaces in healthcare How can this be solved? [17:57] How to Scale the ECHO Model  Sanjeev talks about what should be the foundation of offering service He shares some strategies to scale Project ECHO to other diseases This is the way that Sanjeev and his team measure the outcomes of the ECHO model [27:53] The Future of Project ECHO Sanjeev gives his outlook for the future of the ECHO model He shares an inspiring thought on the reality about happiness Disease prevention and healthcare education are only two of their priorities Here's why they're promoting these advocacies [36:50] Final takeaways A simple idea can move mountains What it takes to take healthcare to the next level The four key components of the ECHO model Project ECHO has been participated by millions around the world The strategy used by the Project ECHO Learning by doing The benefits of the ECHO model Love and compassion as embodied in the ECHO model The American Academy of Pediatrics serves as a learning hub for the ECHO model The only way people can be happy Key Quotes: “If an expert, a specialist in a university, just shares their knowledge with primary care doctors [and] in rural areas, good things will happen.” - Dr. Sanjeev Arora “The only way a human being can be really happy is by living a life of service.” - Dr. Sanjeev Arora Email Sanjeev at Sanjeev.Arora@salud.unm.edu and visit https://hsc.unm.edu/echo/ to know more about Project ECHO. THANK YOU FOR YOUR SUPPORT! Pediatric Meltdown was listed as https://blog.feedspot.com/pediatric_podcasts/ (a Top 20 Pediatric Podcast on FeedSpot).   If you'd like to connect with me, you can find me on https://www.linkedin.com/in/dr-lia-gaggino-80322a31/ (LinkedIn), https://www.facebook.com/DrLiaGaggino/ (Facebook), http://instagram.com/pediatricmeltdown (Instagram), and https://twitter.com/gagginol?lang=en (Twitter) or email me at gagginol@medicalbhs.com or gagginol@yahoo.com. To learn more about me visit https://www.medicalbhs.com/ (https://www.medicalbhs.com/) LOVE WHAT YOU HEARD? Leave us a 5-star review so we can continue to provide you with great content. Share this episode and help people know more about children's health and well-being. 

It's been a little over two years since the COVID-19 pandemic was declared. To mark the occasion, Texas Tech Physicians pulmonologists, Dr. Victor Test, and Dr. Ebtesam Islam, describe those early day, the first surge, how they persevered, and the lasting effects of COVID-19 on patients and themselves. 

How do we help boys develop positive body image? In this episode I interview Dr Charlotte Markey, a leading body image expert for close to three decades. While body image concerns have traditionally been considered a female-centric issue, recent research suggests that 75% of adolescent boys are dissatisfied with their bodies. Now more than ever, boys are facing the same competing pressures: to look a certain way, to wear the right clothes and shoes, to be strong and muscular, and on the mental health side, to hide their feelings and worries from others.  That's why the author of The Body Image Book for Girls tackles the subject for boys in a new book, Being You: The Body Image Book for Boys, which Cambridge University Press will publish on April 7, 2022, and I urge you to schedule an interview.  Charlotte Markey, Ph.D., is one of the world's leading experts in body image research, having studied all things body image, eating behavior, and weight management for close to three decades. A professor of psychology and founding director of the Health Sciences Center at Rutgers University, she is passionate about helping people develop a positive perception of their bodies. The author of The Body Image Book for Girls: Love Yourself and Grow Up Fearless, Dr. Markey will release her latest book, BEING YOU: The Body Image Book for Boys, from Cambridge University Press in April 2022. Her previous publications include Smart People Don't Diet: How the Latest Science Can Help You Lose Weight Permanently, which Scientific American praised as “possibly the best book about weight loss ever written,” and Body Positive: Understanding and Improving Body Image in Science and Practice, co-edited with Drs. Elizabeth Daniels and Meghan Gillen. To learn more about Dr. Charlotte Markey go to: https://markey.camden.rutgers.edu/ Follow on Instagram at https://www.instagram.com/char_markey/?hl=en Learn more about your ad choices. Visit megaphone.fm/adchoices

Inclusive spaces are critical for the health and wellbeing of LGBTQ+ communities. On today's episode, we talk with Bláz Bush, the former Director of the LGBT Center at UofL's Health Sciences Center campus. Bláz joins Drs. Jerry Rabalais, Staci Saner, and Laura Weingartner as they discuss steps that health professions faculty can take to create supportive spaces for LGBTQ+ patients and learners. Since the recording of this episode, Bláz has taken a position at The University of Colorado Anschutz Medical Campus. However, UofL faculty can still access resources from the LGBT Center at HSC (https://louisville.edu/lgbt/hsc), including registering for The LGBTQ+ Affirming Healthcare Series that Bláz discussed. Listeners can also access the online LGBTQ+ Clinical Skills Training Manual (https://ir.library.louisville.edu/medicine_ume/1/) and complete the free CME/CE training (https://louisville.edu/medicine/cme/credits/eQuality19) mentioned in the episode.

Do you understand just how to teach our learners at the Health Sciences Center to become self-directed, lifelong learners? Well, the accrediting bodies for our HSC schools mandate that the faculty do so. This shift in focus from a teacher-directed to a learner-centered approach requires a change in mindset for us in our educator role. So, if you would like to learn more about how to accomplish this transition, you need to listen to this week's podcast on self-directed learning (SDL) with Drs. Jerry Rabalais, Staci Saner, & Laura Weingartner as they discuss this shift, the observable behaviors of SDL, and how we can promote SDL with our learners Citation: Grow GO. Teaching Learners To Be Self-Directed. Adult Education Quarterly. 1991;41(3):125-149. doi:10.1177/0001848191041003001 For more information email: hscfacdv@louisville.edu

Dr. Sanjay Juneja is a triple board certified hematologist and medical oncologist and Chief Medical Officer of the Cancer Channel on the online health and wellbeing platform Doctorpedia. Better known online as ‘TheOncDoc', he prides himself as a social media educator and medical influencer with over 500,000 followers. He's also a regular guest on TV news channels and podcasts, and has partnered with several cancer organizations to support awareness initiatives. During his time at Louisiana State University (LSU) School of Medicine, Dr Juneja developed a strong appreciation of the pivotal role of education in supporting patients through medical challenges, including cancer, by empowering them with a solid understanding of their diagnosis and treatment. After completing residential training in Internal Medicine at LSU's Health Sciences Center, Dr Juneja served as a Chief Fellow in Hematology/Oncology at the Feist-Weiller Cancer Center in Shreveport, LA. In 2019 he returned to his native city of Baton Rouge to work with the Hematology/Oncology Clinic, an American Oncology Network division. He was certified by American Board of Internal Medicine in Internal Medicine, Hematology and Medical Oncology. https://passiveincomemd.com/podcast74/

