Podcasts about Universal Health Services

In this episode, Scott Becker breaks down why shares of Universal Health Services, Tenet Healthcare, and Humana took sharp hits, with concerns ranging from reimbursement risks to earnings expectations and Medicare star ratings.

In this episode, Scott Becker examines the struggles of major healthcare stocks like HCA, Universal Health Services, and Intuitive Surgical amid concerns over healthcare reimbursement and cost containment.

In this episode, Scott Becker examines the struggles of major healthcare stocks like HCA, Universal Health Services, and Intuitive Surgical amid concerns over healthcare reimbursement and cost containment.

Chicago couples looking to be first ones hitched in 2025, and more.

Chicago couples looking to be first ones hitched in 2025, and more.

Chicago couples looking to be first ones hitched in 2025, and more.

David Galán, responsable de renta variable en Bolsa General, analiza las acciones de IAG, Paypal, Universal Health Services, ASML o Goldman Sachs, entre otras

David Galán, responsable de renta variable en Bolsa General, analiza las acciones de IAG, Paypal, Universal Health Services, ASML o Goldman Sachs, entre otras.

Investors are preparing for the latest look at inflation with PCE out this morning. Former Fed Vice Chairman Roger Ferguson tees up the report. Plus, Former President Barack Obama is endorsing Vice President Kamala Harris in her bid for the White House. RBC's Helima Croft explains what a Harris presidency might mean for oil prices. And, shares of Universal Health Services are coming off a new 52-week high following strong second quarter earnings. CEO Marc Miller discusses.

In der heutigen Folge von „Alles auf Aktien“ sprechen die Finanzjournalisten Philipp Vetter und Holger Zschäpitz über das CrowdStrike-Desaster und den Trump-Index. Außerdem geht es um First Solar, Enphase, Jinko Solar, Solaredge, Maxeon Solar, Brookfield Renewable, Lucid, Rivian, Nextera Energy, Trane Technologies, Carrier Global und Johnson Controls, Oscar Health, Tenet Healthcare, Universal Health Services, DR Horton, United Rentals, The Gap, RWE, Abercrombie & Fitch, Marathon Digital, Hims & Hers, Intuitive Surgical, SentinelOne, Palo Alto Networks, Microsoft, Apple, Amundi S&P 500 VIX Futures Enhanced Roll ETF (WKN: LYX0PM),, Global X Cybersecurity (WKN: A2QPB2), WisdomTree Cybersecurity (WKN: A2QGAH), L&G Russell 2000 US Small Cap Quality ETF (WKN: A0Q8H2), SPDR Russell 2000 U.S. Small Cap ETF (WKN: A1XFN1), Invesco Russell 2000 ETF (WKN: A0RGCT), Xtrackers Russell 2000 ETF (WKN: A1XEJT). Wir freuen uns an Feedback über aaa@welt.de. Ab sofort gibt es noch mehr "Alles auf Aktien" bei WELTplus und Apple Podcasts – inklusive aller Artikel der Hosts und AAA-Newsletter. Hier bei WELT: https://www.welt.de/podcasts/alles-auf-aktien/plus247399208/Boersen-Podcast-AAA-Bonus-Folgen-Jede-Woche-noch-mehr-Antworten-auf-Eure-Boersen-Fragen.html. Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Hörtipps: Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. Außerdem bei WELT: Im werktäglichen Podcast „Das bringt der Tag“ geben wir Ihnen im Gespräch mit WELT-Experten die wichtigsten Hintergrundinformationen zu einem politischen Top-Thema des Tages. +++ Werbung +++ Du möchtest mehr über unsere Werbepartner erfahren? Hier findest du alle Infos & Rabatte! https://linktr.ee/alles_auf_aktien Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

David King v. Universal Health Services, Inc

The first time Trina Edwards was locked in a psychiatric hospital for children, she was 12 years old. She was sure a foster parent would pick her up the next day. But instead, Trina would end up spending years cycling in and out of North Star Behavioral Health in Anchorage, Alaska.  At times, she was ready to be discharged, but Alaska's Office of Children's Services couldn't find anywhere else to put her – so Trina would stay locked in at North Star, where she would experience violent restraints and periods of seclusion. Then, shortly before her 15th birthday, Trina was sent to another facility 3,000 miles away: Copper Hills Youth Center in Utah.  Both North Star and Copper Hills are owned by Universal Health Services, a publicly traded Fortune 500 company that is the nation's largest psychiatric hospital chain. Trina's experience is emblematic of a larger problem: a symbiotic relationship between failing child welfare agencies, which don't have enough foster homes for all the kids in custody, and large for-profit companies like Universal Health Services, which have beds to fill.  This hour, Mother Jones reporter Julia Lurie exposes how  Universal Health Services is profiting off foster kids who get admitted to its facilities, despite government and media investigations raising alarming allegations about patient care that the company denies.  This is an update of an episode that originally aired in October 2023. Support Reveal's journalism at Revealnews.org/donatenow Subscribe to our weekly newsletter to get the scoop on new episodes at Revealnews.org/newsletter Connect with us on Twitter, Facebook and Instagram

The first time Trina Edwards was locked in a psychiatric hospital for children, she was 12 years old. She was sure a foster parent would pick her up the next day. But instead, Trina would end up spending years cycling in and out of North Star Behavioral Health in Anchorage, Alaska.  At times, she was ready to be discharged, but Alaska's Office of Children's Services couldn't find anywhere else to put her – so Trina would stay locked in at North Star, where she would experience violent restraints and periods of seclusion. Then, shortly before her 15th birthday, Trina was sent to another facility 3,000 miles away: Copper Hills Youth Center in Utah.  Both North Star and Copper Hills are owned by Universal Health Services, a publicly traded, Fortune 500 company that is the nation's largest psychiatric hospital chain. Trina's experience is emblematic of a larger problem: a symbiotic relationship between failing child welfare agencies, which don't have enough foster homes for all the kids in custody, and large for-profit companies like Universal Health Services, which have beds to fill.  This hour, Mother Jones reporter Julia Lurie exposes how  Universal Health Services is profiting off foster kids who get admitted to its facilities, despite government and media investigations raising alarming allegations about patient care that the company denies. This hour deals with child abuse, sexual assault and suicide – and may not be appropriate for all listeners. Support Reveal's journalism at Revealnews.org/donatenow Subscribe to our weekly newsletter to get the scoop on new episodes at Revealnews.org/newsletter Connect with us on Twitter, Facebook and Instagram

Amanda Blanco is the CEO of the Behavioral Hospital of Bellaire, who started her career with UHS as a Mental Health Technician over 10 years ago. In her tenure with UHS, she has successfully driven initiatives to convert a facility to seclusion free and started clinical trials on acute schizophrenic patients through MERCK, a research organization. Today, she joins the show to talk about how a personal tragedy led her into the field of mental health, advice she would give to other mental health technicians, and the improvements she hopes to see in the mental health industry.Key Takeaways01:23 – Amanda Blanco joins the show to talk about her amazing journey from mental health technician to CEO of a hospital system 06:09 – Turning tragedy into hope 07:14 – Achieving a Bachelors & Masters degree while working at UHS and what it's like working at Universal Health Services 09:59 – Advice Amanda would give to mental health technicians 13:24 – What's next for Amanda 14:31 – Amanda speaks to her hope for the evolution of mental health 17:03 – Dr. Flowers thanks Amanda for joining the show and lets listeners know where they can connect with her and the Behavioral Hospital of BellaireTweetable Quotes“It's funny because we talk about crossroads and how there's a fork in our road where you really start to see which way you're gonna go. At that time I had the interview as a mental health tech, I also had an interview as a store manager for a very big store chain. It was a lot more money, but when I did the tour at the residential treatment center for kiddos, I loved it. There was something so intriguing about it.” (05:39) (Amanda) “I started to realize, as I got deeper into case management, that I needed to do something more extreme. I needed to be at a higher level in order to make change. The people in the trenches - the case managers, the direct care staff - they do a lot of work. But a lot of change comes from the top.” (07:54) (Amanda) “I would not be at a company if I didn;'t share the same virtues, the same philosophy, the same everything as the President.” (09:01) (Amanda) “Sometimes, doing jobs or taking on responsibility that goes outside of our comfort zone, that's where you're gonna grow. That's what we do as humans, we grow. We grow from challenge. We grow from obstacles.” (10:47) (Amanda) “Right now, I want to make BHB - Behavioral Hospital of Bellaire - as successful as possible. I want patients to come in and when they leave I want them to call their parents, family and friends and say, ‘I feel better.'” (13:37) (Amanda)Resources MentionedJFlowers Health Institute – https://jflowershealth.com/JFlowers Health Institute Contact – (713) 783-6655Subscribe on your favorite player: https://understanding-the-human-condition.captivate.fm/listen Behavioral Hospital of Bellaire Website – https://bhbhospital.com/**The views and opinions expressed by our guests are those of the individual and do not necessarily reflect those of J. Flowers Health Institute. Any content provided by our co-host(s) or guests are of their opinion and are not intended to reflect the philosophy and policies of J. Flowers Health Institute itself. Nor is it intended to malign any recovery method, religion, ethnic group, club, organization, company, individual, or anyone or anything.

Amanda Blanco is the CEO of the Behavioral Hospital of Bellaire, who started her career with UHS as a Mental Health Technician over 10 years ago. In her tenure with UHS, she has successfully driven initiatives to convert a facility to seclusion free and started clinical trials on acute schizophrenic patients through MERCK, a research organization. Today, she joins the show to talk about how a personal tragedy led her into the field of mental health, advice she would give to other mental health technicians, and the improvements she hopes to see in the mental health industry.Key Takeaways01:23 – Amanda Blanco joins the show to talk about her amazing journey from mental health technician to CEO of a hospital system 06:09 – Turning tragedy into hope 07:14 – Achieving a Bachelors & Masters degree while working at UHS and what it's like working at Universal Health Services 09:59 – Advice Amanda would give to mental health technicians 13:24 – What's next for Amanda 14:31 – Amanda speaks to her hope for the evolution of mental health 17:03 – Dr. Flowers thanks Amanda for joining the show and lets listeners know where they can connect with her and the Behavioral Hospital of BellaireTweetable Quotes“It's funny because we talk about crossroads and how there's a fork in our road where you really start to see which way you're gonna go. At that time I had the interview as a mental health tech, I also had an interview as a store manager for a very big store chain. It was a lot more money, but when I did the tour at the residential treatment center for kiddos, I loved it. There was something so intriguing about it.” (05:39) (Amanda) “I started to realize, as I got deeper into case management, that I needed to do something more extreme. I needed to be at a higher level in order to make change. The people in the trenches - the case managers, the direct care staff - they do a lot of work. But a lot of change comes from the top.” (07:54) (Amanda) “I would not be at a company if I didn;'t share the same virtues, the same philosophy, the same everything as the President.” (09:01) (Amanda) “Sometimes, doing jobs or taking on responsibility that goes outside of our comfort zone, that's where you're gonna grow. That's what we do as humans, we grow. We grow from challenge. We grow from obstacles.” (10:47) (Amanda) “Right now, I want to make BHB - Behavioral Hospital of Bellaire - as successful as possible. I want patients to come in and when they leave I want them to call their parents, family and friends and say, ‘I feel better.'” (13:37) (Amanda)Resources MentionedJFlowers Health Institute – https://jflowershealth.com/JFlowers Health Institute Contact – (713) 783-6655Subscribe on your favorite player: https://understanding-the-human-condition.captivate.fm/listen Behavioral Hospital of Bellaire Website – https://bhbhospital.com/**The views and opinions expressed by our guests are those of the individual and do not necessarily reflect those of J. Flowers Health Institute. Any content provided by our co-host(s) or guests are of their opinion and are not intended to reflect the philosophy and policies of J. Flowers Health Institute itself. Nor is it intended to malign any recovery method, religion, ethnic group, club, organization, company, individual, or anyone or anything.

