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By Jonathan Burroughs
HRAs, or health reimbursement arrangements, are defined as a type of account-based health plan that employers can use to reimburse employees for their medical care expenses. Employer-sponsored health plans cover more than 155 million employees in this country. Enthusiastic administration officials say the plan will give the private insurance market a shot in the arm, and help small businesses offer health coverage to all levels of employees. The healthcare community is calling this HRA expansion. As the National Law Review explains in extensive legal detail, the new law reverses long-standing ACA policy that prevented HRAs or premium payment plans from being used to reimburse premiums paid for individual market coverage. The new HRAs give employees the freedom to purchase insurance in the individual market, from an exchange or not. ‘Your Attention Please’ On June 13, three departments — Health and Human Services, Labor and the Treasury —teamed up to announce the new policy that becomes effective Jan. 1, 2020. Business owners can provide an individual coverage HRA or ICHRA (Yes, another acronym) or an excepted benefit HRA. The HRA experts at PeopleKeep, personalized benefits automation software providers, explain the nuances of these two options this way. The ICHRA allows employers to give employees a set amount of tax-free money each month, to spend on healthcare and/or individual health insurance, and then be reimbursed up to that amount. The excepted benefit HRA mandates that employers offering group health plans offer an HRA that reimburses for dental and vision coverage, along with short-term premiums. The federal government’s announcement says that more than 11 million American workers, which include 800,000 uninsured, will ultimately enroll in HRA plans. That 800,000 number is used again, referring to companies that will likely jump on the HRA bandwagon, with almost 90 percent employing fewer than 20 people. A Brief History of HRAs HRAs aren’t anything really new, hence the current “expansion” label. They were ticking along until 2013 when the IRS wrote guidance with IRS Notice 2013-54 around the Affordable Care Act that cut employers’ ability to offer HRAs. The agency said “OK” to HRAs paired with group health coverage but “no” to a combo of an HRA and individual coverage. In December 2016, enter the qualified small employer HRA or (You guessed it: another acronym) QSEHRA (Some people call it “Q-Sarah.”). It’s great for smaller employers, those with 50 or less on board. The employer can put away money every month for staff to buy their own individual health insurance or spend on necessary medical costs and again, it’s all tax-free. Fast forward to fall 2017, when President Trump’s executive order directed the above three departments to revisit that 2013 guidance so all employers could pair the HRA with individual coverage for their employees. A year later, the 2013 rule was gone in favor of that duo of HRAs we’ve just described — and here we are. Those in Favor Say “Aye” Supporters say that since employers need to provide health insurance as a highly desirable benefit in a tight employee market and that doing so can be expensive, the new HRA alternative is ideal. It doesn’t mandate that an employer choose just one health plan for its entire employee group, which can sometimes be an expensive proposition. Those same employers can also reap tax benefits that big corporations do but can do it a different way with the HRA, which, as noted, excludes premiums from federal income or payroll taxes. On June 14, Brian Blase, special assistant to the president at the National Economic Council focused on healthcare policy, wrote for CNN that “the Obama administration forbade workers in the individual insurance market to use HRAs to pay for coverage — significantly impeding employer flexibility and worker choice. Trump’s new rule undoes this misguided restriction.” He notes that 80 percent of employers that offer insurance only offer one type of plan. He also shares that between 2010 and 2018, the proportion of workers at firms with three to 49 workers covered by an employer plan fell by more than 25 percent. The often controversial yet undeniably influential Blase thinks that HRAs may bolster the individual market by more than 50 percent, yielding more competition that ultimately delivers better choices for consumers. Insiders credit him for getting the HRA rule done and note that, ironically, he’s leaving his job soon. In an opinion in The Washington Post, Avik Roy, president of the Foundation for Research on Equal Opportunity cheers the move, saying it could cause a revolution in the private insurance market. Roy even goes a step further, suggesting the administration require “all newly incorporated businesses seeking the tax break for employer coverage to do so through HRAs.” Those Opposed Say “No” True, under the HRA system, employees do have free rein to choose a plan that works with their budget, which receives rave reviews in some circles, and a thumbs-down in others. So an employee with champagne healthcare coverage taste could go for broke, while another might choose bottom-of-the- barrel coverage which provides the bare minimum and leaves them exposed to a sky-high deductible, as