CHRIS NEWBOLD: Hello, Well-being friends. Welcome to the Path to Well-Being in Law podcast, an initiative of the Institute for Well-Being in Law. Obviously, Chris Newbold here, executive vice president of ALPS Malpractice Insurance. We've been very clear on what our hope is for this podcast and that's to introduce you to people doing awesome stuff in the well-being space as we work to build and nurture a national network of well-being advocates intent on creating a culture shift within the profession. I am joined once again by my fantastic co-host, Bree Buchanan. Bree, how are you? BREE BUCHANAN: I'm doing great, Chris. And when you started, just there was a little bit of introduction of yourself, I realized we're well into our 17th or 18th episode of the podcast, which is really exciting. And I just want to let everybody know who we are a little bit again and why we're doing this if people didn't listen to the first episode. And Chris is a great podcast host, he's also an integral part of the Institute for Well-Being in Law, which is who is bringing you this podcast series. He's our vice president of governance and I have the great privilege of being the board president of the Institute. And so just giving you a message from that and the progress that we're doing is it's really exciting to be able to host this podcast, get more involved in communications and spreading the word about the work of the Institute and the well-being movement and getting ready for our annual conference in January of 2022. Lots is happening in regards to the Institute. And so, just a little message for our listeners there. CHRIS: And it's been a wonderful five to seven years since this movement started and there's been one constant in the development of this movement and it's been Bree Buchanan. In terms of being the original co-chair on the national task force on lawyer well-being, Bree has just invested countless hours to give back to the profession through this work and Bree, we're just so fortunate to have you and to continue to have your leadership of this movement. It's important and I just want you to know how much we all appreciate it. BREE: Thank you. I'm glad this is a podcast and not a video because I'm a redhead and I blush easy so I'm flaming red right now. Anyway, to our guest. CHRIS: Let's get to it. Let's get to our guest. Again, we love our guests because our guests are bringing interesting angles and I think it's so important that we think about the collective holistic sense of well-being. And one of the areas that I think really catapulted the movement was the fact that we could actually for the first time, based upon a couple of groundbreaking studies, that we could rely on data to drive the well-being movement. And again, we are an evidence based profession, so the ability for us to really kind of put some numbers behind and some statistics and some scientific nature to the well-being movement, I think it's been really critical in terms of catapulting what we've been working to do to engineer the culture shift. This is again, part two of our, kind of our research focus. We had Larry Krieger on previously and are really excited to introduce you and our listeners today to Matt Thiese. And so Bree, why don't I pass the baton to you to introduce Matt and kick off the podcast? BREE: Sure. Matt, Professor Thiese is really, I think the key position that he holds in the movement right now is to be a lead researcher and looking at what's happening with lawyers today in regards to their well-being and really assisting us getting that data so we know what to do, where to go, what to work on. Matt is an associate professor in the Rocky Mountain Center for Occupational and Environmental Health at the University of Utah. One of 18 centers funded by the Centers of Disease Control and Prevention across the US. He's deputy director for the center, director of the occupational injury prevention program and director of the targeted research training program. Matt has a PhD in occupational epidemiology, a Master's of science in public health and is a prolific writer, having co-authored 99 peer reviewed articles, 46 practice guidelines and 19 book chapters. Whew. Matt, welcome. CHRIS: Busy. Busy guy. MATT THIESE: Thank you very much. Thank you. I'm happy to be here. BREE: Yeah. I warned you a little bit, we have this question, first question we ask all our listeners about what brings you to this work because we found everybody has something that's driving their passion and for you, it's interesting because you're not a lawyer. You come out of the sort of the field of occupational health, which is a new kind of construct for me to think about all of this work that we're doing. Let me ask you the question, what in your life are the drivers behind the passion, your passion for this work? MATT: Sure. I'll start sort of broadly and then get into a little more specifics related to lawyer well-being but just generally occupational health and safety for me is really important. One of my first jobs was working as a mover. I worked as a mover for one day and working there it was during the summer between high school and college. And when you have people in the profession telling you, "Get out, go do something else. This will just tear you apart," it really makes you look and think and say, "Well, you're here, you're 50 years old. You've been doing this for 35 years. Why are you here?" And it's got to be able to be better. There needs to be a way to improve it. That's what got me into occupational health and safety originally and I've just really, really enjoyed it. MATT: We all spend so much time at work, whether we like it or not. And I think any way that you can make that healthier and safer is good for you as an individual but then it's also good for those around you, whether it's your business or your family or both. In terms of law specific, all of my interactions with lawyers have been really positive. And I know a bunch of lawyers. I know a lot of people who went to law school and decided not to actually go practice law and a lot of reasons that they cited were because of the mental challenges, the stress, the depression, that type of stuff. And then I have a neighbor across the street who was really involved and said, "Hey, we would like to be able to have some data to help guide decisions." And I said, "Hey, that's actually something that I know about. What can I do to help?" And that was in 2019 and we've just been off to the races since then. BREE: Wonderful. CHRIS: Again, thank you for your work. We're excited to kind of talk about some of your findings and your first foray into the legal space. Professor Thiese, talk to us about, you're an occupational epidemiologist. That's something that I certainly don't have on my resume. What sorts of things do you study? What's the goal of your work? MATT: Sure. And please call me Matt, unless I'm in trouble, then call me Matthew. And so as an occupational epidemiologist, before the pandemic, epidemiology, I'd say I'm an epidemiologist to people and they say, "Oh, so you study skin diseases? Or what exactly do you do?" The pandemic has been good in that sense, if there's any type of the silver lining, it has really helped highlight the importance of individual health and having data to make these types of decisions. I've done all sorts of different things. Another area of interest for me is transportation health and safety. Truck drivers have all sorts of different challenges. Some of them are oddly somewhat parallel to law professionals but there's all sorts of other things going on with them too. I do all sorts of stuff. Really anywhere your job overlaps with your health, whether that's physical, mental, looking at different types of exposures, chemical hazards, electrocution, slips, trips and falls, automobile crashes, interactions with clients and violence, all of that type of stuff. BREE: Yeah. Matt, you started to intersect with the legal community. I think it came about with the Utah Supreme Court's lawyer well-being task force and made a recommendation that there needed to be a study of their lawyers in their state to see what is sort of the condition of their well-being. And so how did you come to become a part of that? And what happened with that process? MATT: Sure. I don't think actually I am the person who came up with a recommendation. I think that really was the committee had the foresight to say, "Look, we don't even know where our attorneys are on the spectrum. How are we doing? Are there pockets of attorneys that are doing better or worse than others? Are there other individual factors, personal factors? Where do we stand? Basically, let's get a metric at the beginning and then can use that data to make informed decisions." And then I knew some lawyers who were on the committee and they came to me and said, "Hey, can you just come talk with us about this?" And I said, "Absolutely that's right up my alley." We started having a discussion about doing a baseline assessment piece of all lawyers, which then expanded to lawyers and law students and other law professionals like paralegals and legal secretaries to get a baseline. MATT: And then the plan was to do a subsequent followup or a series of follow-ups with those same individuals. In epidemiology terms, that's called a prospective cohort study. You're getting a group of people and then following them through time, that's better than just taking a snapshot at time at different time points of just a random representative sample. It's better to have the individual people. That was the plan. That was 2019. And then the pandemic hit and everything sort of went sideways in terms of being able to contact people in research and everyone's mental health. And now that we're sort of coming back out of that, we're planning on doing our first followup of the same group and then we're actually probably going to end up using that as our new sort of baseline data element, just because so many things have changed due to the pandemic. BREE: Yeah. And just to follow up, so it was the Utah state bar that actually commissioned for you to do the research, is that right? MATT: Correct. Correct. BREE: Okay, great. CHRIS: Matt, what was the lawyer study? Explain for our listeners, what was the objective? MATT: Sure. The objective was to identify, there were a couple. The first was to try and get as representative an assessment as we can of lawyers in Utah, practicing lawyers and in a whole range of areas. We have in our, and it was just a one time survey. It was done online at baseline. We asked about the big ones. Obviously depression, anxiety, burnout, alcohol use, other substance use and abuse. But then we also wanted to ask questions about other aspects of an individual's well-being. We asked about engagement, satisfaction with life, physical activity levels, chronic pain and chronic medical conditions, family life. And we wanted our goal was to keep it short so that we can get a lot of participants. And then also really once we have that baseline, look both within the lawyer population to see if we can identify pockets of individuals, whether that's the type of law they practice or their practice setting. One of the big questions that we had was is there a difference between urban and rural lawyers? That was one. MATT: And then we also used a lot of nationally validated questions and questions that are used nationally so that we could also compare Utah lawyers to general working populations or other large groups. It wasn't just sort of an echo chamber of saying, "Oh well, within Utah lawyers, this is what we see." But really be able to say, "Okay, Utah lawyers compared with general working population other lawyers in other states, what are the differences or what are similarities?" And then ideally, and we've been able to do this highlight sort of some of the challenges statistically to say, "Okay, this random chance? Or is this actually something that in epidemiology is statistically significant and that is beyond what we would expect just by random chance?" CHRIS: And what were your response rates just in terms of again, the scientific validity is always important in your field. I'm just kind of curious on what level of engagement you had from Utah legal professionals. MATT: Absolutely. I'm going to answer that in that sort of a three stage approach. Our first way of recruiting participants was to do a stratified random sample. We got the entire list of active bar members and randomly selected 200 who are rural and 200 who were urban. Send them email invitations asking them to participate. Our participation rate from just those email invitations was surprisingly high. Traditionally, if you were doing this type of a thing, you could get it participation rates in 20 or 30% would be great. We were upwards of 68% from all of those participants. We got a lot of participants that way. We also went to bar conventions and just set up a booth. I have a team of research assistants who were armed with iPads and during breaks or before meetings started and stuff, we just asked if people would be willing to participate, if they have not participated already. It took about our survey was only about five or six minutes long. We had a fair amount of people participating that way. MATT: And then our third route was actually having entire law firms come to us and say, "We would like to know where our firm stands. And not only that, we would like to know