Tune in for today's industry updates.

Steve Oppenheimer is a Licensed Marriage and Family Therapist, with a private practice in Palm Springs.  Steve also has over 30 years of executive-level business experience, and has worked with several Fortune 500 companies, including AT&T, Universal Health Services and J Walter Thompson.  In 2021, Steve made a career pivot and transitioned from his role of Hospital CEO to become a full-time Mental Health practitioner and entrepreneur.  In his practice, Steve blends principals of business leadership, Mental Health Wellness and a solution-focus.  Steve has lived in Palm Springs for more than 20 years, and works with individuals and couples throughout California (in person and online). For more information, please visit his website at www.stevenoppenheimermft.com In Steve's own words:"Although the concept of change is difficult for many of us to consider,  I choose to look at change as an "opportunity" to re-imagine, and re-prioritize what we want.  ​It's an opportunity to re-examine our path in life, make positive changes, and experience personal healing. Although this is typically not an easy time, it is an opportunity filled with the potential of great personal power.  As we move forward through our lives, we learn that life is not always fair.  We face challenges and obstacles on a daily basis.  Some of these we overcome; some of these, we come short. ​It's the moments of our life experience, which create, and then reinforce, not only our belief system and values, but also shape our "automatic thoughts."  Some of our automatic thoughts may lead us to create barriers for ourselves, which prevent us from finding a sense of satisfaction and personnel happiness. Additionally, some of our automatic thoughts may lead us to feel anxious, afraid, sad, stressed, depressed, unsatisfied, desperate, angry and alone.​We can find ourselves trapped in a dead-end job or stuck in unhappy, or unhealthy, relationship.    Even when we know things in our lives are just not working and we say that we want a change...It may be the fear, embarrassment or sadness that keeps us from moving forward.  It's our automatic thoughts that keep us from creating a life that we so deeply know we deserve.  ​Through authentic, honest and caring conversation and reflection, one can problem-solve, face life challenges, and find contentment and success. You can grow, make positive changes in Your life, and find personnel happiness". To contact Steve:   https://www.stevenoppenheimermft.com/Photo: Copyright Wilkinson/2023Opening and closing music courtesy the very talented Zakhar Valaha via Pixabay.To contact Wilkinson- email him at BecomingWilkinson@gmail.com

In der heutigen Folge „Alles auf Aktien“ sprechen die Finanzjournalisten Anja Ettel und Nando Sommerfeldt über eine reüssierende Gamer-Aktie, sehr starke Cisco-Zahlen und das Universalgenie Pharrell Williams. Außerdem geht es um  TSMC, Paramount Global, Roblox, Cisco Systems, LVMH, Siemens, ishares Global Infrastructure (A0LEW9), SPDR Morningstar Multi Asset Global Infrastructure (A12EAR), ishares Smart City Infrastructure (A2PQUB),  Baycurrent Consulting, Clean Harbors Inc, Evoqua, Xylem, BNP Paribas Easy ECPI Global ESG Infrastructure (WKN: A2ACQY), BNP Paribas Easy ECPI Global ESG Infrastructure (WKN: A2ACQY), Universal Health Services, Engie, Richemont, Hermes, Zegna, Moncler, Richemont, Swatch, Apple, Nike, Coca-Cola, Hyatt und Hilton. Wir freuen uns an Feedback über aaa@welt.de. Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

This episode is brought to you by Provider Solutions and Development, the leaders in physician and APC recruitment that deliver top-tier candidates for the right roles. Visit info.PSDconnect.org/outcomesrocket to start the conversation today, get tailored support and dedicated recruitment and efforts that lead to provider retention and longevity. Welcome to the weekly summary of what happened this week in the Outcomes Rocket Network! We got incredible episodes, and here's what we got: In Marketing Mondays, Andreea Borcea talks with Michael Bidu, the CEO and co-founder of MYND Therapeutics. On the SONSIEL Podcast on Tuesday, host Mary Lou Ackerman welcomed Kathleen McGrow, the chief nursing information officer at Microsoft. TJ Southern interviews Robert Abda, a registered nurse clinical informaticist at Universal Health Services in the Future of Global Informatics. We give a warm welcome to Manav Sevak on the Memora Care Delivery podcast! He interviews Dr. Tony Das, Founder, and CEO of Connected Cardiovascular Care Associates in Dallas. Click this link to the show notes, transcript, and resources: outcomesrocket.health

Are you thinking of becoming a nurse informaticist? This conversation is for you! In this episode of the Future of Global Informatics, TJ Southern is joined by Robert Abda, a registered nurse clinical informaticist at Universal Health Services. He talks about his role as a clinical informaticist at a corporate level doing project management and custom development, as well as other work possibilities and opportunities in nursing informatics. Robert also discusses exciting changes happening around data transparency, cybersecurity, and education that might bring awareness to the role of nurse informaticists. Furthermore, he provides advice and encouragement for people considering a career in nursing informatics. Tune in to listen to Robert Adba speak about nursing informatics and what excites him in this field! Click this link to the show notes, transcript, and resources: outcomesrocket.health

This episode features Steven Airhart, Group CEO, Hartgrove Behavioral Health System & Garfield Park Behavioral Hospital with Universal Health Services (UHS). Here, he discusses his background & what led him to UHS, the increase of mental health disorders in youth, staffing challenges, and more.

This episode features Steven Airhart, Group CEO, Hartgrove Behavioral Health System & Garfield Park Behavioral Hospital with Universal Health Services (UHS). Here, he discusses his background & what led him to UHS, the increase of mental health disorders in youth, staffing challenges, and more.

Our country is facing a doctor shortage of nearly 124,000 physicians in just 2 years and the impact on patient access could be devastating. The problem is especially acute in economically disadvantaged areas, like California's Inland Empire which is comprised of San Bernadino and Riverside Counties east of Los Angeles. The Inland Empire is also now the home of the California University of Science and Medicine, a unique institution built on a public private partnership. CUSM was created to promote health equity by training the next generation of caregivers in their own community by the Prime Healthcare Foundation. The school just graduated its very first class of doctors last month and Chip wanted to learn more about the school and the graduates. Joining Chip is Dr. Paul Lyons, President of CUSM and Dean of the school of Medicine. Then at 18:51 hear our latest Making the Rounds from Paddi Juliano, the Nurse of the Year at Lakewood Ranch Medical Center – a Universal Health Services hospital in Florida. Paddi knew she wanted to be in a helping profession since a young age and dreamed of being a Buffalo, New York Firefighter! She achieved her dream and then transitioned into nursing after moving to Florida. Tune into hear Paddi tell us her story of caregiving and what her profession means to her.

This episode features Ashley Bryan, RN, Interim Chief Nursing Officer with Universal Health Services, parent company of The BridgeWay     If you need to reach us immediately, call us at 800-245-0011. Licensed mental health professionals are available 24 hours a day, 7 days a week to assist you or your loved one.     For more information, https://thebridgeway.com/     Podcast Produced by clantoncreative.com

About Nigel Green: He is a consultant, author, and advisor who's widely regarded as the leading authority on building high performing sales teams. With over 15 years of executive experience ranging from Fortune 500 companies to early-stage growth companies, he is sought after by executives to improve selling efforts. He's worked with dozens of B2B sales teams across the globe including Universal Health Services, Ascension Healthcare, and Reload and they more than doubled their sales production. In 2019, Nigel published his book, “Revenue Harvest: A Sales Leader's Almanac For Planning The Perfect Year.”  In this episode, Nancy and Nigel discuss: Why sales leaders aren't able to produce Finding the best talentInvesting on what really matters Following your principles Key Takeaways: Sales leaders who aren't able to produce usually do two things: either rinse and repeat a strategy that worked in the past but doesn't work now or focus on making fast fixes or gimmicks. If you want to hire the best talent, you have to get out into the market and find them yourself. Interrupt them from being successful already somewhere else and bring them in.  Don't just merely live to work, don't let it rule your life. Decide what truly matters to you and start investing time on those things. Give yourself as much of a break as is necessary and appropriate. Rest is just as important as work. Follow your principles like your livelihood depended on it. This is the case for many successful people right now.  “If we can lean in to the wisdom of our friends in the farmer community who still produce crops despite these uncontrollables, I think we have a better shot at year in and year out consistently getting our sales numbers” - Nigel Green  Connect with Nigel Green: Website: https://www.nigelgreen.co/ Email: nigel@nigelgreen.co Try Our Proven, 3-Step System, Guaranteeing Accountability and Transparency that Drives RESULTS by clicking on this link: https://oneofakindsales.com/call-center-in-a-box/ Click on this link to download a FREE digital copy of The Inside Sales Solution: https://form.jotform.com/212374882793164 Connect with Nancy Calabrese:  Twitter: https://twitter.com/oneofakindsales Facebook: https://www.facebook.com/One-Of-A-Kind-Sales-304978633264832/ Website: https://oneofakindsales.com Phone: 908-879-2911  LinkedIn: https://www.linkedin.com/in/ncalabrese/ Email: leads@oneofakindsales.com

Rick Mountcastle served as a federal prosecutor for more than 32 years, first at the Department of Justice and later at the U.S. Attorney's Office for the Western District of Virginia. As a senior trial attorney in DOJ's Criminal Tax Enforcement Section, he prosecuted criminal tax cases throughout the United States.  In 1993, Rick was awarded DOJ's highest honor, the Attorney General's Award for the Trial of Litigation, for his work as the lead prosecutor in the trial and conviction of a Russian organized crime leader and his associates for a multi-million dollar motor fuel excise tax scheme, United States v. Balagula, et al., in the Eastern District of New York.  While at the U.S. Attorney's Office from 1995 through 2018, Rick served in numerous roles, including as  a criminal division Assistant United States Attorney (AUSA), a civil division AUSA, the chief of the civil division, the First Assistant U.S. Attorney, the Principal Deputy U.S. Attorney, and the interim U.S. Attorney. He was the lead prosecutor on several high-profile health care fraud cases, including the first Purdue Pharma prosecution (featured in the Hulu series “Dopesick"), the criminal and civil false claims prosecution of Abbott Laboratories for the fraudulent marketing of the anti-epileptic Depakote, and the Universal Health Services, Inc. False Claims Act litigation.  Rick previously served four years as an active duty Army JAG officer and 24 years as a National Guard and Army Reserve JAG officer.

Suzanne Webb started her career in healthcare at Universal Health Services more than 3 decades ago. She's the founder of Exclusive Surgery Solutions, a surgery benefit for self-insured employers that focuses on offering a bundled surgery product. In this episode, Suzanne talks about the dos and don'ts of healthcare insurance by employers and the benefits of using a surgery benefit like Exclusive Surgery Solutions. Listen in to learn the importance of using the Ambulatory Surgery Center as a patient to avoid infections like Covid during surgery. You will also learn how to plan and prepare for an exit strategy that also benefits your clients. Key Takeaways: How to pivot your business during a crisis to remain relevant Ensure your quality healthcare by checking your doctor's certification and a hospital's infection rate Stop fully depending on health insurance brokers and accepting what they tell you as an employer How to make the right decision for yourself and clients when planning your exit strategy The importance of attending as many trainings as you can to become an expert in your field of business https://TrailBlazersImpact.com

This episode features Marc D. Miller, President CEO at Universal Health Services. Here, he discusses UHS, what he's learned during the COVID pandemic, and a lot more.