with some catastrophic plans. Short-term or limited benefits plans can expose consumers if the plans discriminate against pre-existing conditions, says the former editor of Modern Healthcare, Merrill Goozner. He sounds the alarm bell about HRAs, calling the move another way to undermine the ACA exchanges. And here’s something not mentioned in that announcement, says Goozner: “Moreover, if an employer no longer offers an employer-provided health plan, an employee that accepts HRA cash could be cut off from receiving premium tax credits on the ACA exchanges.” He says that many employers will get lost trying to understand the detailed parameters around eligibility — it will be Greek to them — which will in fact buff up employment “for insurance brokers and employee benefit consultants.” Joining the “not-so-fast-here” congregation, Larry Levitt, senior vice president of the Kaiser Family Foundation, tweeted about an irony he perceives with the entire situation. He believes HRAs can only fly “if the ACA individual insurance market is stable and attractive,” and as he noted, and we’ve written about here, the current administration has tried on numerous occasions to undermine that market. Finally, Speaker of the House Nancy Pelosi responded with a formal statement, which said, among other things, that “the Trump Administration has worked relentlessly to push families into disastrous junk plans, increase their health care costs and gut their health care protections.” Truthfully, the rules around this new rule are very complicated, experts agree. The Trump administration has adopted what’s been termed an aggressive timeline, and 2020 is just around the corner. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success!
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By Christine Cashen
Every day there is a “shame” post on our neighborhood Facebook page. “Just watched a man let his dog poop on our lawn.” “Driver in an SUV swerved in my lane and almost hit me!” “The city council didn’t respond to my email.” As a motivational speaker, one of my hot tips is to just make up a story when someone does or says something that gets on your last nerve. Today, I’m going to go deeper. Not Out to Get You Are you on the lookout to be offended? You can always make a negative assumption, but why would you? Most people do not have the same knowledge base or social graces that you have. They are just living their lives, unconscious of their misbehavior or ability to communicate in an appropriate way. Lord knows I have had a longtime issue with my missing brain-to-mouth filter. I’m not proud of it, but hope people who truly know and love me realize that I would never intentionally hurt them. Usually, I’m going for a laugh and often am totally unaware of my “tone.” Question Intention Most people don’t intend to be malicious. Do you think that person who did not pick up after their dog is trying to upset you? Maybe they were out of bags. How would your day change if you were to assume positive intent? Most people do not even know there is a problem. Can you fault them? Can you help them? Is your energy being wasted on negativity? Don’t create drama that only exists in your own mind. Master Your Mindset Get control over your emotional state. Examine how often each day you are offended by something. Put your time to better use. Reframe and shift situations to change your perspective. Here’s how:
Walk out to the dog walker and offer a bag. Quietly pass my son and me as he learns to drive. And if I don’t reply to your email in a timely way, assume it went to SPAM (because it probably did). Stop being offended and take control. And, I promise to work on my brain-to-mouth filter. Looking for your next healthcare speaker? Get in touch with us today to make your healthcare event a success! By Courtney Clark
It’s a moment that can shake your self-esteem. It can ruin your finance. It can change your life plans in an instant. You just got fired. Getting fired or let go is a major ego blow, because – if you’re like many of us – your jobs is tied in with your identity. Your career is a major part of who you are. Your success gives you worth. So when you lose your job, it can destroy more than just your sense of comfort and security, but also your sense of self. Getting Fired Does These Three Things In Your Brain When negative things happen, like being let go from a job, our brains naturally look for explanations. Your brain may be more prone to a positive explanatory style, or a negative explanatory style (and when you’ve just been dealt a major blow, it’s no surprise that your brain may start to veer more toward the negative!) There are three elements to a negative explanatory style:
When you’re trapped in a negative explanatory style, you believe the things that happen to you are your fault (permanent), are going to negatively affect you forever (permanent), and are going to bleed over into all areas of your life (pervasive). On the flip side, people who are using a positive explanatory style are able to remind themselves that the situation they find themselves in is just unlucky (not personal), temporary (not permanent), and only a small blip compared to other opportunities in life (not pervasive). Even Sheryl Sandberg used the “Three Ps” after losing her husband! Here’s Your Script After Getting Fired So if you get fired, how do you trick your brain into adopting a positive explanatory style, even in the face of bad news? The key is to start an internal conversation with yourself to remind yourself of the truth: that being let go is not personal, permanent, or pervasive. Some people start with the “not personal” part, but I’ve found that to be a tough one to accomplish right off the bat (yup, I’ve been fired). In this case, I find the easiest element to start with is reminding yourself that the situation isn’t permanent. There’s another job out there for you, and it may even be a better job, that’s a better fit! Back up your internal conversation by going to job seekers groups (which is where I found a job and a new career path after my first layoff at age 22). Once you’ve reminded yourself that the situation isn’t permanent, take responsibility for keeping it from becoming pervasive. You may be tempted to crawl in bed with a blanket and a Netflix subscription for the next two weeks, but don’t. Keep up with all of your regularly scheduled activities. Go to your volunteer work. Hang out with friends. If you allow your unhappiness to start edging out all the happy elements of your life, that’s when negativity becomes pervasive. And finally, keep reminding yourself that being let go isn’t personal. That’s a tempting trap to fall into, especially when you know they’re going to hire someone else into that spot, because it feels like you must have done something wrong. But sometimes a job is just a mismatch for your skill set. And moving on is better for the company and for you. When you get fired, it isn’t personal, it isn’t permanent, and it isn’t pervasive. Even if it feels that way. If you can remind yourself to shift to a positive explanatory style, and keep up that internal script, you’ll be ready to be a rockstar on the job hunt in no time! Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Colette Carlson
Business articles and books which marry the theme of leadership with heart have gained traction of late, and as a speaker on the power of connection, I’m thrilled to witness the joyful union. When Robert K. Greenleaf coined the phrase “servant leadership” over 30 years ago, who knew it would take this long to shift mindsets and awaken awareness to the truth that leaders who start with heart create healthy teams that, in turn, drive healthy profits. When individuals feel respected, heard, challenged, and encouraged to achieve, their genuine desire to contribute, collaborate and produce is heightened. This is true whether you’re leading a team of project engineers, a classroom of students, a group of volunteers, or your own family. If you want to start with heart, here are three ways to show, not tell, another you genuinely care: Hold individuals accountable. What? This doesn’t sound loving. Yet, it is, assuming you’ve provided the structure, systems and support to help the individual succeed in the first place. When you let someone off the hook too easily, or simply end up doing the task yourself due to deadlines, you’re not being caring or helpful. Rather, you’re contributing to the problem and holding the person back from future opportunities, as well as stunting their personal growth. Not to mention you’re also showing others your inconsistent leadership style which erodes trust. The top salesperson who consistently arrives late to weekly sales meetings shouldn’t get a pass, nor the team member who shows up with half of his or her expected contribution. Heart-centered leaders immediately address –rather than avoid – accountability issues. Care enough to get to the heart of the matter through a calm, respectful conversation, discuss concerns, and identify solutions. Dare to Share. No, I’m not asking you to divulge your deep, dark secrets, but rather share more than your professional self to your teams. People best connect with the person behind the position, so feel free to share a story about your child’s soccer game or your talent behind the grill. I speak regularly at administrative assistants’ conferences, and I always hear that when their supervisors share pieces of their personal lives, the assistants feel a deeper connection and sense of loyalty. Be vulnerable during a meeting and offer up a time you made a costly error, worked on a project that didn’t go as planned, and what you took away as a result. When you share your less-than-perfect moments, you’re viewed as more humble and relatable. Daring to share creates a safe and trusting environment which gives people permission to take risks and reveal their own challenges as they occur. Show up, listen up, and learn. Yes, you’re busy. Everyone is busy and no one has time anymore to drop by or drop in due to more pressing issues. It’s rare not to be interrupted with an “Excuse me but I need to take this call,” or darting, distracted eyes. But the leader who shows up for the women’s leadership event to show support and remains to listen to the program; the leader who shows up in the cafeteria to sing Happy Birthday to an employee and asks about their job or family; or the leader who simply looks up while riding the elevator, smiles, and engages with those nearby will be talked about and remembered as one who has his or her heart in the right place. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Joe Flower