where everyone in our firm stands, not just our attorneys." We have 13 different firms of all varying sizes, who we invited to participate. And participation rate for that, depending on the firm was between, I think our lowest was 83% and our highest was 97 and change. Great participation rate. Being a scientist I said, "Okay, is there meaningful differences between these three groups?" Is there in an epidemiological term, is there a self selection bias? Are the people who were at the conferences more likely to participate? Or the people who were in the firms more likely to participate and vice versa? Looking at it, all three groups were statistically equal on almost every metric that I assessed. Not just not statistically different but statistically equal, so interchangeable from a statistical sense. I was nicely relieved and confident that this actually is a pretty good representation of what we have going on here in Utah. CHRIS: You can see you get commissioned, you want to be able to survey the Utah lawyer community. You want to figure out why this is happening and how they can best address the issue. You get great response rates. What did you find from the study? MATT: We're still analyzing stuff. Like any good researcher you want to, one, answering one question begets gets three more. But we're looking at several different things right now. One was looking at comparisons between amounts of depression and among Utah lawyers at compared with the general working population in the United States. We're comparing with individuals who are at least employed three-quarter time in the United States, compared with our attorneys and found that our attorneys are not doing very well. We're calculating odds ratios. An odds ratio of two, for example, means that you're twice as likely to have whatever outcome if you're part of that group. For us looking at depression, the diagnosis and I'm getting a little bit into the weeds here so I apologize, but likely having a diagnosis of a major depressive disorder, our attorneys in Utah were five and a quarter times more likely to have that level of depression as compared with the general working population. BREE: Wow, that's really significant. Just to underscore that, over five times the rate of depression of the general working population, is that right? MATT: Yeah, as compared to the general working population. And that was even after controlling for different, we call them confounders. Other factors that may play a role in that. Age differences or gender differences, other chronic medical conditions, that type of stuff. BREE: Yeah. Did you dig into gender differences? Is that something you are able to talk about at this point, a difference in depressive issues between men and women? MATT: Sure. Yeah, absolutely. In our data, lawyers were about, they were more likely. In general, our lawyers were more likely to be depressed. However, women were more likely to be depressed than men, which also parallels what you see in the general working population or in any other subsets of population. And I'm actually trying to find the exact number because being a scientist, I like to give you that full number. But it was meaningful. We also had our older attorneys were less likely to be depressed compared with the older general working population, which actually is also something that you would expect. It's called the healthy worker effect. And so people who are depressed tend to go try and figure out and solve their depression. Try and get into a better situation. Because everyone's spends so much of their time working, that's one of the common things is people choose a different profession or a different subset of their profession. That healthy worker effect also suggested that what we have here probably actually is a really solid data sample from which to draw some conclusions. CHRIS: Go ahead, Bree. BREE: Well, I know that this has been written up, there was an article in the Utah Bar Journal and then there was another peer reviewed article that I had read. And how has this been received? Do you have a sense that the bar people are surprised at the rate of sort of distress among their members? MATT: I'm going to say yes and no. I think that directionally, there was not a lot of surprise. Looking at ABA report and other research that's out there, it's yes, there is increased rates of depression, anxiety, suicide, alcohol abuse. Those are really the big ones. And I think generally everyone on the committee, in the Utah bar and probably most practicing attorneys say, "Yeah, that's totally believable." I think the part that really was most moving was the magnitude of that relationship. More than five times more likely to be diagnosed with a major depressive disorder but then it gets even worse when you look at the severe group. Our metric that we use is one that's commonly used, it's called the Patient Health Questionnaire 9, it's a nine question battery. It's been well validated to be related to more than 90% accurate for diagnosis of depression and major depressive disorder. The severe people are those who are contemplating suicide or have had suicidal attempts that they're at the far end of the spectrum. Our Utah attorneys were more than 18 times more likely to be in that category as compared to the general working population. BREE: Wow. MATT: Those magnitudes of numbers, when you think about, okay, relationship between things like smoking and lung cancer, you're about two and a half times more likely to get lung cancer if you smoke. We're talking 18 times more likely to be severely depressed if you're a Utah practicing attorney as compared to the general working population. BREE: Wow. CHRIS: Matt, on the front end, did either you or the task force go in with any kind of hypothesis to begin with? Or was this more designed as a kind of compare and contrast national data with state based data? MATT: Yeah, so I definitely did have some hypotheses going into it. One thing that was really great about this relationship with the state bar and the well-being committee was, they said, "This is your domain. These are things that we're curious about but you come up with your hypotheses, you develop the questionnaire." It was completely under my purview, which I think also helped with the recruitment aspect in that it was a recruiting effort done by me through the University of Utah. We used our institutional review board. Everything is strictly confidential, even going through, even with the firms, none of the firms received any individualized data or any potentially identifiable data. The bar does not get any of that. There's some benefits to that but in terms of actual hypotheses, yes. MATT: I mentioned that there potential relationship between the urban and the rural to see if there's differences in well-being there. Looking at different types of practice, whether criminal litigator or transactional law, so on and so forth, as well as looking at the size of the firm. Whether people are solo practitioners or part of a larger firm and trying to actually take all of that into account at once. If someone is a sole practitioner in criminal law in a rural setting, is that sort of just an additive effect in terms of challenges there? Or is it compounded? Or is it sort of somewhat mitigated? Being able to gather enough data to be able to identify some of those relationships was where we were going from the onset. MATT: And then also in my previous work in terms of other working populations and their mental well-being, I knew that things like physical activity, social support, both in the workplace as well as outside of the workplace can have a very positive aspect on both prevention, as well as treatment of mental challenges, mental health challenges. Those are some of the hypotheses that I had created going into this and was able to then tailor the questionnaire to address all of those, both like I said, internal comparisons, as well as comparing with other external groups like general working population. BREE: One of the things, Matt, that we are trying to do with the podcast is to sort of spread the word about strategies, ideas, policies, et cetera, that other state well-being taskforces can pick up and run with. And so a question, just how replicable is this process? You are doing this with Utah lawyers but say there is a task force in Colorado or another state that wanted to do this. Could they pick this up and deploy the same sort of survey for their bar members? MATT: Absolutely. I think not only the same survey, similar methods but then I've also, I've had some conversations with other states and other states have different challenges too. Being able to modify this and ask some other scientifically valid questions to address some of their sort of conceptual questions or anecdotal information that they may have. But it can easily be rolled out and it's something that I think is actually a lot of fun to do. BREE: Good. CHRIS: It feels like there'd be some benefit of actually having again, some standardization across the states that allow us to kind of compare states, yet providing them the ability to be able to narrowly tailor some questions that are specific to our state. Like for instance, I live in Montana, the plight of the solo rural practitioner is something that maybe kind of critically important to look at it relative to a state like Delaware where all the lawyers are kind of more concentrated. But yet it certainly feels like there'd be some benefit there. MATT: Yep. Absolutely. I wouldn't go as far necessarily as benchmarking. But I think that being able to have similarities as well as differences pointed out to say, and one thing, another thing that I've found in doing this research is that a lot of attention is paid to the negative side of things. Depression and anxiety, what are the big risk factors there? But there's the other side of the coin about, okay, who's being really successful? What are the people who are mentally healthy? What do they have in common? And then how can we help to reinforce that? And then, so being able to look within sort of some of those subsets too, can help provide more information. But I absolutely agree, having some similarities across different states would be able to sort of say, it answers that question, how systemic is this? Is this something that's more isolated to our bar? Or is this something that's more of a systemic question across the entire United States? And then how those may have different potential solutions, both on the positive and the negative side of the fence. CHRIS: Yeah. I think this is a good time for a quick break here from one of our sponsors. I would like to kind of come back, I think maybe after the break and maybe talk about whether all the data is grim. And whether there were some nuggets that you picked out of the Utah study. And then talking a little bit more about just kind of barriers to thriving in work in law firm environments and other legal environments. Let's take a quick break and we'll be back. Speaker 4: Meet VERA, your firm's virtual ethics risk assessment guide. Developed by ALPS, VERA's purpose is to help you uncover risk management blind spots from client intake, to calendaring, to cybersecurity and more. Speaker 5: I require only your honest input to my short series of questions. I will offer you a summary of recommendations to provide course corrections if needed and to keep your firm on the right path. Speaker 4: Generous and discreet, VERA is a free and anonymous risk management guide from ALPS to help firms like yours be their best. Visit VERA at alpsinsurance.com/vera. BREE: Welcome back, everybody. And we are here today with Professor Matt Thiese and talking about his study of the Utah bar population and also the potential of replicating that around the country. One of the things I saw, Matt, in the write up of your research that you got some information of barriers that were identified by your survey participants to thriving in their work. And I think that's really instructive for the rest of us. Could you talk a little bit about that? MATT: Sure, absolutely. In the survey we asked both, what are some things that help you thrive and enable you to be able to thrive in your work? As well as your barriers. And there were some consistent answers across all the different domains, regardless of age, gender, type of law practice, practice setting in terms of small firm, large firm, rural, urban. Challenges were actions of other attorneys at their firm or frustrations with opposing counsel. Those were two different obviously responses but talking about individual, other attorneys that they work with. Whether in an adversarial role or in a complimentary role. Others were billable hour requirements, client stress and or pressure. Just external pressure from clients and then inflexible court deadlines. Those were the big five sort of umbrella categories that prevented them from doing well or thriving in their job. CHRIS: And Matt, I think the other thing that I think is interesting about kind of going about a data driven approach, I think sometimes the fear is we get the data and then the data sits on the shelf. One of the things I love about what's happening in Utah is, the Utah state bar's well-being committee is now looking at really kind of more actionable plans to be able to kind of advance the well-being dialogue. And I know one of the things that they have you doing at this point is assessments for legal