Celine Williams is the Founder and Chief Strategist at reVisionary. She is an entrepreneur, coach and keynote speaker on the subjects of innovation culture and change management. Celine also hosts two podcasts: @canadaspodcast and the Leading Through Crisis Podcast. In the great show you will learn about: What a culture engineer does and why its central to success in any organization. The things that could hold us back from developing a great culture. What a culture of innovation is, and how to I create it. How culture has changed though the pandemic. Join our Tribe at https://leadership-hacker.com   Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA   Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services   Find out more about Celine below: Celine on LinkedIn: https://www.linkedin.com/in/celinewilliams/ Celine on Twitter: https://twitter.com/reVisionary_ca Celine's Website: http://revisionary.ca Celine on Facebook: https://www.facebook.com/revisionary.ca   Full Transcript Below: ----more----  Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.   Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you   Celine Williams is a special guest on today's show. She's the founder of Revisionary. She's an executive coach, culture strategist and expert in leadership development, as well as being a public speaker. But before we get a chance to speak with Celine, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: While mulling over my weekend coffee, it came to me and I wondered if we could do some research to find out which of the organizations across the globe had the most loyal and dedicated staff, and which of those that didn't. Good employees are a valuable commodity for any business. Hiring training and cultivating top-notch workers takes an investment of time and money. So a loyal workforce is a big plus for employers. So how to companies with similar lines of businesses compare when it comes to typical employee tenure? Why do employees stick around at certain companies and then jumped ship at another, is it all about pay or is it about working conditions? Well, let's dig into a few. In the world of finance. We're going to compare two companies, AIG and Visa. We've all seen the movie Wall Street and finance is cutthroat and fast-paced industry to work in, but even though they've had their share of bad press over the years, AIG boasts superb employee tenure, almost three times, as long as visa. The average employee tenure at AIG is five years where it's 1.8 at Visa. And even though Visa employees report higher satisfaction rates and earn significantly more than their peers at AIG. Folk at AIG have less stress and are more satisfied. So let's have a look at the healthcare sector. Tenet Healthcare Corporation, and Universal Health Services are two of biggest healthcare companies in the U.S. Each employee is around 60,000 employees, but those that work at Tenet genuinely spend 4.6 years with the company while the typical UHS employee only clocks in at around 1.8 years, stress levels at each company appear similar, but Tenet employees can earn more and report higher job satisfaction. When we get to technology, the global powerhouses of Microsoft and Google battle out. The software developers and engineers at tech companies rely on are really in demand and always well compensated for their skills. And many of the jobs that are around in these organizations didn't exist a handful of years ago. So it's no surprise that the techies report short 10 years across both organizations. The average Microsoft employee sticks around for four years. A lifetime when you compare that to its archrival at Google, where the typical employee stays with the company for just 1.1 years, of course, Microsoft has been around since 1975, more than twice as long as Google. So they've had time to develop more long-term employees and develop a more refined attraction strategy. And when you look at the manufacturing sector, some really interesting stats come out, Eastman Kodak, boasts the most loyal employees on our list. The typical worker spending 20 years on a job, given the bad press that came with Kodak's massive drop in profits and revenue, those that stuck around continue to stick around, compare that to the folks that build trucks at PACCAR Corporation, where the median employee tender is only one year, even though employees seem to earn significantly more money and report lower stress levels. And so the leadership hack here is, it's not about salary, it's not about stress, it's about your whole environment. And therefore the better the environment is, the more likely your employees will stick around and contribute to significant and better outcomes for you and your organization. That's been The Leadership Hacker News. We'd love to hear whatever it is that's on your mind. So please get in touch with us in your usual ways, by our social media channels. Start of Podcast Steve Rush: Joining me on the show today is Celine Williams. She's a founder and chief strategist at reVisionary. She is an entrepreneur, coach and keynote speaker on the subjects of innovation culture and change management. And she also helps two podcasts, Canada's podcast and the Leading Through Crisis Podcast. Welcome to the other side of the mic Celine. Celine Williams: Thank you so much. I'm excited to be here Steve. Steve Rush: I'm super excited to have you on the show. I particularly love having other podcasters come and share their stories because you'll know as I, we have the beautiful gift of speaking to so many people, it just gives us more context and more stories to share. So I'm looking forward to getting into it. Celine Williams: Absolutely. Steve Rush: Tell us a little bit about you and how you ended up doing what you're doing? Celine Williams: So, I always say it was a long and winding road to get to what I'm doing now. I did not follow any sort of linear path, and I think it's important to acknowledge that because there are people who have a very linear path and there are those of us who don't and both are equally as valid and important and interesting as far as I'm concerned. So both of my parents were immigrants and entrepreneurs. And so I grew up with parents who ran their own businesses, very different businesses but neither of them ever worked for someone else. And so when I was very young, that was kind of part and parcel. I didn't necessarily think I had to work for someone else or be an entrepreneur. I had that kind of a lens on how life could be. And so my first job, if you like to call it outside of like teenage jobs was I actually ran my own tutoring company for a number of years. And which was fun and helped me build a business pre-internet days for those of us that remember that. Steve Rush: Yeah, just about. Celine Williams: Before all of the like internet marketing. It was such a different beast when I went back into the world of entrepreneurship. Because I did that for a few years, sold the IP that I'd created for that company. Because I created some programs and actually then went and worked in the corporate world for 11 years and stepped completely out of entrepreneurship into an organization in a very niche kind of area of focus and had a number of roles in my time there, I worked in five very different areas. So I worked in HR, I worked as a project manager, I always joke I was the world's worst project manager, but legitimately I was the world's worst project manager. I'm not detail oriented enough to be good at it. I was just good at the people side of it, like getting people to help me out. Steve Rush: There should be almost a role for that! Celine Williams: I know. Steve Rush: Project manager/people sidekick role. Celine Williams: Yup, that would have been my role because actual project management, I was not good at. And then I did change management, which I was better at because it was more people oriented. And then stakeholder engagement and communications roles. I kind of did a number of those things over the 11 years that I was in corporate. And at that time I was, you know, I was running teams and had people reporting into me and I started coach training and I was like, I like this. And I like working with people in this way and I'm fascinated by human brains and what people are up to. And I absolutely hated working in the company that I was in and the corporate environment I was in because of the culture, things that you learn in retrospect is understanding that I stayed as long as I did because I liked the managers, the leaders I had. And I liked the people I worked with day to day, but the overall organizational culture was really toxic. And so I left and stepped into coaching and starting my own business and figuring out being an entrepreneur when the internet was a thing and everyone was throwing all of the different ways to be an entrepreneur at you and made one thousand mistakes and also managed to have some successes along the way. And now I get to have more fun than I've ever had in my life doing the work that I do. And I work with incredible organizations and leaders and we do culture design. And so we, you know, work with organizations around being very intentional and specific with their culture and how to put it into action and make it something that is tangible and real for the people in the organizations. And I work with, very people focused organizations. And I work with leaders who are very committed to being the best leaders that they can be in a meaningful way for the people around them. And yeah, and that is the journey to why I do what I do now and how I was one of those people who was an entrepreneur before I ever thought about working in corporate, just out of the way that I was raised and what I saw around me. Steve Rush: Yeah, and did you realize that in your early days, that entrepreneurship was a thing or you just going with the flow of what felt right intuitively for you. Celine Williams: I don't think I really realized it. And parts of that is, that my parents would never have called themselves entrepreneurs. That's not language that they used. It wasn't popular language and the way we use it now in the seventies and eighties. So my parents weren't saying, you know, I'm an entrepreneur. My dad owned a business and my mom owned business. And because they both did it, I didn't really have the connection of parents who go out to an office to work every day, in that way. They both had, you know, businesses that were based in the house and went out to different. Like my dad had a very specific role in construction. And so he would go out to job sites and he would go out to other places, but his office was in the house. I didn't really have an awareness of it. And it wasn't the language that was being used. So when I started, you know, tutoring business, I'd worked for a tutoring company in University, because quite frankly, the money was better than anywhere else. So I was like, oh, I could make under $7 an hour working at any other place, or I can make 25 to $30 an hour working at a tutoring company. Steve Rush: Yeah, not a tough call really. Celine Williams: No, and then I realized that they were charging each child $50 an hour. And I was working with four kids at once and I was like, what am I doing? And that's why I started my own business. To me, it was like, well, this makes more sense. And I just knew it was an option. Because my parents, without the language were running their own thing as well. Steve Rush: And you share in that continued tutoring via the medium of podcasts, teaching and sharing goodwill and insights around the world, but you've run Canada's Podcasts. But also if ever there was a time for one in the last two years, Leading Through Crisis Podcast. Celine Williams: Yeah. Steve Rush: Pretty timely, right? Celine Williams: Yes, so Canada's podcast, there's a group of us who host for different parts of Canada because we have enough different parts of Canada that one person couldn't do it all. It's a network and I host for Ontario cause I'm based in Toronto which is a lot of fun and it's a great, you know, it's great to get to share the stories of Canadian entrepreneurs, but leading through crisis is really my baby in the sense that it started sort of at the beginning of the pandemic, unfortunately and fortunately I had another podcast idea and I kept getting requests from people I worked with or had worked with around where can we listen to conversations that, you know, are timely and about how we lead in these challenging times and what that looks like. And not just there's one way of doing it, but how people have done it and their experiences. And I thought, well, I know some awesome people. I'll do this, like, you know, short-lived kind of timely podcasts and have some conversations and put it out there. And it just seemed to work and it connected with, you know, an audience and I've continued to do it. And it's incredibly fun and interesting to get, to talk to people in different environments, in different ways, with different backgrounds who are sharing their stories of either how they have led through challenging moments and moments of crisis or how they have worked with people. Who've done it in different ways, and it's fascinating and its lots of overlap and lots of different perspectives. Steve Rush: And of course, crisis notionally is actually quite subjective, isn't it? Celine Williams: Yeah. Steve Rush: So for some people, crisis can be “every day” just dealing with simple small tasks, whereas it doesn't have to be a global pandemic. Celine Williams: No, and I love that you said that Steve, cause it's one of the things that I say is, that the tagline is leading, you know, leadership in challenging times because it doesn't have to be my definition of crisis. My definition of crisis is, basically change because I think that when people think about, and by the way, I'm not opposed to change. I'm actually someone who has probably more capacity for change than the average person, and I think it's great. And even with, for myself, I know that my initial reaction to change is often like, oh, what are we going to do about this? And that is that crisis moment. And I think it's important that I allow people to define it for themselves and what it means to them. And we start from there, it's not me saying it has to be one way because everyone is different and that is part and parcel of the conversation. Steve Rush: It is, yeah, definitely so, so I remember when you and I first met, you described yourself to me as a culture engineer, which I love the concept of engineering culture, by the way. So a lot of our work that we have to do with is going to be centered to whether a culture is going to be enabling or holding back performance on people. So how would you go about firstly, just defining culture? Celine Williams: So, you know, I think the briefest and most basic explanation and, you know, many people have heard this, as it's the how we do things around here. And it really is the values and norms and expectations that are in practice. And I say that in practice is really important because a lot of organizations have culture, I'm air quoting, you can't see me, air quote culture that are, you know, they're words on a wall, right? They are, here's what our values are. Here's how we do things. Here's what we think of, you know, showing up with each other, how we treat each other and that's not actually in practice. And I see that, I wish I could say, I saw that less than I do, but I see that all the time, that the minute you start to talk to people in the organization, they're like, that's not how this works. We don't even see the leaders doing that. And so for me, the culture is yes, those things, the values, the norms, the expectations, and the behaviors. And most importantly, the behaviors, right? How this shows up in action, because the worst behavior that an organization is willing to accept, that's the bar of their culture. If you accepted behavior, if you let it continue in one person, that's the bar you've set for your culture. And if that's not, what the words on your walls reflect, then you don't have the culture you think you have. Steve Rush: I love the way you call out the words on the wall, because most of us can associate when we see organizational culture in often things like Z cards or posters, things that are around us to demonstrate what the culture is. But actually there is often a lost translation between those imagery in the marketing collateral. Then the behaviors that go on inside an organization, and the wonder what you think the reason could be behind that? Celine Williams: Well, I think there's a few things. One, I think culture, it's a buzzword in a lot of ways. And so organizations, you know, we'll hire someone or do something themselves where it is designed to make them more appealing to potential employees, you know, in the world to competitors, whatever the case may be. And it becomes aspirational. So because it's a buzzword, there's an aspirational side to culture. And that's the words on the wall is, we're just going to put something together, that sounds good. And it's like maybe loosely based on what we hope it will be, so aspirational as well. In my opinion is a big piece of it. One of the other things is that if leadership is involved in designing the culture or putting together that language. They are often, especially executive leadership, really disconnected from the actual lived organization and the actual lived culture. So, they genuinely think that their experience with the eight people that they interact with on a regular basis is everyone's experience, and that's just not the case. And we often find that you get to, you know, middle management, whatever it is, and that's where the experience of culture shifts dramatically. So if leaders and organizations are not speaking to the people who are below, at and below that middle management level, then they don't actually know what the lived experience of the culture is. And so, it's well-meaning, it's just not accurate. Steve Rush: Yeah, I see that too, and the other aspect of that as well, I guess, is that if it's not created bottom up, as well as meeting the top down aspirations, that's also, I guess, where it gets a little bit lost in translation. Celine Williams: Absolutely. It has to be, you know, when we go in and we do culture engineer, you know, engineer culture, we design a culture with a company. One of the things that I insist on, I've learned to insist on at this point is that yes, we will 100% talk to the senior leaders and get their perspective and hear what they want the culture to be, hearing what they think it is. And if there's not an appetite for us to also survey and have conversations, not just a generic survey with people in the organization, different parts of the organization at different levels of leadership, individual contributors, if they're distributed from different, you know, in office, out of office, whatever, if we are not getting an actual breadth of input, then we will not do the work because then it is words on walls. And I'm not interested in that. Steve Rush: Yeah, and equally nor would be ironically yeah. Vast majority of the employees in the organization. Celine Williams: Right. Steve Rush: Yeah. Celine Williams: Right, and that's just it, if it's not serving them, then what is the purpose