A hot take on healthcare in the Democratic debate: They’re doing it wrong. Healthcare is not a reason to choose between the Democratic candidates. They are all for greater access and in some way to cover everyone, which is great. None of their plans will become law, but if they are elected those plans will become the starting point of a long discussion and legislative fight. The difference in their plans (between, say, Buttigieg or Biden and Warren or Sanders) is more of an indication of their general attitude toward governance rather than an outline of where we will end up. Democrats are focused on coverage; Trump is on cost. Around 90% of Americans already have coverage of some sort. Polls show that healthcare is voters’ #1 priority. Read the polls more closely, and you’ll see that it’s healthcare cost specifically that they are worried about. Democrats seem to assume that extending more government control will result in lower costs. This is highly debatable, the devil’s in the details, and our past history on this is good but not great. The President, on the other hand, can make flashy pronouncements and issue Executive Orders that seem intended to bring down costs and might actually. It’s highly questionable whether they will be effective, or effective any time soon. Still, they make good headlines and they especially make for good applause lines at a rally and good talking points on Fox. But, Ms. and Mr. Average Voter will hear that Trump is very concerned about bringing down their actual costs. The Democratic plans all sound to the untutored ear (which is pretty much everyone but policy wonks like you and me) like they will actually increase costs while taking away the insurance that 90% already have in one way or another. It is important to take care of everyone. But it is a mistake for the Democrats to allow this to become a battle of perception between cost and coverage. Voters’ real #1 concern is about cost, not coverage. Looking for your next healthcare speaker? Get in touch with us today to make your healthcare event a success! By John O'Leary. This was originally posted on JohnOLearyInspires.com. When John O'Leary was 9 years old, he suffered burns over 100% of his body and was expected to die. He is now an inspirational speaker and bestselling author, teaching more than 50,000 people around the world each year how to live inspired. John's first book, ON FIRE: The 7 Choices to Ignite a Radically Inspired Life was published March 15, 2016. John is a contributing writer for Huff Post and Parade.com. John is a proud husband and father of four and resides in St. Louis, MO. Order John’s book today anywhere books are sold.
Have you ever wondered if it’s too late to start? Maybe you felt it around beginning a new project, rectifying a teetering relationship, or making better choices in your health, or finances, or business? If you’ve ever thought it’s too late to change, you should meet Andre Norman. You see, Andre spent the first seven years of his life in abject poverty, disregarded by his immediate family. He grew up watching his mother being repeatedly abused by his father within their house and accustomed to the sounds of violence echoing throughout the neighborhood around his house. Having no guidance at home, and with little encouragement at school, he remained completely illiterate entering into the 4th grade. He finally found a sense of meaning and community when he joined a gang while in middle school. The decisions he made within his gang steered him in and out of juvenile detention during his early teens, and lead to a state prison shortly after his 18th birthday. And that’s when things got worse. Andre felt victimized by his upbringing, hatred toward his father, and anger at his circumstances. He was convinced the only way to show real power was through violence. Over the following six years, this angry young man was transferred to eight different state prisons, convicted of two attempted murders, began one prison riot, and spent two years in segregation on 24-hour lockdown. Refusing to change directions, he ended up precisely where he was heading. Until things began to change. Andre Norman Chooses to Turns Things Around At 24, with a long rap sheet, limited education, and little chance of ever leaving prison, Andre began envisioning a new life. He imagined breaking free from his past, setting a new direction going forward, and leading a radically different life. In his dreams, he saw himself beyond the walls, walking freely and even had the wild notion he’d one day graduate Harvard University. The convicted felon with no future began walking a different path. He taught himself to read, became a voracious reader and got his GED. He became a sponge of new information, an articulate writer, and a scholar of the law. Andre Norman also began meeting with people who brought him out of the shadows and into the light. He met with a mental health counselor to better understand, manage and eventually exile the demons of anger and rage. He met with a rabbi named Natan Schafer who taught him about personal responsibility, ethics, and forgiveness. Andre met two remarkable nuns named Sr. Kathleen and Sr. Ruth who taught him about kindness, humor, and charity. From these new friends, Andre began to see that he was