employers. Can you tell us a little bit more about that? MATT: Sure. That was sort of an organic thing that happened, that came about from this project with the state bar. The bar said, "Let's just get a sample of practicing attorneys in Utah and then go from there." Throughout that process though, we had several managing partners who came and said, "I would love my entire firm to take this and be a part of this." I was able to expand this to use firms, we have like I said, 13 different firms right now who are participating and we invited everyone in their firm to participate. Again, it went through the university so the firm doesn't get any individual information but we are providing information back in a aggregate form to be able to say, "This is where your firm stands and this is how your firm compares with other firms." And these other firms are de-identified. Your firm versus firm A, B, C and D who are comparative in size or that type of stuff, as well as the larger general population that we have participating. MATT: It's been really great. It's been well received. I think firms who are participating are sort of those firms that really want to do something better. They either have something in place and they want to assess how is this making a difference? Or they're thinking of getting something in place, and saying, "Where can we get the largest bang for our buck really?" And they're concerned about making sure that their lawyers are happier and healthier and therefore more productive, more likely to stay with the firm. And really it's a winning situation if you can identify those aspects where people in your firm need more help and then go to the evidence for what's out there to actually provide that. Does that make sense? BREE: Yeah. Yeah. Matt, you've got this background just sort of general long, wide view around occupational health. And so here you come to the specific part of the working population. You've got a little bit of data around lawyers. You're starting to hear some feedback around what's happening with legal employers. Just imagine we've got in your audience, some law firm managers, human resources staff for law firms, based on what you've learned so far do you have any advice to give them, to help them have thriving, successful lawyers? And as a result of that, a more profitable and successful firm? MATT: Right. Yes, in terms of based on what we've seen so far, there's definitely some things that can be done to improve. Taking a step back and saying, all right, I'm going to take an even bigger step back. We're generally have been focusing here on this discussion on depression, but there's a lot of other issues, burnout, anxiety. Looking at the evidence though, for those for prevention and treatment for those, there's some big things like individual therapy, medication, but there are challenges with those as well. There's cost barriers, the time for those both in terms of needed, if you're going to a therapist but then also medication takes, SSRIs, anti-anxiety and anti-depression medication takes three weeks to kick in. If you have someone who's depressed, three weeks can be an awfully long time. MATT: But some of the other treatments out there are actually really easy to implement and there's very little side effects. Two that I would highlight would be physical activity and we have data that's not published yet but found that if you're physically active meeting the standard of most days a week for at least 20 minutes of moderate to vigorous physical activity, so getting your heart rate up enough that you can't carry on a solid conversation, you have to sort of catch your breath, lawyers who were that level of physical activity, so four or five days a week, we're about a third, three times less likely we'll say it that way, three times less likely to have depression or anxiety. If they worked out six days or seven days, they were about between five times and seven times less likely to have depression and anxiety. MATT: Implementing some, and then there's all of the other benefits. Implementing some type of workout, moderate or vigorous workout activity is something that has demonstrated efficacy in other domains. And these preliminary data look like they would help. And then there's the cardiovascular benefits and all those that go along with it, as well as increased productivity after the physical activity, that's a whole other domain that we could talk about maybe at a different podcast. And then another thing is cognitive behavioral therapy and that's a treatment that sounds large and onerous but it's really just being able to approach problems differently and being able to think about things and it can be self directed or you can work with a therapist on it but it's pretty immediate in terms of results like physical activity but it's easy to do and it can help people, whether you're severely depressed, actually, if you're severely depressed, you should probably be seeking additional help beyond just cognitive behavioral therapy and physical activity but all the way to minimal or no depression. People are reporting better engagement, better focus after both physical activity and cognitive behavioral therapy. MATT: Those are two very specific. Maybe they're a little too specific for what you were going for. Other evidence out there in terms of mindfulness and meditation is somewhat mixed. Mindfulness, meditation, psychological capital, those all in general populations have been mixed efficacy but in attorneys, they may be more efficacious. CHRIS: And I'd love to kind of spend the final few minutes talking just a little bit about the replicability of what you've done in Utah in other, not just states, but either state bars, local bars, county bars, specialty bars. There are so many opportunities for us to continue to utilize survey techniques as a way to not just to engage and learn more about the constituencies that we serve. But as you know, surveys can also be great educational tools at the same time. And I just would love your perspective. If again, a lot of our listeners are members of task forces, they're advocates for well-being in their local communities, just how easy is it to kind of execute on a survey tool? Can anybody do it? Just your recommendations for the time, the cost, the structure, obviously when individuals like you have done it before, others have kind of learned on your dime, so to speak. And so I'd just love your perspective about the replicability of utilizing survey tools as part of our well-being strategy map. MATT: Absolutely. Ours was done almost exclusively online, so it's super easy to do. You can implement it. You can have actionable data in a matter of weeks. Ours was all done online and with a few exceptions, we had a couple of opportunities where individuals wanted to talk on the phone or do a paper copy. Email invitations, online data collection aspects in terms of even returning results, a lot of that has also been done online through video conferences and that type of stuff. The whole thing from soup to nuts I think is relatively easy to actually implement. MATT: One of the cautions that I do have though is making sure that it's scientific. Anyone can come up and create a questionnaire but to actually come up with a scientific question, a scientific survey that's using questions that have some validity and comparability is important. And then also your sampling technique. That's always a challenge in that when you're enrolling people, are there biases? Is there a selection bias like I mentioned earlier, where only people who are healthy enough to be participating, mentally healthy enough to be participating are participating? You therefore have a biased sample and any results from that would be either deeply discounted or practically useless. CHRIS: And are you interested in continuing to aid either institutions, entities, taskforces? I know that you've had limited work in the legal space but it sounds like you've enjoyed what you've done thus far. MATT: Yes. Short answer is absolutely yes. Can I give my email address and say reach out? CHRIS: Sure you can. MATT: Please, I would love to participate and help in any way I can, whether that's running the entire thing or anything sort of that. My email address is matt.thiese M-A-T-T dot T-H-I-E-S-E@hsc, for Health Sciences Center, .utah.edu. And I would love to help in any way that I can. Like I said, this is a career focus for me. I've done a lot of work in terms of mental well-being and psychosocial health in other domains. But I really, really enjoyed working with attorneys. I think that it's very, very important. And I think that there's a lot of opportunity here to actually do good. MATT: One of the things that you asked me before was how I fell into this. I was actually planning on going to medical school, was accepted in medical school and in talking with some of my mentors, they said, "You're great at science, you're great at epidemiology and you can actually do more good doing scientific research in epidemiology than seeing patients on a one on one basis and trying to get them to change their behavior." This is absolutely something that is my career focus and I want to help. Can I be more emphatic about it than that? CHRIS: This guy wants work. This guy wants work. MATT: No, and that's the thing, it's not necessarily work. I have a bunch of other stuff going on but in academia I have some of the ability because I'm not out, this is not a business, a profit making business for me. I obviously need to cover my time but I want to be able to help out. And so whatever. CHRIS: Well, I think it's interesting, Matt, and again, I think we should always try to end these on a high note that you've also tried to look at it in your Utah findings, what aspects of their job help them do well or improve their well-being. And I think it was, and I think these are tips for really any work environment, which is if you work in an environment in which you enjoy working with others, in which you're intellectually challenged, in which you have flexibility in your work schedule to some degree and that you know that your contributions are both recognized and valued, that that's a recipe to drive well-being higher. MATT: Absolutely. CHRIS: And those are things that anybody who sets the tone for a culture, anybody who's in HR, anybody who's in management, those are tips that go across industry. They're not unique to the legal environment but it is important in terms of just the notion of how we treat people ultimately drives whether they find their contributions and their commitment worthwhile and whether they will actually want to stay there or not. And those who don't generally then go down one path and those who do you generally have higher productivity, better results. All the reasons why corporate America has kind of I think generally leaned in on well-being as a creative to the bottom line. There's an economic element to it but also frankly, the right thing to do. MATT: Absolutely correct. All of those things that you listed really speak to engagement. And even in the data that we're seeing, you said, it generally leads to better productivity or generally leads to less turnover. I would say most of the data that's out there says it does. There's very few exceptions to that and it's just a matter of the magnitude of that relationship. Having people stay engaged and really that creativity, intellectual challenge, I think is one of the things that came up often helped and reduces, it sort of tempers the negative aspects of things and makes people more resilient and able to handle, less likely to burn out, less likely to be depressed, more likely to be productive. All of that great stuff. CHRIS: Matt, one final question, on the Utah study you've cited a couple times preliminary data. Is there a point in time in which preliminary goes to final data and something is released? MATT: Yes. The depression versus the general working population that we've talked about, those are final. We've looked at those, we're confident in those. In terms of preliminary data, we're looking at burnout and engagement. We're looking at substance abuse, alcohol abuse issues. We're looking at physical activity and then we're also doing similar things with students. The challenges with those are just being able to make sure that we're dotting all of our I's and crossing all of our T's from a scientific standpoint and making sure that we're taking everything into consideration there. And then it goes through a peer review process. We have three separate papers right now that are undergoing the peer review process and then several others that are nearly ready for that. And then dissemination, I would love to help have you guys help disseminate some of these findings and be able to continue to have a positive impact on attorney well-being. BREE: Absolutely. Matt, I'm so glad that you are on our team. Really important piece of this. Well, a wonderful 45 minutes or so with you, Matt. Thank you for spending your time today and dedicating so much of your energy and your expertise to helping us lawyers have to be more likely to thrive in our profession. And for our listeners, please join us again in the next couple of weeks, we'll be continuing our miniseries on those who are doing research and scholarship in the area of lawyer well-being. Thank you, everybody. Stay safe, be well. CHRIS: Thanks for joining us, Matt. MATT: Thank you. My pleasure.  