of it? Steve Rush: Yeah. Celine Williams: Because then it's not really about, you don't really care about culture and that's okay, but then let's just admit it. Steve Rush: So what are the things, the traps if you like? That hold back organizations from truly developing a great culture that they seek? Celine Williams: Well, I would say, I think one of the biggest ones, there's two, I'm laughing because there's two that immediately came to mind. One of the biggest ones is looking at a different organization and saying, we're just going to copy their culture. You can't copy another organization's culture. And so that holds us back from actually designing a culture and creating a culture that works for our organization, our people, our team. Every organization's culture is different because there are different people in every organization. So to look at, you know, in North America, it's often Zappos or Google or Facebook, or, you know, one of many other big names that are known for their culture and companies say, I want to do that. And they try and copy it. You can't copy it. And that really is a big detriment. And it holds the leaders, the organization and the people back from stepping into what their culture could be because they get stuck in someone else's idea of culture. And then it never is that, and they, you know, kind of spin out on the fact that they're not getting what they want to get, or it's not looking the way they think it should look because it looked that way for Google. The second thing I would say that's really big is that people think that culture is events or a ping pong table or lunches or whatever. And they get stuck in the, these are the fun things we do that mean we have a great culture and miss entirely the day to day importance of how culture shows up. And that happens again, way more consistently than I wish I saw happening. But it's real, right? People think it's the fun stuff. It's the event. It's those moments that make the culture and it's like, well, your culture is actually your day to day. And shows up when things go wrong. If when things go wrong, people aren't behaving the way you want them to behave, things aren't going the way you want, you know, you think you want them to go, then that ping pong table doesn't make a difference. Steve Rush: And I've been party to a number of different change programs where ping pong tables and other fun stuff were introduced, but it isn't the materials or the processes that change culture, it's behaviors, isn't it? Celine Williams: A hundred percent, but it's a lot easier and a lot faster to buy a ping pong table or to have Friday lunches or, you know, whatever the case may be than it is to do the work on the behaviors. Steve Rush: Particularly, if you buy a ping pong table and then shout at the people playing ping pong, because they're making too much noise, that kind of stuff doesn't work, does it? Celine Williams: No, and it's real. It's definitely real. Steve Rush: It's happened in my space. Let's put it that way. Celine Williams: Yeah. Steve Rush: So having some of those quirky themes and designing new ways of working are all part of innovation. And that's definitely something that we need to tap into. Because actually that can sometimes change behaviors. But when it comes to innovation culture, how would you go about creating the space so that people can be innovative, that then can then inform the culture? Celine Williams: So I think the two most important things are vulnerability and failure. You have to create space for people to be vulnerable and to be okay with them. And this is like, I'm going to use Brene Brown's language for this, but that messy middle where it's not going to be perfect. People are going to say the wrong thing, do the wrong thing sometimes, step into awkward conversations, not know the results. That level of vulnerability has to be encouraged because without that, we can't be comfortable failing. And the way that we step into cultures of innovation is being vulnerable with each other so that we are okay with failing and that we embrace those failures and failures, bigger or small, mistakes, missteps, all of that. That's what I'm putting in the language of failure, but we have to talk about it. And we have to be very open about it, many, many individuals, but also organizations have a lot of shame around making mistakes and we try and cover them up and we try and hide them away. And we try and, you know, blame other people, you know, we get defensive about them, whatever the case may be. Individually teams, cultures that is built into many, many, many organizations and without the encouragement of vulnerability and the ability to step into that meaningfully, that doesn't change. And it's not one or the other, because we can sit at a table and say, failure's great. Let's share failures and let's be as open as possible. But if we haven't created a safe space for people to be vulnerable and to really open up about it, it doesn't happen. Or they bring things that aren't the real failures and the real mistakes that matter. And, or they struggle to learn from it. And they struggle to reframe it into what the lesson is and what the possibility is. And they get stuck in the actual mistake or thing that hasn't worked out the way they want it to work out. And so I think those are the two most important things that organizations need to work on when it comes to creating cultures of innovation and in some parts of the world, as an example, in some parts of the world, some pieces of those are easier and some of them are harder and that's real. And so it's starting from where you are, where your organization is, where your leaders are and moving and taking the steps forward. You don't have to go from an organization where no one's connected to each other and no one's open, and it's very formal to, you know, everyone is weeping on each other's shoulder and knows everything about each other overnight because now we've embraced vulnerability. There are steps to take along the way, and those steps move all of the innovation forward and they move everything forward and in a meaningful way, when we're on that journey Steve Rush: Can we go there, and how about explore around some of those steps? Because as you were talking, what I was thinking to myself was, “vulnerability is an integral part of shifting the culture”, but if the culture isn't right, that doesn't allow me to be vulnerable. How do I break that cycle? Celine Williams: Well, I'm going to become…. Steve Rush: A bit of a deep question, right? Celine Williams: No, it's great. I'm going to be a bit of a Brene Brown pusher right now. Because I think this a lot of what she talks about is exactly in this space and that is, you know, it takes courage. It takes courage to be vulnerable. And I think the challenge or the struggle can be that courage, that vulnerability in a larger setting in bigger groups is what holds people back from doing it at all. And I think that the more we can create spaces of safety, spaces of vulnerability, even if it's with one other person at a time, the more we can start to step into the vulnerability and the courage that it takes to be vulnerable. And it is a lot easier for senior leaders for executives to lead that charge and model it. I recognize that than it is for other people. So for any senior leaders and executives who are in organizations or in cultures, that don't really feel that safe or don't have that level of vulnerability, you know, this is a call to arms to be courageous and open it up and make that space for your people because it is a lot scarier for individual contributors or middle management to start and lead that charge. Steve Rush: Yeah, you also need fast followers behind you, don't you? So behind you is probably the wrong word, “with you” is probably the right word. So you demonstrate vulnerability. You want other people to do it super quick. So you create a movement of people that are helping others. Celine Williams: Yeah. Steve Rush: Feels safe. Celine Williams: And I think that when we lead by example, we find that faster than we think we are going to. And the scary part is the stepping into leading by example when no one else is doing it. Steve Rush: Right, yeah. So how do you think culture might have changed generally? And this is a big generalization through the pandemic and over there the kind of last 18 months, two years? Celine Williams: Well, I think there's a lot more awareness of the fact that the things that we thought were culture, a lot of things that a lot of people thought were culture like the ping pong tables don't matter nearly as much as they thought they did. Steve Rush: Or at all. Celine Williams: Or, at all, exactly. And I think a lot of people and organizations and leaders realize that the realities. I'm going to put it this way. What they thought was their culture was not actually their culture because the minute that people were not in the same space, day to day, everything went awry to put it that way. And so I think that there is a, I think people are more interested in the realities of culture now, and they're thinking about it in meaningful ways. I think that people realize that even the non-event parts of their culture was really dependent on being in person. And the hybrid way of working where, you know, distributed, some people are remote. Some people are in office. So, you know, whatever the specific cases may be is here to stay. And I think that the idea of culture has changed dramatically because of that, because what you would do in person doesn't necessarily work with people who are at home. So how do we help people feel connected and safe and like they belong when we're all in different places. I think that the idea of belonging has become, you know, a much bigger topic of conversation in the past 18 months inside of the culture conversation, belonging and safety, because especially in North America, there has been, you know, if you remember to a year, last summer. Not the summer that just passed, but the previous summer, there was a lot that happened culturally. And you know, in various parts of the United States and Canada, and that changed the conversation dramatically because it affected people at work. And so I think that the realities of mental health have become a bigger part of the conversation around culture. And I think that what people are willing to accept in the ways they work and in the cultures they're looking for has changed. And it's why, you know, people are talking about the great resignation, the language all over, you know, HBR and whatever you're reading right now. Steve Rush: Right. Celine Williams: Because people want to work for organizations that care, people want to feel like they matter, people want flexibility. And that is part of culture, your culture can enable that, or disable that. Steve Rush: And I suspect if we did a survey in a year or two's time, and look back on the organizations who did not suffer as a result of the great resignation, they would have strong foundations of belonging as part of their culture. Celine Williams: Absolutely, I would completely agree with that, and it's belonging and flexibility where there meeting people, where they're at and people know that they matter. And that they're cared for. That is huge right now. Steve Rush: Yeah, it certainly is. So I'm going to change tact a little bit now. Celine Williams: Yeah. Steve Rush: Going to hack into your leadership brain. So having led startups and other organizations, as well as the firm that you run now and having opportunities to hack into other's minds, I'm going to try and distill your top three leadership tips now. So what would be your top three leadership hacks Celine? Celine Williams: So I already said this one, I'm going to repeat it because it bears repeating. Lead by example, so it sounds so, so basic. And it's so challenging when things are hard to actually lead by example. But I think a lot of people, and a lot of us do this, we read books, we consume information, we listen to podcasts. We think about the ways things should be, but we don't actually put them into action and we don't try them. So leading by example to me is probably the number one leadership hack. And that means you're embracing failure. I joke all the time that I am the master of trying things out and they don't work and being like, well, I did a thing. It didn't work. Here's what I learned from it. Let's move on. And I share it because I think it's really important to put things into action and to try and to lead by example, you can't expect the people around you to do it if you're not doing it. So that would be my number one thing. The second thing I would say is to be positive, but not be toxic, not be toxically. I'm making a word up for you, positive, so avoid toxic positivity. Seeing the potential in things, seeing the lesson and things stepping into that space is really important. And we know that it matters for cultures, that there is a real lens of positivity in the leadership and in the culture itself. And let's not overcompensate and not be real and vulnerable by being toxic about the positivity. Everything is not fine all the time. It's not going to be fine all the time. It doesn't have to be perfect. It is okay to acknowledge the reality of things while still holding in your mind, the potential that this could work out in all of these ways. And here's the lessons inside of it. So, you know, being positive, but not toxic about it would be my second thing. And the third thing, and this is the thing that has probably made the biggest difference to me over my life and is probably the thing that the leaders that, you know, the executives I coach now, they come to me for more than anything. And that is get perspectives that are not the same as yours and work those perspectives into your decisions and how you show up. It doesn't mean you have to agree with them when you get other people's perspectives. Understanding another person's perspective does not mean you agree with it. The more we can get different perspectives. The more we can think about how other people are thinking, how things are going to land differently, the better and more effective we are as leaders. And unfortunately, many of us who are leaders are surrounded by people who think the same way we do, and we create a confirmation bias and we create a cycle that is not actually balanced and is one perspective over and over again. Steve Rush: I love that last hack. Confirmation bias plays out so much,  I've heard it called confirmation bias, motivated reasoning, we're actually unconsciously just looking for endorsing our own mindset rather than flipping it and taking it other's perspectives. Because that's what we really learn and grow, isn't it? Celine Williams: Absolutely. And, that's, you know, it's really easy to work with people who think the same as us. To be surrounded by people who think the same of us, same as us to not be challenged about the things that we're saying. So we look for it and healthy discomfort, healthy tension is where we often learn and where all the growth is. Steve Rush: Right. Next part of the show, we call it Hack to Attack. This is typically where someone hasn't worked out at all, maybe have gone wrong, but there is some learning there. And it's now a positive in your life and work. If you had to call out one event, what would be your Hack to Attack? Celine Williams: I have so many of these. I have so many of these, but here's the one that I would say. And this is kind of an entrepreneurship and you know, questioning assumptions one. When I stepped back into the world of entrepreneurship and I left corporate and I started coaching, I was very focused. So I worked in healthcare slightly more technical than that, but I worked in version of health technology for 11 years. So when I left that world and I started coaching, I was like, well, I'm going to coach people who work in health care or health technology, because that's where all my experiences is, and I know that world and that's going to make sense. That did not go as planned. I hated every minute of it. I struggled to get clients to keep clients. I was absolutely miserable and it wasn't until I really, first of all, burned through all my savings. When I tell you, I have made every mistake in the book, I promise you I've made every mistake in the book. It wasn't until I had burned through all my savings. And you know, was like, I just hate every minute of this, that I took a step back and was like, oh, I assumed that I needed to be doing it in this way. Cause I had all this experience. I assumed these are the only people who would actually work with me. I assumed all of these things. And when I reframed that and started differently and approach things differently and, you know, got rid of what I thought it should be and how it should look. And these were the steps I should take and did it differently. That's where I found success. And that's what I've learned from is that, leaving the shoulds behind, leaving what I assumed things were or what I think they should be. That holds me back, and there's no lesson in that when I discard that, that's where the opportunities have come from. And I continue to remind myself of that constantly. Steve Rush: Brilliant. “Should”, really toxic word, isn't it? Celine Williams: Yep. Very, much so. Steve Rush: Yeah, last part of the show is we get you to do a bit of time travel and you able to bump into Celine at 21 and give her some words of wisdom. What would your advice be do? Celine Williams: Stop caring so much about what other people think. Steve Rush: Nice. Celine Williams: First and foremost cause that was definitely it. I'm going to go back to the shoulds, that things don't have to look the way you think they should look in order to get you where you want to be and embracing the differences and embracing the unknown as early as possible is going to serve you well, because that was a challenge for me. Now, it feels easy because I have many years on that 21 year old. But at that point, you know, caring what people think and the shoulds has really held me back. Steve Rush: Yeah, great advice. So Celine, if folk wanted to get hold of information and insights about the work you're doing, maybe tap into your podcast, what's the best for us to send them? Celine Williams: Absolutely, reVisionary.ca is my website. It will be updated at some point soon. It's a little out of date, but it's a great place to connect with me or leadingthroughcrisis.ca you can message me there and that's where my podcast is hosted. Steve Rush: You do quite a lot of promotion via LinkedIn as well. So we'll make sure that those links as well as your podcast links are all in our show notes. Celine Williams: Thank you. That would be perfect. Steve Rush: I always enjoy chatting with you and you know, we share a lot of common interests around the whole concept of change in culture. And thank you for sharing some of your stories and some of your wisdom as part of The Leadership Hacker Podcast. Celine Williams: Thank you for having me, Steve. It was great chatting with you. Steve Rush: Thanks Celine. Closing   Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers.   Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler there: @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.      

On September 27, 2020, Universal Health Services, spanning 400 facilities, which oversees The George Washington University Hospital, was the victim of the largest ransomware attack on a health care system in US history. In this episode, Dr. Courtney Paul recounts his experience and shares an action plan and resources for institutions to be proactive in anticipating a cyberattack.

Every year, FAH joins mental health organizations and other proponents across the U.S. and around the world to raise awareness of suicide prevention during September, National Suicide Prevention Month. As society continues to struggle with COVID-19, there has been much discussion of the adverse psychological impacts of social distancing isolation and being away from loved ones. In this episode, Chip is joined by Karen Johnson of Universal Health Services and they discuss a wide range of topics from the ways COVID has affected the psyche of children and how to reemerge back into society after lockdown to what Universal Health Services is doing to help prevent suicides and the importance of celebrities sharing their struggles with mental health.

Cedar Hills Hospital Military Program Dear Military Service Member, Family Member or Veteran: I would like to take this opportunity to welcome you as our guest to The Military Program at Cedar Hills Hospital, a part of the Patriot Support Programs at Universal Health Services. Since 2009, The Military Program at Cedar Hills Hospital has provided care to hundreds of service members, family members and Veterans. As you become involved in your treatment program, we are very interested in your feedback about how well we are meeting your needs. In light of this objective, we will ask you to complete a Patient Satisfaction Survey at the end of your stay. The information you provide is carefully reviewed and analyzed for incorporation into the performance improvement activities of the hospital and outpatient services. It is the policy of The Military Program to explain at the time of admission the patient advocacy policy and procedure to the patient and their families and/or significant others. Please be advised, if you are an active duty service member, your Commander will be involved in weekly communication during your treatment. Additionally, we will ask you to provide written consent to release information about your treatment to family members and friends. We welcome you and trust you will find a health, hope and recovery at The Military Program at Cedar Hills Hospital. Respectfully, Mario Bolivar, Jr., LCSW Director

 Ep 38 – Psychological and Practical Pitfalls in Family Business Transitions. During Episode 38 of The Family Biz Show, we talk to Dr. Steven Rolfe* & Renee Fellman* about business problems & family dynamics.  Major challenges that can occur in transition of the family business  Chicken or the egg? What the symptoms of those challenges could look like  How to create a family game plan to manage transition  The crossover that exists between turnarounds & transitions    This Weeks Guests  Renee Fellman*  Renee Fellman is an award-winning turnaround expert who has rescued multiple family businesses from the brink of disaster. In demanding situations, she has:    *   Spearheaded the planning and implementation of strategic, operational and financial improvements    *   Created product, process and culture change    *   Designed and installed management accountability systems    *   Recruited and built high performance teams    *   Cleaned up acquisitions-gone-bad    *   Enhanced family relationships    *   Led succession planning, including hiring three non-family member CEOs    *   Worked effectively with all-family-member boards of directors  Renee has been a speaker at the international conferences of the Family Firm Institute and Turnaround Management Association and has been featured in and/or written articles for national and international publications.  Currently, she is an Executive in Residence at the Technology Association of Oregon and writes a quarterly national column for the American City Business Journals.  For additional information, please visit her website. Steven Rolfe, M.D*   Dr. Rolfe, Founder and Managing Principal of Rolfe Advisory, has dedicated his career to understanding human behavior, motivation and conflict management. His expertise enables him to help clients reflect on their priorities and behaviors, leading to improved productivity and effectiveness. He has advised executives at all levels of organizations to develop the psychological acumen necessary to lead, strategize, and negotiate on behalf of their company successfully. To his clients, Dr. Rolfe is a trusted confidante, initiating practical conversations on the dynamics and challenges of leadership and other aspects of corporate life.  CONSULTING WORK  Dr. Rolfe has served as Principal of the Boswell Group LLC since 2004.  He advises CEO's, corporate directors and other senior business leaders on psychological and interpersonal aspects of management and leadership. He has worked with investment professionals; equity, derivative and bond traders; entrepreneurs; venture capitalists; corporate attorneys and leaders of nonprofit institutions. His clientele represents a wide range of fields, including finance, real estate, law, entertainment, medicine, engineering and pharmaceuticals. A current focus has been working in the health care sector – coaching physicians and executives in health care organizations, pharmaceutical companies and medical start-ups. Dr. Rolfe has been a Senior Associate with the Kets de Vries Institute (KDVI), an international management consultancy based in Paris, London, Asia and the Americas. In his work with KDVI and INSEAD, Dr. Rolfe has participated in coaching the Fellows of the World Economic Forum, and has served as a group executive coach for NGO's with INSEAD's Global Leadership Center (IGLC). Since 2011, he has served as an Executive Coach in the McNulty Leadership Program at Wharton at the University of Pennsylvania.  CORPORATE & HEALTHCARE EXPERIENCE  Prior to his consulting work, Dr. Rolfe's corporate administrative experience in the health care sector spanned 20 years. He has served as the Medical Director for a range of clinical services in for-profit and not-for-profit settings, including First Hospital Corporation (now ValueOptions, Inc.), Universal Health Services, the Psychoanalytic Center of Philadelphia's Adult Psychotherapy Program and Division of Consultation and Evaluation Services, the Preteen Program at the Horsham Clinic in Ambler, PA and the Children's Program at Friends Hospital in Philadelphia. In these capacities, Dr. Rolfe developed and directed psychiatric in-hospital and day-treatment facilities. He has lead and supervised multidisciplinary teams, often in the context of considerable downsizing of resources.  EDUCATION & FORMAL TRAINING  A Philadelphia-area native, Dr. Rolfe received his B.A. in Comparative Literature from the University of Pennsylvania and his M.D. from Tufts University School of Medicine. He completed Adult Psychiatry training at Tufts University Affiliated Hospitals, and a Child Psychiatry Fellowship at McLean Hospital in Belmont, Massachusetts. He was Clinical Instructor in Psychiatry at the Harvard Medical School. He completed psychoanalytic training at the Psychoanalytic Center of Philadelphia, where he is currently a faculty member. In 2009 he earned his Certificate in Family Business Advising from The Family Firm Institute, and has pursued his interest in developing and working with family councils and owners as they consider transition and succession planning.  MEMBERSHIPS  Dr. Rolfe is a member of the Psychoanalytic Center of Philadelphia and the American Psychoanalytic Association, where he serves as Co-Chair of the Comittee on Organizational and Corporate Consultation. He is  a member of the American Medical Association, XPX Exit Planning Exchange, Attorneys for Family-Held Enterprises, the Family Firm Institute, and is a former member of the Board of Trustees of the Rosenbach Museum and Library in Philadelphia.  ------ Michael Palumbos is a registered representative of Lincoln Financial Advisors Corp.   Securities and investment advisory services offered through Lincoln Financial Advisors Corp., a broker/dealer (member SIPC) and registered investment advisor. Insurance offered through Lincoln affiliates and other fine companies.   Family Wealth and Legacy LLC is not an affiliate of Lincoln Financial Advisors Corp.  *Not affiliated with Lincoln Financial Advisors Corp.    CRN-3672491-071421