“We have the ability within our profession to quickly pivot in our educational programs because of their short-term nature. We can set the competency and quickly change curriculum,” says Christina Robohm, Regional Dean at Texas Tech University Health Sciences Center. And that's just what is happening during COVID as administrators and students adjust to online learning and the integration of telemedicine into daily practice. Robohm believes that shorter educational timeline of 27 to 36 months can also help address critical access issues in West Texas and other rural areas. Listen in as Robohm gives host Shiv Gaglani the details on a major expansion of Texas Tech's PA program and describes how one of the nation's fastest growing professions is adapting to and leading change.

Listen to our podcast Mujahid Talks with Imam Malik Mujahid in conversation with Dr. Christopher Martin. Guest: Dr. Christopher Martin - Professor of Medicine and Occupational Medicine and Director of the Global Engagement Office for the Health Sciences Center at West Virginia University (WVU) Host: Imam Abdul Malik Mujahid - President of Sound Vision and Justice for All. Like, Share, and Subscribe to our YouTube channel: https://www.youtube.com/MuslimNetworkTV/ Muslim Network is the only channel through which America can discover its Muslim neighbors. Muslim Network airs on Galaxy 19 Satellite covering USA, Canada and Mexico. It also streams on Amazon FireTV, Apple TV, and Roku. © Sound Vision Foundation Views expressed are those of hosts and guests, not those of Sound Vision Foundation. Watch Us 24/7 on Link Below MuslimNetwork.TV https://www.facebook.com/MuslimNetworkTV https://twitter.com/muslimnetworktv https://www.instagram.com/muslimnetworktv/