It was supposed to be a regular weeked ... ... and then their computer systems tanked. Cyberattacks are for real, and they are increasing at nearly 400%, and that's just cyberattacks on our government. The alarming frequency of these attacks, and the impact they have on the public at large are scary. So scary, we actually got our first 10 on the panic scale. Imagine, being able to control the fate of hundreds, or even thousands, of lives with the push of a single button. That's what we have going on here. Just ask Universal Health Services--a hospital chain with 400 locations in the United States how scary that could be. The only question that remains is this: Should you panic? Listen to the episode to find out. Show notes: Source Article: https://www.nbcnews.com/news/amp/ncna1241254Music: Wait for Me by Jeff II Subscribe to Reason To Panic ™ on Soundwise

Our special Guest for today's show is Dr. Aisha Mitchell Washington, LCSW. She Is currently a Clinical Director at Behavioral Health Connections - Atlanta, a Universal Health Services, Inc. entity. She graduated from the University of Southern California with a Doctorate of Social Work. She published her dissertation about teen athletes and opioid addiction on ProQuest. She specializes in working with youth, families, and children. She is also well versed in behavioral health; forensics; medical social work; and domestic violence issues. Aisha also has a Master's of Science in Human Resource Management from Troy University. She obtained this degree to support organizations and top-notch employees. Dr. Washington strongly believes that the power of any organization is in the strategic planning, recruitment, motivation, and guidance of employees. She is described as a pragmatic, innovative social strategist. Dr Washington is experienced in providing transformational leadership. She is well-versed in using data analytics and trends to support business initiatives and increase patient intake and census, as well as promoting patient care and safety. Prior to that, Dr. Washington served as Social Services Chief at the Georgia Department of Behavioral Health and Developmental Disabilities. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/kelsunn-on-the-air/support

The CyberPHIx Roundup is your quick source for keeping up with the latest cybersecurity news, trends and industry leading practices, specifically for the healthcare industry. In this episode, our host Brian Selfridge highlights the following topics trending in healthcare cybersecurity this week: Mega fines and legal costs totaling more than $270m related to two breaches for health insurers Premera and Anthem. We break down the details behind the OCR penalties, state fines, and class action lawsuits. NIST releases the new NIST SP 800-53 Rev 5, the first overhaul of NIST 800-53 in over seven years. We discuss the major changes to the standard and its implications for healthcare entities. The U.S. Treasury Department's Office of Foreign Assets Control (OFAC) warns that it may begin to issue fines for organizations that facilitate payment to ransomware attackers. We discuss the difficult position healthcare providers face between patient safety and potential federal fines. Highlights from the ransomware breach of Universal Health Services this week that may impact its over 400 locations.

“All computers are completely shut down,” one Universal Health Services employee told WIRED.

Justin is back for another episode and we're again talking about a medical system that's been hit by ransomware. In what may be the largest attack on a US healthcare network, Universal Health Services had their entire US system impacted by a ransomware attack forcing staff to shut down computers and resort to pen and paper documentation. Justin and Zack talk about the implications of these attacks and then go off the rails discussing the vulnerabilities of US infrastructure and the possibility of an EMP destroying everything. You can read the article here: https://www.nbcnews.com/tech/security/cyberattack-hits-major-u-s-hospital-system-n1241254 Check out NuHarbor Security for complete cybersecurity protection for your business and a security partner you can trust. Website: https://nuharborsecurity.com Facebook: https://www.facebook.com/nuharbor/ Twitter: https://twitter.com/NuHarbor@nuharbor LinkedIn: https://www.linkedin.com/company/nuharbor/ Instagram: https://www.instagram.com/nuharborsecurity/

Justin is back for another episode and we're again talking about a medical system that's been hit by ransomware. In what may be the largest attack on a US healthcare network, Universal Health Services had their entire US system impacted by a ransomware attack forcing staff to shut down computers and resort to pen and paper documentation. Justin and Zack talk about the implications of these attacks and then go off the rails discussing the vulnerabilities of US infrastructure and the possibility of an EMP destroying everything. You can read the article here: https://www.nbcnews.com/tech/security/cyberattack-hits-major-u-s-hospital-system-n1241254 Check out NuHarbor Security for complete cybersecurity protection for your business and a security partner you can trust. Website: https://www.nuharborsecurity.com Facebook: https://www.facebook.com/nuharbor/ Twitter: https://twitter.com/NuHarbor@nuharbor LinkedIn: https://www.linkedin.com/company/nuharbor/ Instagram: https://www.instagram.com/nuharborsecurity/

In episode 141 for October 5th 2020: Universal Health Services is the latest victim of a massive hospital ransomware attack, the FBI issues new warnings about false claims of hacked voter information, and the top Android 11 privacy and security features. ** Links mentioned on the show ** Large US hospital chain hobbled by Ryuk […] The post More Hospital Ransomware Attacks, FBI’s Disinformation Warning, Android 11 Privacy Features appeared first on The Shared Security Show.

A Microsoft Major outrage, 911 went down, the 2nd Largest HIPPA penalty ever, Russian Hacker goes to Jail, and a Teenager hacked a school all this week. - arstechnica.com: Paying ransomware demands could land you in hot water - home.treasury.gov: Advisory on Potential Sanctions Risks for Facilitating Ransomware Payments - www.reuters.com: Universal Health Services says its network is 'still down' - www.wired.com: A Ransomware Attack Has Struck a Major US Hospital Chain - www.bleepingcomputer.com: Microsoft Office 365 is down in the USA, shows 'transient' error - www.zdnet.com: Office 365 outage with roll back failure ends after more than six hours - www.zdnet.com: 911 services down in multiple US states - www.govtech.com: Massachusetts Hospital Investigates ‘Data Security Incident’ - www.bleepingcomputer.com: Hackers leak files stolen in Pakistan's K-Electric ransomware attack - www.bleepingcomputer.com: Swiss watchmaker Swatch shuts down IT systems to stop cyberattack - www.darkreading.com: Russian National Sentenced to 7+ Years for Hacking US Tech Firms - www.zdnet.com: North Korea has tried to hack 11 officials of the UN Security Council - www.bleepingcomputer.com: Blackbaud: Ransomware gang had access to banking info and passwords - www.infosecurity-magazine.com: OCR Imposes $6.85M Penalty Over Data Breach - www.theregister.com: IT guy whose job was to stop ex-staff running amok on the network is jailed for running amok on the network - www.bleepingcomputer.com: The Windows XP source code was allegedly leaked online - www.infosecurity-magazine.com: Student Arrested Over Cyber-attacks on Indiana Schools --- 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/professor-cyber-risk/message Support this podcast: https://anchor.fm/professor-cyber-risk/support

In this episode of Top Stories with Jeff Lagasse: Cyberattack hits Universal Health Services, forcing shutdown of user access to IT applications; Anthem reaches $40M settlement in in 2015 cyberattack. Plus: Is the Apple Watch causing unnecessary healthcare utilization?Links to the stories:UHS hospital chain hit with apparent ransomware attackSo you've been hit with a ransomware attack. What now?Anthem settles 2015 cybersecurity breach for $39.5 millionApple Watch's abnormal pulse feature driving many unnecessary healthcare visits, Mayo Clinic researchers say

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup. What could possibly go wrong: Amazon/Ring's autonomous flying home security webcam Evil ransomware gang deposited $1 million of bitcoin in a hacker recruitment drive Over this past weekend, Universal Health Services was hit by a huge Ryuk ransomware One week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search results Security Fixes in Chrome's v85.0.4183.121 Release The VPN you choose DOES make a difference. A "Ransomware Goldrush" We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup. What could possibly go wrong: Amazon/Ring's autonomous flying home security webcam Evil ransomware gang deposited $1 million of bitcoin in a hacker recruitment drive Over this past weekend, Universal Health Services was hit by a huge Ryuk ransomware One week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search results Security Fixes in Chrome's v85.0.4183.121 Release The VPN you choose DOES make a difference. A "Ransomware Goldrush" We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

Amazon flying security cam, ZeroLogon on GitHub, ransomware roundup.What could possibly go wrong: Amazon/Ring's autonomous flying home security webcamEvil ransomware gang deposited $1 million of bitcoin in a hacker recruitment driveOver this past weekend, Universal Health Services was hit by a huge Ryuk ransomwareOne week ago, there were three ZeroLogon exploits on GitHub. Today there are more than fit on the first page of search resultsSecurity Fixes in Chrome's v85.0.4183.121 ReleaseThe VPN you choose DOES make a difference.A "Ransomware Goldrush"We invite you to read our show notes at https://www.grc.com/sn/SN-786-Notes.pdf Hosts: Steve Gibson and Leo Laporte Download or subscribe to this show at https://twit.tv/shows/security-now. You can submit a question to Security Now! at the GRC Feedback Page. For 16kbps versions, transcripts, and notes (including fixes), visit Steve's site: grc.com, also the home of the best disk maintenance and recovery utility ever written Spinrite 6. Sponsors: expressvpn.com/securitynow barracuda.com/securitynow extrahop.com/SECURITYNOW

The latest offer from Dems aims to restart stalled COVID relief talks; bipartisan bill expected to address airplane safety; hospital operator Universal Health Services hit by suspected ransomware attack

TikTok’s latest court win means videos still available - for now Universal Health Services hospitals hit country-wide by Ryuk ransomware Windows XP and Windows Server 2003 source code leaked online Thanks to our sponsor ReversingLabs ReversingLabs is the leading provider of explainable threat intelligence.  In only milliseconds, ReversingLabs elastic threat infrastructure automatically analyzes the world's most complex files and detects the most advanced threats. ReversingLabs gives modern security and threat hunting teams the transparent insights and trusted input required to take fast and confident defensive action--all with zero interruption to business critical systems.     Learn more by watching an on-demand demo at reversinglabs.com/demo For more, head to CISOSeries.com

The supply chain for distributing a vaccine that works may depend on super-cold refrigerators. Plus, a suspected ransomware attack on the computers of Universal Health Services, one of largest hospital chains. And, an update on the still-struggling hotel industry.

In today's podcast we cover four crucial cyber and technology topics, including: 1. AgeLocker ransomware targets QNAP, manufacturer urges users to update 2. French shipping giant CMA CGM victim of ransomware 3. Universal Health Services impacted significantly by likely Ryuk ransomware attack 4. Amazon to pilot palm-based biometrics I'd love feedback, feel free to send your comments and feedback to | cyberandtechwithmike@gmail.com

The supply chain for distributing a vaccine that works may depend on super-cold refrigerators. Plus, a suspected ransomware attack on the computers of Universal Health Services, one of largest hospital chains. And, an update on the still-struggling hotel industry.

Today’s guest is Nicki Tessler (Psy.D, MBA) the Divisional Vice President for Behavioral Health at Universal Health Services (UHS) where she provides senior-level leadership for multiple hospitals across multiple stages for UHS.  She joins us to talk about innovation in the behavioral health space and how UHS is leading the way with their “Innovation Hub” that supports behavioral health entrepreneurship. Nicki is an extremely accomplished, and experienced Behavioral Health Executive with an impressive 20-year career in the space that began in Jackson Behavioral Health Hospital, leading to Hospital Corporation of America and now Universal Health Services. At UHS, Nicki has led the charge on innovation within the Behavioral Health Division by developing the “Innovation Hub” internally which promotes entrepreneurship in order to drive growth within the UHS business through innovation, speed, and urgency. Nicki has stellar academic credentials which include her Psy.D. in Psychology from the University of Denver; Executive M.B.A. in Health Sector Management & Policy from the University of Miami; and M.A. in Psychology from Pepperdine University. She’s also earned designations as a Licensed Psychologist and Six Sigma Champion. You can connect with Nicki here:  LinkedIn, Nicoletta.Tessler@uhsinc.com Stigma Podcast Patreon Page: Stigma Patreon Page HERE ARE SOME OF THE THINGS WE TALKED ABOUT: 1. Nicki gave us an overview of UHS with some facts about the business including: -Founded in 1979, now a Fortune 500 (ranked 281) -2019 Revenue $11.4 billion -90,000 employees -Headquarters: King of Prussia, PA -26 acute care hospitals -328 behavioral health hospitals -42 outpatient facilities -Operates in 37 states, DC, Puerto Rico, and the United Kingdom -In 2019, they served 3.5mm patients across acute and behavioral health 2. How does UHS think about innovation in the behavioral space? UHS realizes a need for innovation in the behavioral space and is in a very unique position because of the data, experience, knowledge, and exposure they have as one of the largest operators of inpatient psychiatric facilities in the world. UHS is focused on fostering innovation in the space and has built and “Innovation Hub” to encourage entrepreneurs to build in the space, to interact with UHS and approach UHS about partnership.   3.  How do we innovate in behavioral health without hurting people, but still going fast? Nicki talks about how a methodical systematic approach is needed that is sensitive to the fragile nature of healthcare.  At UHS, they look at innovation in a very systematic way which Nicki highlights in our conversation.  UHS focuses on innovations that can drive major shifts in one of these areas: Business model shifts Platform shifts Customer experience shifts   4. What is the “Innovation Hub”? In August they launched the Innovation Hub, which is an innovation ecosystem where UHS supports a culture of innovation balanced with discipline to develop test and grow new solutions outside of the traditional internal UHS processes. The hub has 3 primary goals which include operating within the behavioral health division, growing the business, and promoting entrepreneurship while attracting talent.   5. How does it work? Entrepreneurs approach UHS and present an idea for innovation. They are paired with a UHS facility to run a 90 day pilot / beta. At the end of the pilot, outcomes are assessed and if the metrics are good, then UHS begins to scale the solution across more locations.  Success is determined by a proprietary internal ROI calculator.   6. What makes it through the filter into the program? Nicki explains the three areas of innovation that are most exciting to the team at UHS. These are: Configuration – This is where focusing on the innermost working of the business systems, networks, processes, technologies, channels, brands can improve the business. Offerings – Core services. How do services connect or bundle with UHS’ current offerings?  How can we improve interoperability, and connection between offerings? Experiences – This is anything touching the customer facing elements of the behavioral health world. This can include service innovations and often includes ways to make the increasingly impersonal electronic and remote service offices feel more personal and drive better engagement.  Anything that drives a compelling engagement for the patient that leads to more patient engagement would fall into this area.    7. What would you build if you could build anything to help humans with mental health? Nicki talks about how her dream solution would be an “Imperfection Lab” where people are encouraged and allowed to feel vulnerable and where imperfections could be celebrated. 8. How does an entrepreneur get in touch with UHS? Reach out to Nicki and brainstorm what a pilot could look like internally. Connect with the Stigma Podcast in the following ways: Patreon, Website, Twitter, Facebook, LinkedIn, Email Connect with host Stephen Hays here: Stephen Hays Personal Website, Twitter, LinkedIn, What If Ventures (Mental Health Venture Fund)    

This episode features Marc Miller, President of Universal Health Services. Here, he discusses his growth into his current role, how behavioral health has become a focus of health systems across the country, and more.

Martin Schappell spent 15 years as a leader at Universal Health Services (the largest inpatient psychiatric hospital operator in the United States) as a Senior Vice President in the Behavioral segment. He joins us to talk about the behavioral health care industry, how care has evolved over the last 30 years, and the impacts of our current climate on the mental health of the seniors in our population. In this episode we talked at length about why behavioral healthcare has changed so much, what is good about those changes as well as what is bad.  We also discussed where the opportunity is for entrepreneurs in this space.  Martin now serves as president and CEO of Shell Point Retirement Community where he has been for the last 4 years.  Shell Point is the second largest single site senior living community in the United States with 2,500 residents and 1,200 employees in Florida.  Martin’s behavioral health care industry experience and his firsthand knowledge from operating Shell Point give him unique insights into the mounting mental health differences   Links mentioned in the show: Universal Health Services, Shell Point Retirement Community   HERE ARE SOME OF THE THINGS WE TALKED ABOUT: Martin shares observations from his career which began as a licensed marriage counselor, and eventually led him to behavioral health care hospital management and into senior management at one of the largest providers in the country. Martin talks about how he believes he was really wired for “business” versus being a “clinician” but that his clinical training made him a great leader. He told me that learning about people, their motivation, understanding mental illness, etc. has influenced his leadership style. As Martin transitioned from the non-profit clinical world to Charter Behavioral Health, he transitioned into a business management role. Eventually, Charter failed, and sold hospitals to UHS in bankruptcy during 2000.  That led Martin to land at UHS where he served as a Senior Vice President in the Behavioral segment.  The delivery of behavioral health care has evolved greatly over the last 30 years. Delivery has become more efficient.  30 years ago, it was very common for people to be hospitalized for 3 months at a time for acute mental health problems.  Now it’s more common to be hospitalized for 3 days or less at a time.  The industry has prioritized efficiency over individualized care as the reimbursement model has shifted over the years and while here are positive consequences on system capacity, there are negative consequences on the quality of individualized care as well. We talked about the natural evolution that a person goes through during treatment and how this process takes time. It’s a very personal and individual process that is different for everyone.  So at some point, standardization is not in the best interest of the people this system is trying to help.  Everyone’s pace may be a bit different.  But to accelerate that beyond someone’s ability to gain insight is rushing the process. What drove this duration change?Some of this is because of the cost of treatment – we reduced length to reduce cost.  We are automating, and standardizing treatment when it is a very individual thing.  Therapy is by design, a very inefficient process so it is not going to be possible to standardize it for everyone. We talked about the Art versus the Science of recovery and treatment. We got into the balance between the two concepts and how getting that balance right leads to a highly individualized level of care which the modern-day system is leaning away from. Where is the greatest opportunity for entrepreneurs in the mental health startup landscape?  We talked at length about this. Martin was clear that his top priority is around testing and measurement. He explains that we need to find solutions that standardize the assessment, diagnosis, and validation of diagnosis in the early days of treatment.  Often times, due to a lack of accurate testing, we misdiagnose and then establish a treatment plan that does not work leading to years of bad experiences and an unhealthy human. We spent time talking about senior mental health care and how seniors are disproportionately being driven into self-isolation and loneliness during this time of COVID. There are consequences to that isolation and withdrawal.  Ove the next 6-12 months we will likely see an escalation of mental health issues in seniors as a result and we talked about what we can be doing about it since we know we can predict it. Connect with the Stigma Podcast in the following ways: Patreon Page,  Website, Twitter, Facebook, LinkedIn, Email Connect with host Stephen Hays here: Stephen Hays Personal Website, Twitter, LinkedIn, What If Ventures (Mental Health Venture Fund)    

The big principles and takeaways from his new book Revenue Harvest: A Sales Leader’s Almanac for Planning the Perfect Year, how he got into sales, past career experiences, why he moved his family from Nashville to rural Kentucky, annoying a pretty girl in the airport then marrying her, and plenty more.      Nigel Green's Bio: Nigel Green is a consultant, author, and advisor who is widely regarded as the leading authority on building high-performing sales teams. With over 10+ years executive experience ranging from Fortune 500 companies to early-stage growth companies, he is sought-after by executives to improve selling efforts. He has worked with dozens of B2B sales teams across the globe including Universal Health Services, Inc., Ascension Healthcare and Relode to more than double their results.   Challenging the status quo in talent optimization, his insights have been featured in top business publications including Inc. Magazine, Business Insider, and many others. He is the author of Revenue Harvest: A Sales Leader’s Almanac for Planning the Perfect Year. As a consultant and advisor, he helps sales teams with large sales goals overcome underperformance to create consistent sales growth by utilizing his effective seven sales leadership principles.   The Kent Lapp Podcast Show Links:   Apple Podcasts: https://tinyurl.com/vfv2vgw   Spotify: https://tinyurl.com/y8yd2gcc   Overcast: https://tinyurl.com/y8veuoxl   Castbox: https://tinyurl.com/y8vwheqt   Youtube Channel: https://tinyurl.com/vvp3n67   Podcast Trailer: https://youtu.be/TVFsBJlbUJ4   About Kent Lapp: http://kentlapp.com/about/   Subscribe for Email Updates: http://kentlapp.com/the-kent-lapp-podcast/   Follow on Twitter: https://twitter.com/Kentlapp   Follow on Instagram: https://www.instagram.com/kentlapp/   Email: TheKentLappPodcast@gmail.com

Mental Health Market Update: 6/19/2020 – Universal Health Services Overview – Universal Health Services (Ticker: UHS) is the largest inpatient psychiatric hospital operator in the United States.  In this episode, we give an overview of the business, scale, the differences between their acute care and behavioral segment and talk about how much better performance has been through the downturn within their behavioral segment than the acute segment.  We discuss what all of this means for those of us building or investing in mental health startups. You can support Stigma Podcast and get deeper insights and white papers here on Patreon: https://www.patreon.com/stigmapodcast Connect with the Stigma Podcast in the following ways: Website, Twitter, Facebook, LinkedIn, Email Connect with host Stephen Hays here: Stephen Hays Personal Website, Twitter, LinkedIn, What If Ventures (Mental Health Venture Fund)

Dr. C. Lamar Frizzell and Michael Sorenson join Sheila Hamilton to talk about the need for more psychiatric care and access to psychiatric beds. Universal Health Services is proposing to build 100 new beds in Wilsonville, but there is still some political opposition. A group of legislators, senators and business owners is petitioning the Governor to allow the hospital to be built. 

Tonight's special guest is Onyx King from Fort Worth, Texas, a survivor of horrible sexual, physical and emotional child abuse. Hers is a voice crying out for all the children who can't. "Before child sex trafficking became a popular cause," she says, "African American kids had been suffering for decades. My mother sold my body over and over." Later Onyx was sentenced to 30 years in prison in November of 1992 for conspiracy. Her ex-husband was a big-time drug dealer, and Onyx ended up spending 22 years and 7 months in prison. Finally, she was given clemency, because she wasn't guilty of dealing drugs. Her ex-husband was the dealer and not her. Onyx had only stayed married to him because her self-esteem was so low, because of all that she had gone through in her life, she thought she wasn't worth anything better. Onyx's book, ‘The Girl That Glows: a story of a young girl who lost her shine,' reveals that the abuse she suffered was almost unbearable, but the religious abuse she experienced was almost her undoing. Then the glow hidden in her heart begins to allow her to see who was there all the time, a child of God worthy of love. "My writing has taken me to a whole new level in my thinking," Onyx says. "I have not as of yet [fully] arrived, but I do believe it is coming!" During the day she's now working as a receptionist for Universal Health Services. "I love what I do, and no matter what happens in life I will forever remain connected with Universal in some way." A native of Kalamazoo, Michigan, Onyx possesses a BS in Social Work and is currently working on her Masters degree at the University of Phoenix.