Dr. Wiltbank attended Dental School at Oregon Health and Sciences University, graduating in the class of 1998. He returned to school at the University of Texas, Health Sciences Center at San Antonio, where he completed a residency in Endodontics, class of 2007. He is a Diplomate of the American Board of Endodontics. He is a member of and volunteers in leadership for the American Association of Endodontists in the capacity of a representative to the American Dental Association’s Codes Maintenance Committee and to the American Association of Dental Consultants. He is also a member of the American Dental Association and the Oregon Dental Association. Join the community on Dentaltown at https://www.dentaltown.com

El Paso Hispanic Chamber of Commerce in partnership with Texas Tech University Health Sciences Center El Paso bring you COVID-19 Vaccine; Your Life Changing Option with Richard Lange, MD. Dr. Richard Lange, M.D. is president of the Texas Tech University Health Sciences Center (TTUHSC) El Paso and dean of the Paul L. Foster School of Medicine. He will be discussing the vaccine, distribution to the community and answering questions and concerns.

Henry Ford Health System and Michigan State University, two of the state's leading education, research and health care institutions, are partnering to make Michigan a national leader in providing access to exceptional health care for all residents, scientific discovery and education for providers, patients and families. In a landmark partnership that will last for at least 30 years, both institutions are committed to aligning efforts across key departments and programs to achieve critical health care and educational goals, while addressing social issues that impact health outcomes for patients in Michigan and beyond.Here to talk more about the partnership are Dr. Norman J. Beauchamp Jr., MSU executive vice president for health sciences and Adnan Munkarah, M.D., Executive Vice President and Chief Clinical Officer for Henry Ford Health System. Dr. Beauchamp will chair the board selected from leaders of both institutions.Key features of the agreement include fostering innovative, groundbreaking research; providing best-in-class cancer care; interprofessional training; increasing diversity among the next generation of health care professionals; and addressing the needs of traditionally underserved communities. Diversity, equity and inclusion (DEI) are core components of the partnership and are embedded throughout the agreement in a commitment to addressing access to health care and health disparities in both urban and rural communities.  For more information about the partnership, visit www.henryford.com/msuhealthsciences. MSU will expand its presence in Detroit through the development of a regional campus, located within the existing Henry Ford Detroit Campus footprint. The institutions will create a new Health Sciences Center (HSC) that tightly aligns basic and translational research, fueling innovation and discovery through an academically and clinically integrated network of health care providers, scientists, academicians and public health practitioners.A new urban-based public health program is planned to focus on education and research, as well as provide a platform to collaborate with other institutions. With the planned expansion of their combined research enterprise, Henry Ford and MSU are developing a joint research institute, the Health Sciences Center, dedicated to research and academic activities. Alignment between a top academic institution and a leading integrated health system will accelerate the recruitment and retention of top clinical and academic talent, which is essential for advancing research, providing superior patient care and educating the next generation of premier health care professionals.  With the MSU partnership, the Henry Ford Cancer Institute will expand research and clinical applications to create an international destination for access to the most advanced cancer therapies and research. With its focus on innovative cancer treatments, prevention and screening protocols, the institute will offer vast improvements in population health, fuel discovery in basic sciences, support translational research aimed at curing cancer and close the gap in health care outcomes for cancer patients based on race, ethnicity, gender and socioeconomic status.Diversity, equity and inclusion are foundational to Henry Ford and MSU's partnership and are articulated in key goals and deliverables that seek to eliminate health disparities, address the social determinants of health, and remove barriers to care and opportunity for medical education. This includes a commitment to educate diverse health care providers and ensure equitable access to quality health care for historically disenfranchised and marginalized populations.This partnership is not an acquisition or merger. The Henry Ford and MSU names will not change, and both organizations will maintain their respective autonomies. The goal is to combine the strength of both institutions' legacies and storied brands toward their shared goals. By mid-2021, there will be co-branding within some areas, including joint research efforts, and the Center will establish an umbrella entity for its activities and a joint identity. Several of the partnership's advancements will result from the integration of both institutions around key research and program elements, while others, such as capital projects, are dependent upon securing private and philanthropic funding.At the core of the partnership is a unique primary academic affiliation. As the partnership evolves and expands, Michigan will be established as a destination for exceptional clinical care, advanced research and innovative medical education. The partnership will chart definitive progress in eliminating health disparities and addressing the needs of marginalized communities, improving health care for everyone. Most important of all, this partnership will provide improved care options and increased hope to patients and families facing disparate medical challenges, including cancer. MSU Today airs every Sunday morning at 9:00 on 105.1 FM, AM 870, and however you stream at home. Follow and subscribe at Spotify, Apple Podcasts, and wherever you get your podcasts.

There are two ways to live your life. One is as though nothing is a miracle. The other is as though everything is a miracle. - Albert Einstein Charlotte Markey, Ph.D., is the author of The Body Image Book for Girls and a professor of psychology, as well as a founding director of the Health Sciences Center at Rutgers University (Camden). Dr. Markey has long been involved in community efforts to educate parents and children about eating, body image, and health. She has been asked to present in school districts across the tri-state area and has served on task forces charged with improving school nutrition programs. Nathan Harrup is the Regional Director of Clinical Mission Integration at AdventHealth. His role is centered on promoting whole person care and physician wellbeing through Advent Health’s network of outpatient clinics. He is a frequent writer and speaker on topics related to organizational health and workplace culture. Join Dr. Michelle and Dr. Charlotte as they discuss Why so many people still have body image issues that stay with them from their childhood. Why it’s so much easier to start focus on wellness from within and then move your focus to your physical body. What parents can do to help their children have a positive body image. Unpacking the different types of eating disorders including anorexia, food addiction, and bulimia. Why a high percentage of people do have struggles with food. What advice she has for people about food and health as we move into the holiday season. New findings Dr. Markey has discovered in writing her new book on boys and body image. How gratitude helps shift us from a psychological perspective. Learn more about the Four Quadrants Of Wellbeing as Dr. Michelle and Nathan discuss: His role at Advent Health and how he sees whole person health. Why they also focus on emotional and spiritual health with their physician’s and outpatients. The high rates in stress, anxiety, and depression we are seeing among physicians. How the concept of gratitude has evolved for him during his adulthood. Why it’s healthy for your emotional ecosystem to feel frustrated or overwhelmed as you embrace gratitude. The power of accepting that we don’t have control over most things that happen to us in life. Why he believes it’s so present to focus on the present moment and not get too focused on the future. Act as if what you do makes a difference. It does. - William James Mentioned In This Episode Charlotte Markey, Ph.D. The Body Image Book for Girls by Dr. Charlotte Markey Nathan Harrup AdventHealth CommunityAmerica Credit Union SCBS 31-Day Kindness Campaign Connect with Dr. Charlotte Markey via: Facebook Twitter

Susun Weed answers 90 minutes of herbal health questions followed by a 30 minute interview with guest, Charlotte Markey. Charlotte Markey, Ph.D., is a professor of psychology and founding director of the Health Sciences Center at Rutgers University (Camden).   She is the author of  three books: Smart People Don’t Diet:  How the Latest Science Can Help You Lose Weight Permanently; Body Positive:  Understanding and Improving Body Image in Science and Practice; and most recently, The Body Image Book for Girls - Love Yourself and Grow Up Fearless. Dr. Markey writes monthly for U.S. News and World Report (Eat + Run blog), Psychology Today (Smart People Don’t Diet blog), as well as other publications, focusing on individuals’ eating behaviors, body image, and health. www.TheBodyImageBookforGirls.com www.CharlotteMarkey.com  

This week, Podcast Editor Abby Smith takes a look at the Student Government Association's push to rename the Health Sciences Center, the current COVID situation in Monongalia county, WVU's first football game back on the field and how COVID has impacted The Pride of West Virginia. For more on these stories and more, visit thedaonline.com. You can listen to Monday in Morgantown at thedaonline.com/monday_in_morgantown or subscribe wherever you listen to podcasts.

Dr. Alain Litwin joins us today to discuss the substance use disorder epidemic that has been ripping through our country for decades. We discuss stigma, deaths of despair, medication-assisted treatment, and the co-occurring infectious disease epidemic. We also spend some time on the COVID-19 pandemic and its impact on people with substance use disorder. What we really face in America today is a syndemic. A syndemic occurs when multiple epidemics arise simultaneously. These epidemics feed off of one another in a synergistic manner creating a much more difficult and complex scenario. Along with the opioid epidemic, Dr. Litwin has been involved on the front lines of the HIV epidemic and the Hep C epidemic. He provides a very unique and insightful look at these unprecedented issues. Join us for a one of kind exploration of the syndemic.Alain Litwin is vice-chair of academics and research at Prisma Health, executive director of the Addiction Research Center at the Health Sciences Center, and professor of medicine at the University of South Carolina School of Medicine–Greenville and the Clemson University School of Health Research.

Dr. Ken Wiltbank describes the steps he and his local colleagues have taken to protect themselves, their patients and the local community during the COVID-19 crisis and how he is using the shutdown period. Also included is his best piece of professional advice for listeners and colleagues. Ken Wiltbank attended Dental School at the Oregon Health and Sciences University and graduated in the class of 1998. After seven years working in Beaverton/Tigard as a general dentist, he returned to school at the University of Texas, Health Sciences Center at San Antonio, where he completed a residency in Endodontics (Class of 2007).  Dr. Wiltbank and a business partner own two private endodontic practices, one in Tigard, Oregon and one in Warrenton, Oregon.  He is a Diplomate of the American Board of Endodontics. He is a member of and volunteers in the American Association of Endodontists in the capacity of a representative to the American Dental Association's Codes Maintenance Committee and to the American Association of Dental Consultants. He is also on the AAE's Board of Directors.   Dr. Wiltbank serves as an Adjunct Assistant Professor of Endodontology at the Oregon Health and Sciences University, School of Dentistry.The Dental Clinical Companion Podcast (DCCP) is provided for general informational purposes only. The DCCP, MounceEndo, LLC, and Dr. Richard Mounce personally have no liability for any clinical, management, or financial decisions or actions taken or made by you based on the information provided in this program. The DCCP is not intended to offer dental, medical, legal, management, investment, surgical, tax, clinical, or any other professional advice. Reliance on the information in the DCCP is done entirely at the listeners own risk.  No guarantees, representations, or warrantees are made with regard to the completeness, accuracy, and/or quality of the DCCP.  The DCCP takes no responsibility for, does not endorse, and does not imply a relationship/affiliation to any websites, products, services, devices, individuals, organizations which are hyperlinked to any DCCP component or mentioned in the DCCP. Third party materials, hyperlinks, and/or DCCP content does not reflect the opinions, standards, and policies of MounceEndo, LLC (owner of the DCCP, Dr. Richard Mounce, the guest, or show sponsors). The DCCP makes no warranty that the Podcast and its server are free of computer viruses or other destructive or contaminating code elements.The Dental Clinical Companion Podcast expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special consequential or other damages arising out of any individuals use of, reference to, reliance on, or inability to use, this podcast or the information presented in this podcast. http://www.dentalclinicalcompanion.com/    Support the show (http://mounceendo.com/)