Matt Peterson, Universal Health Services executive vice president and Behavioral Health Division president, joins the BHE Podcast to discuss the series of new behavioral health facilities announced by UHS since he joined the company in September and what UHS looks for in an ideal partner when evaluating potential new ventures. Peterson also discusses how his experiences working in the finance industry early in his career and also currently serving as a hospital/healthcare administrator for the U.S. Air National Guard have shaped his outlook at UHS, as well as what he believes will be big trends to watch in the behavioral healthcare sector in 2020 and beyond. Music credit: Straight Through by Groove Bakery | groovebakery.com Music promoted by www.free-stock-music.com Attribution-NoDerivatives 4.0 International (CC BY-ND 4.0) creativecommons.org/licenses/by-nd/4.0/

https://onthegroundshow.org/wp-content/uploads/2018/12/OTG-DEC7-2018SMALL.mp3 The Facts and Fiction of George H.W. Bush...The Segregationist Roots of the 'School Choice' Movement...Plus Headlines on the Green New Deal and More. Headlines: -More than 30 members of the faculty at Temple University, where Marc Lamont Hill teaches, have signed an open letter voicing support for him and no confidence in the chairman of the board of the university, Patrick O’Connor. -Sen. Bernie Sanders (I-VT) and Alexandria Ocasio-Cortez speak at Climate Crisis Town Hall on Capitol Hill -The DC Council voted to require that George Washington University Hospital, owned by Universal Health Services, honor union contracts and allow participation from Howard University Hospital at a new hospital planned for Southeast DC. -Reading of new book, "Plan Colombia," about history US disruption in South America. -The DC Metro Coalition in Solidarity with the Cuban Revolution presents “The Return of the Granma Ship,” a fundraiser. -Dec. 10, 2018 is the deadline for the House of Representatives to reverse the FCC's deeply unpopular repeal of net neutrality. Voices: Gerald Horne, Dianne Ravitch, Pam Tau Lee, Alexandria Ocasio-Cortez

Welcome to Monday, friends. Here's your Daily Detroit for Nov. 5: The workers strike at the Westin Book Cadillac hotel is over, as the Unite Here union announces a settlement and a new contract.  GM has rolled out e-bikes as part of its focus on mobility and cracking urban mobility markets. But it wants help from the public in coming up with a brand name. Beaumont Health and Universal Health Services will open a $40 million, 150-bed inpatient mental health hospital in Dearborn. An oil spill fouls the Red Run in Macomb County. Once a small network of rivers, the Red Run is now mostly used for sanitary and storm sewer runoff into the Clinton River. The Detroit Institute of Arts has opened an expanded gallery of Asian art, courtesy of the founders of Buddy's Pizza. Detroit gets a new bike signal on the edge of Palmer Park. And speaking of pizza, Melody Baetens at The Detroit News has the details about the new Detroit-style pizza being cooked up by the new owners of Como's in Ferndale. The place doesn't open until spring, but it inspired Jer and I to discuss pizza and the finer (and less fine) points of Detroit-style pie. Tomorrow is Election Day, so GET OUT THERE AND CAST YOUR VOTE! We offer you three ways to arrange transport, if you need it, to your local ballot box. Lastly, Brian McCollum at the Freep reports that a long-delayed Aretha Franklin performance documentary called "Amazing Grace" is finally set to see the light of day after more than four decades. Don't forget two things: Vote tomorrow. Subscribe to Daily Detroit wherever you download podcasts. Peace.

Host Stephen Brannon and Tony Porter, Senior Divisional Director of Universal Health Services, discuss Suicide Awareness.

Nigel Green makes the case that listening is everything when it comes to serving your customer. Good listening is a crucial piece of the communication puzzle, but what determines what is actually considered good listening and are you really listening to begin with? Nigel shows us how to really listen to your customer and change the way you communicate. Nigel Green builds businesses. He's built a career in sales & marketing and currently serves as the vice president of sales & marketing at Relode  a healthcare platform that allows the marketplace to connect top healthcare professionals to healthcare’s best jobs. From 2012 to 2015 he served as vice president of sales at Foundations Recovery Network, where he helped grow the business from $94M to $350M before selling it to Universal Health Services. In 2016 he served as the CEO at StoryBrand, helping teach businesses how to communicate with clarity. He writes on leading and building sales teams at www.findevergreen.com, and his work has been featured in Inc. Magazine and Business Insider. Today's show is sponsored by Audible.com. Audible.com is a leading provider of spoken audio entertainment and information. Listen to audiobooks whenever and wherever you want. Get a free book when you sign up for a 30-day free trial at audibletrial.com/businessgrowth.

In this episode we talk to Raymond Davis, Vice President Supply Chain, of Universal Health Services. One of the nation’s largest and most respected hospital companies, UHS has built an impressive record of achievement and performance. Steadily growing from a startup to an esteemed Fortune 500 corporation, UHS today has annual revenue nearing $10 billion. In 2017, UHS was recognized as one of the World’s Most Admired Companies by Fortune; ranked #276 on the Fortune 500, and listed #275 in Forbes inaugural ranking of America’s Top 500 Public Companies. Headquartered in King of Prussia, PA, UHS has more than 81,000 employees and through its subsidiaries operates more than 320 acute care hospitals, behavioral health facilities and ambulatory centers in the United States, Puerto Rico, the U.S. Virgin Islands and the United Kingdom. 

BuzzFeed's Rosalind Adams set out to learn why America's largest psychiatric hospital chain was under investigation. Source by source, she built a case that Universal Health Services was locking up people for profit.

In this episode of The Cerner Podcast, we discuss the evolution of Health Care IT and interoperability on today’s program. The implementation of electronic health records became mainstream as the result of Meaningful Use standards. While most hospitals have EHRs today, not all are connecting with one another. Kathleen Sheehan is program director for meaningful use in the acute care division at Universal Health Services. UHS is one of the largest hospital management companies in the nation with more than 240 acute care hospitals, behavioral health facilities and ambulatory centers in the U.S., Puerto Rico, the U.S. Virgin Islands and the United Kingdom. In this episode, Kathleen shares how organizations can overcome barriers to connect disparate systems across the continuum of care.

Tonight's special guest is Onyx King from Fort Worth, Texas, a survivor of horrible sexual, physical and emotional child abuse. Hers is  a voice crying out for all the children who can't.  "Before child sex trafficking became a popular cause," she says, "African American kids had been suffering for decades. My mother sold my body over and over." Onyx is right. The issue of the trafficking of children has become a topic that's discussed fairly openly in today's media and society. In fact NAASCA sees it as a back-door opportunity to present the much more taboo issues of child sexual abuse. Onyx's book, "The Girl That Glows: a story of a young girl who lost her shine," reveals that the abuse she suffers was almost unbearable, but the religious abuse she experienced was almost her undoing. Then the glow hidden in her heart begins to allow her to see who was there all the time, a child of God worthy of love. This is quite the story, and you'll not want to miss it! "My writing has taken me to a whole new level in my thinking," Onyx says. "I have not as of yet [fully] arrived, but I do believe it is coming!" During the day she's now working as a receptionist for Universal Health Services. "I love what I do, and no matter what happens in life I will forever remain connected with Universal in some way." A native of Kalamazoo, Michigan, Onyx possesses a BS in Social Work and is currently working on her Masters degree at The University of Phoenix.

Since the Supreme Court’s June 2016 decision in Universal Health Services, Inc., v. United States ex rel Escobar, 136 S. Ct. 1989 (2016), there has been much discussion about whether the Court’s reformulation of the standards applicable to implied false certification benefits relators or defendants. However, the use of implied certification by relators and the DOJ to impose on defendants their interpretation of a regulation or term of a contract or grant has received much less attention. -- Increasingly, relators and the DOJ have been using the FCA to pursue civil fraud claims not based on factual misrepresentations, but rather on the relator’s or the Government’s view of what the “correct” interpretation of a regulation or a contract or grant term should be. It is not unusual for that interpretation to be different than the interpretation advanced in the promulgation of the regulation or different than the approach practiced by the promulgating agency. As the DOJ speaks officially for the sovereign United States, the DOJ (and relators suing on behalf of the United States) reserves the right to make interpretative disagreements into claims of fraud. -- This teleforum will explore implied certification where the dispute involves issues of regulatory or contractual interpretation and whether such a matter is really an administrative law dispute or fraud. -- Featuring: Marcia G. Madsen, Partner, Mayer Brown LLP and Brian D. Miller, Shareholder, Rogers Joseph O’Donnell.

Alan Miller, CEO of Universal Health Services, discusses the outlook for hospitals and the impact of efforts to repeal Obamacare. David Lebovitz, JPMorgan's global market strategist, gives an outlook for global markets. Bloomberg's Craig Giammona discusses Amazon's plan to persuade brands like Cheerios and Oreos to bypass chains such as Wal-mart and Target and ship products directly to consumers instead. Finally, Mark Gabbay, Asia-Pacific CEO at LaSalle Investment Management, talks about real estate in the region.

On June 16, 2016, the Supreme Court decided Universal Health Services v. United States ex rel. Escobar. This case involves the federal False Claims Act, which allows a private party to bring a “qui tam” action alleging that the defendant defrauded the federal government. In a “qui tam” action the government remains the actual plaintiff, but the private party--referred to as the “Relator”--typically litigates the case for the government’s benefit and receives a specified share of any recovery. -- Here, Relators alleged that their daughter--who died of a seizure in 2009--was treated by various unlicensed and unsupervised staff at Arbour Counseling Services, a facility owned by Universal Health Services, in violation of Massachusetts regulations. They argued that Arbour's alleged noncompliance with various supervision and licensing requirements rendered its reimbursement claims submitted to the state Medicaid agency actionably false under both the federal and Massachusetts False Claims Acts. The district court dismissed the complaint for failure to state a claim, holding that regulatory noncompliance alone was inadequate to render Arbour’s reimbursement claims “false.” The U.S. Court of Appeals for the First Circuit, however, reversed that judgment and remanded the case. Compliance with the regulations at issue, the court concluded, was a condition of government reimbursement to Arbour. By submitting reimbursement claims, the Court reasoned, Arbour implicitly certified compliance with that condition. Thus, by pleading regulatory noncompliance Relators adequately pleaded falsity. -- By a vote of 8-0, the Supreme Court vacated the judgment of the First Circuit and remanded the case for further proceedings. In an opinion delivered by Justice Thomas, a unanimous Court agreed that the implied false certification theory can be a basis for liability under the False Claims Act--when a defendant submitting a claim makes specific representations about the goods or services provided, but fails to disclose non-compliance with material statutory, regulatory, or contractual requirements that make those representations misleading with respect to those goods or services. But liability under the False Claims Act for failing to disclose violations of legal requirements, the Court explained, does not turn upon whether those requirements were expressly designated as conditions of payment. What matters is not the label the Government attaches to a requirement, but whether the defendant knowingly violated a requirement that the defendant knows is material to the Government’s payment decision. -- To discuss the case, we have Richard A. Samp, who is Chief Counsel at Washington Legal Foundation.