Dr. Ken Wiltbank describes his work previously as a consultant to the dental insurance industry, common misconceptions about dental insurance, strategies for working effectively with dental insurance carriers, ways to optimize coverages and improve communication and common insurance pitfalls to avoid. Ken Wiltbank attended Dental School at the Oregon Health and Sciences University and graduated in the class of 1998. After seven years working in Beaverton/Tigard as a general dentist, he returned to school at the University of Texas, Health Sciences Center at San Antonio, where he completed a residency in Endodontics (Class of 2007).  Dr. Wiltbank and a business partner own two private endodontic practices, one in Tigard, Oregon and one in Warrenton, Oregon.  He is a Diplomate of the American Board of Endodontics. He is a member of and volunteers in the American Association of Endodontists in the capacity of a representative to the American Dental Association's Codes Maintenance Committee and to the American Association of Dental Consultants. He is also on the AAE's Board of Directors.   Dr. Wiltbank serves as an Adjunct Assistant Professor of Endodontology at the Oregon Health and Sciences University, School of Dentistry.The Dental Clinical Companion Podcast (DCCP) is provided for general informational purposes only. The DCCP, MounceEndo, LLC, and Dr. Richard Mounce personally have no liability for any clinical, management, or financial decisions or actions taken or made by you based on the information provided in this program. The DCCP is not intended to offer dental, medical, legal, management, investment, surgical, tax, clinical, or any other professional advice. Reliance on the information in the DCCP is done entirely at the listeners own risk.  No guarantees, representations, or warrantees are made with regard to the completeness, accuracy, and/or quality of the DCCP.  The DCCP takes no responsibility for, does not endorse, and does not imply a relationship/affiliation to any websites, products, services, devices, individuals, organizations which are hyperlinked to any DCCP component or mentioned in the DCCP. Third party materials, hyperlinks, and/or DCCP content does not reflect the opinions, standards, and policies of MounceEndo, LLC (owner of the DCCP, Dr. Richard Mounce, the guest, or show sponsors). The DCCP makes no warranty that the Podcast and its server are free of computer viruses or other destructive or contaminating code elements.The Dental Clinical Companion Podcast expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special consequential or other damages arising out of any individuals use of, reference to, reliance on, or inability to use, this podcast or the information presented in this podcast. http://www.dentalclinicalcompanion.com/    Support the show (http://mounceendo.com/)

Syrita Steib co-founded Operation Restoration (OR) in 2016 and serves as the Executive Director. OR was started to eradicate the roadblocks she faced when returning to society after incarceration. The organization specializes in creating opportunities for formerly incarcerated women through college courses, a women first clinic, clothing supply closet, case management services, advocacy programs and more. At the age of 19, Syrita was sentenced to 120 months in federal prison. After serving nearly 10 years in prison, she was released into a community vastly different than the one she left. Other formerly incarcerated women helped her to re-adjust to the world she left behind. Despite her academic accomplishments while incarcerated, Syrita was initially denied entrance at the University of New Orleans due to the criminal history question on her admissions application. Two years later, she reapplied, unchecked that box and was subsequently granted admission. Syrita went on to earn her B.S. from Louisiana State University’s Health Sciences Center in New Orleans and is a nationally certified and licensed Clinical Laboratory Scientist. In 2017, Syrita wrote and successfully passed Louisiana Act 276 which prohibits public post-secondary institutions in Louisiana from asking questions relating to criminal history for purposes of admissions, making Louisiana the first state to pass this type of legislation. In 2018, she was a co-chair for the healthy families committee for New Orleans Mayor Cantrell’s transition team. She was also a panelist on the Empowerment stage at Essence Festival in 2018 and 2019. She serves as a policy consultant for Cut50’s Dignity for Incarcerated Women campaign and worked tirelessly on the passage of the First Step Act. Ms. Steib was appointed by Governor John Bel Edwards to the Louisiana Justice Reinvestment oversight council and is the Vice-Chair of the Louisiana Task Force on Women’s Incarceration. Most recently she was nominated to be one of LISC's 2020 Rubinger Fellows. In this episode, Syrita reflects on her personal and professional journey to restoration. She shares how she has been able to show up authentically in her advocacy to dismantle systems of oppression. We are ignited by her passion, unrelenting determination and wisdom. Ms. Steib is truly a sojourner of our generation; join her in the movement.We stand in solidarity to break chains of oppression for all women and the communities they lead, as we share Forward 4O’s platform with this phenomenal WOC in the nonprofit and social enterprise sector.Stay connected with Syrita on Twitter @syritasteib and the work of Operation Restoration@TheOR_NOLAContinue to support Forward 40 on IG and Twitter @forward4tea.  Be in touch to nominate a guest to be on the show. You can also learn more about the host Coach Faith here.

The Health Sciences Center’s Jett Loe talks with Dr. Mauricio Tohen, Professor and Chairman at University of New Mexico Department of Psychiatry about expanding mental health outreach in New Mexico.

Research is a critical component to continuing advances in technology and treatments in healthcare. A focused research mission is what leads to those improvements, and the ability for researchers to secure funding and operate efficiently goes a long way towards achieving that goal. So where is the best place to put resources into research and development? This week’s guest believes that research is best done hand-in-hand with academic institutions, and has a career of success to back it up. Dr. Richard Larson is an entrepreneur and an academic leader. He serves as Executive Vice Chancellor of the University of New Mexico Health Sciences Center, as well as President and Chairman of the Board of the New Mexico Bioscience Authority.  Dr. Larson also helped to found TriCore Reference Laboratories, New Mexico's 10th largest business and its largest Medical Laboratory. He was formerly Chairman of the Board of TriCore, and currently is a member of the Board of Directors.  Dr. Larson received his PhD in Immunology from Harvard University as well as his MD from Harvard Medical School. He’s also a summa cum laude graduate of the University of North Carolina Chapel Hill, where he earned his AB in chemistry. What You’ll Hear On This Episode of When Science Speaks [2:37] The challenges Dr. Larson has faced in his mission to improve public education and health care across the state of New Mexico [3:57] Why university research is important [5:34] Utilizing new discoveries to improve healthcare and society to promote job growth [12:04] Promoting Healthcare equity for minorities [18:30] Lessons Dr. Larson has learned in his work at the Health Sciences Center [24:22] Improving wealth by improving health [29:01] Dr. Larson’s advice for upcoming entrepreneurs Connect with Dr. Richard Larson Bio for Dr. Larson LinkedIn for Dr. Larson Improving collaboration between departments One of the difficult things about scientific discovery is that the scientific community as a whole is compartmentalized. Traditional medical school is broken up into different departments such as neuroscience, cell biology, and neurology. The faculty in these departments do not typically work with each other very often. As Dr. Larson says in the episode, it is difficult for a pharmacist to work with a neurologist.  Dr. Larson saw this issue and developed mechanisms that allowed them to collaborate more often and create a connection between departments. Because of these endeavors, as well as his work implementing incentive-based pay programs, Dr. Larson and his team were able to increase funding and advance their work in vaccines, HPV, Ebola, and sleep apnea. The increased results have helped lead to the funding of over 900 active projects. Improving equity in the healthcare system One of the biggest problems with healthcare in America today is the issue of equity. Treatment for the same injury will differ for each individual patient based upon their economic status, as well as other factors such as ethnicity. The work that Dr. Larson does in New Mexico is a unique experience because the state is one of the few majority minority states in the US, with 45% of the population being Hispanic, while 40% is Caucasian.  As Dr. Larson points out in this week’s episode, there is also growing research into the idea that certain ethnic groups actually need different treatments. For example, Dr. Larson’s research and clinical trials were able to show the differences in the way that African American children should be treated for asthma. So, while the need for equity of treatment quality needs to be improved for lower-income families, some treatments are better suited to one ethnicity than another.  Learn more about Dr. Richard Larson and his research at the University of New Mexico on this week’s episode of When Science Speaks. Connect With Mark and When Science Speaks http://WhenScienceSpeaks.com https://bayerstrategic.com/ On Twitter: https://twitter.com/BayerStrategic On Facebook: https://www.facebook.com/Bayer-Strategic-Consulting-206102993131329 On YouTube: http://bit.ly/BSConTV On LinkedIn: https://www.linkedin.com/in/markdanielbayer/ On Instagram: https://www.instagram.com/bayerstrategic/ On Medium: https://medium.com/@markbayer17 Subscribe to When Science Speaks on Apple Podcasts or Stitcher

Naima Tokunow from the UNM Women’s Resource Center and the Health Sciences Center’s Dr. Ami Levi, Vice-Chancellor for Academic Affairs, talk with the HSC’s Elizabeth Dwyer about a significant new grant that will help improve women’s health in New Mexico.

Dr. Jon Marinaro, the Director of the UNM Center for Surgical Critical Care, and the Founding Director and President of the Society of Critical Care Medicine New Mexico Chapter talks with the Health Sciences Center’s Elizabeth Dwyer about emergency medicine, critical care and the UNM’s use of the first pre-hospital ECMO procedure in the United States.

This week, New Mexico in Focus looks at the health problems associated with e-cigarettes. Last week, the Centers for Disease Control and Prevention warned against vaping, especially by children, teens and other vulnerable parts of the population. Senior producer Matt Grubs interviews public health consultant Shelley Mann-Lev and Dr. Shawn Sidhu, a child and adolescent psychiatrist who runs the University of New Mexico’s Health Sciences Center fellowship program in child psychiatry. Matt Grubs continues the conversation on vaping as he sits down with David Tompkins, manager for community health initiatives with the New Mexico Department of Health. Gene Grant and The Line opinion panel discuss the abundance of lawsuits filed by Carlsbad Medical Center against its patients – an aggressive practice highlighted by The New York Times. The Line panelists also debate new medical cannabis guidelines and rulings affecting public schools and out-of-state patients. The Line also marks the passing of former New Mexico Supreme Court Justice Charles Daniels, as the panelists reflect on his legacy.

Dr. Tedd Mitchell, Chancellor of the Texas Tech System and President of the Health Sciences Center, talks with us about the Texas Tech Health Sciences Center and the newly approved Texas Tech School of Veterinary Medicine in Amarillo.    TTUHSC has been serving the needs of Panhandle for over two decades.  The future TTU Veterinary School is slated to be built and open classes in 2021. More about TTUHSC: CLICK HERE More about the TTU Vet School: CLICK HERE

Want to know what the UNM Health Sciences Center is all about? Then you’re in luck as this episode of the UNM Health Hour goes in-depth on the subject with the Chancellor of the HSC himself, Dr. Paul Roth.

Dr. Richard Larson, Executive Vice Chancellor of The University of New Mexico’s Health Sciences Center, talks with Michael Haederle and Alex Sanchez about UNM’s Clinical & Translational Science Center which is tasked with transforming science and research into new treatments for patients.

Dr. Felix Morales tells us about his journey from Fort Stockton, Texas to the role of associate dean of admissions at the Texas Tech HSC SOM. He walks us through the school's curriculum and how it's designed to help Texans throughout the panhandle and west Texas.  -------------- Join our online communities to receive early access to the podcasts, ask questions and receive information directly from TMDSAS, professional schools and advisors. The TMDSAS Hub is open to all applicants in the EY2019/2020 cycle.  The TMDSAS Non-Traditional Applicants group is open to all applicants who identify themselves as non-traditional and would like to connect with other applicants. If you have any questions or comments about the podcast, reach us at podcast@tmdsas.com. The TMDSAS Podcast is a proud affiliate of the MededMedia network.

Bobby speaks with Dr. John Boik, founder of the Principled Societies Project, which is a science-based effort to design and test pioneering systems that improve well-being and speed the transition to a sustainable society. He is also the president and founder of New Earth BioMed, a 501(c)3 nonprofit cancer research organization, which is working to discover a new generation of safe anticancer therapies based on mixtures of plant products. Dr. Boik received a Bachelor’s of Science degree in civil engineering from the University of Colorado, Boulder, and a Ph.D. in biomedical sciences from the University of Texas, Health Sciences Center, Houston. He also completed postdoctoral work at Stanford University, Department of Statistics and he has written a new book entitled Creating Sustainable Societies: The Rebirth of Democracy and Local Economies  - his first book outside the field of biomedical research. In the book, he applies "systems thinking" (an important perspective in biology) to our wider financial, economic, and governance systems.

The road to Texas Tech has been a long one for Professor Jennifer Bard, but her responsibilities to educate law and medical students promise that the journey has been worth all the years of study, practice, and commitment to integrated scholarship. Bard calls her dual appointment at the TTU School of Law and the Health Sciences Center a "dream job," allowing her to follow in the path of the late Professor Angela Holder, a leading voice in health care law. Bard's lectures and research focus on health-related topics, including bioethics, the insanity defense, and whistleblowing. Her research has been published widely, and her engagement in teaching has been noteworthy, earning her the recognition of the university and peers; in recent years, Bard has received the TTU President's Excellence in Teaching Award and was elected to the American Law Institute, in addition to other professional achievements. Also, her service contributions have included work with Texas Tech's Research Advisory Council and Teaching Academy, as well as volunteerism with her congregation.

Episode #139 is a conversation with Dave Munch, MD, who is the Senior Vice President and Chief Clinical Officer for Healthcare Performance Partners (HPP). Before joining the consulting firm, Dave was a senior C-level clinical leader at Exempla Lutheran Health System where he led their Lean Production applications for more than five years, resulting in substantial improvements in both clinical and non-clinical processes. Today, we are talking about important Lean mindsets and systems principles, including making it safe for people to surface problems in the workplace and aligning management behaviors and methods at all levels so we can use Lean to achieve our most important objectives in healthcare. Dave is also a speaker at the upcoming Lean Healthcare PowerDay event, produced by HPP. Hope to see you there! Conflict of interest disclosure: I will be a paid speaker at the Lean PowerDay event. To point others to this, use the simple URL: www.leanblog.org/139. You can find links to posts related to this podcast there, as well. Please leave a comment and join the discussion about the podcast episode. About Dave Munch MD: Dave Munch, M.D.
Senior Vice President and Chief Clinical Officer Dave oversees all of HPP’s clinical and Lean Healthcare engagements. He plays a lead role in new services development and HPP’s continuous adaptation to the healthcare industry’s ever-changing needs. Dave previously served at Exempla Lutheran Medical Center as their Chief Clinical and Quality Officer. He led their Lean Production applications for more than five years, resulting in substantial improvements in both clinical and non-clinical processes. Dave received his M.D. from the University of Colorado’s Health Sciences Center. He is also a faculty member for the Belmont University Lean Healthcare Certificate Program. For earlier episodes of the Lean Blog Podcast, visit the main Podcast page at www.leanpodcast.org, which includes information on how to subscribe via RSS or via Apple iTunes. You can also listen to streaming episodes of the podcast via Stitcher: http://landing.stitcher.com/?vurl=leanblog If you have feedback on the podcast, or any questions for me or my guests, you can email me at leanpodcast@gmail.com or you can call and leave a voicemail by calling the "Lean Line" at (817) 776-LEAN (817-776-5326) or contact me via Skype id "mgraban". Please give your location and your first name. Any comments (email or voicemail) might be used in follow ups to the podcast.