worthwhile, that real greatness starts with serving, and that he possessed gifts that might help others. A decade and a half after entering prison as a hate-filled, violent, teenage boy, a wiser, more compassionate, more thoughtful man was released from it. He committed to not only doing better, but encouraging those most at risk to learn not only from his mistakes, but also the possibility displayed through his new life. He was now convinced that the only way to show real power was through love. Andre spent eight years doing outreach to gang members from Boston to Los Angeles. He spent time with addicts, gang members and drug dealers learning their story and what lead them down this path. He then shared his own journey and offered a different, difficult, but possible path forward. News of his impact spread. Cities began inviting him to reconcile disagreements between police and citizens. Schools invited him to share his message with their students. And businesses around the world invited him to share his remarkable story with their teams. What Andre’s Example Means to Each of Us My friends, although few of us will ever know the painful journey Andre traveled, we can all identify areas within our own life that are far from perfect. The painful truth that altered Andre’s life was that if he didn’t change directions, he would assuredly end up exactly where he was heading. But what liberated him was similar. When he finally decided to own his life, to alter his life’s trajectory, to surround himself with life-giving people, and to view himself as being worthy, he ended up exactly where he is now heading. This same redemptive realization will most assuredly apply in your life, too. Just ask the man who recently earned a fellowship at Harvard Law School: Andre Norman. This is your day. Live Inspired. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By LeAnn Thieman. This was originally published on LeAnn's blog.
Research has proven that smoking, a poor diet, inactivity, and being overweight/obese increases the risk of type 2 diabetes. And according to an article in BMJ, shift work also increases risk. The researchers analyzed data from more than 143,000 U.S. women who did not have type 2 diabetes, heart disease or cancer when they enrolled in the Nurses’ Health Study in 1976 and 1989. Over 22 to 24 years of follow-up, nearly 11,000 of the women were diagnosed with type 2 diabetes. For every five years of working rotating night shifts, there was a 31 percent higher risk of a type 2 diabetes diagnosis! Each unhealthy lifestyle factor…smoking, overweight or obesity, poor diet, inactivity… was linked with a 2.3 times higher risk of being diagnosed with type 2 diabetes. Women who had any of the four unhealthy lifestyle factors and worked rotating night shifts had the highest risk of developing type 2 diabetes. Among this group, each individual unhealthy lifestyle factor was associated with a 2.8 times increased risk. The researchers concluded that rotating night-shift work accounted for about 17 percent of the combined higher risk of type 2 diabetes, unhealthy lifestyle accounted for about 71 percent, and the remaining 11 percent was associated with the interaction of the two. The results show it’s especially important for shift workers to follow a healthy lifestyle. To learn more ways to create wellness programs for happier, less stressed, more engaged employees, visit SelfCare for HealthCare™. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Kristin Baird
Workplace betrayal can have profound effect on both individuals and the entire culture. But how you manage it is up to you. You can be a victim which will keep you in a vulnerable state, or you can look squarely at the betrayal as a learning opportunity and make a conscious effort to move on with your eyes wide open. For sanity’s sake, it’s important to recognize the betrayal and move forward. There are many forms of betrayal in the workplace including:
When I have been betrayed, I find that myself grieving the loss of a friendship, collegial relationship or the image I had of the other person. It’s natural to feel angry but being vindictive doesn’t help the situation. The other thing that can compound the sadness is telling the story over and over. Here are a few tips for moving beyond betrayal:
Work places are complex microcosms. Building a culture of trust means working through betrayals and learning from them. Looking for your Nurses Week healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Laurie Guest
Nobody wants them, yet we all have them: angry customers. It doesn’t matter what position you hold in the office, knowing how to handle the dissatisfied consumer is crucial. Let’s take a look at the twelve steps to best handle the angry customer you’re sure to encounter someday. 1. Stay Calm. Most of the time it is our front-line staff who take the brunt of angry customers. It is instinctive to flee or fight when faced with a tense situation and neither are the right answer here. Staffers must train themselves to stay calm. Take slow and deep breaths while concentrating on maintaining eye contact. 2. Stop, look, listen, lean forward, be responsive. If possible, move agitated customers from your counter area to a private room or adjacent hallway. Stop all other activity and concentrate on what the person tells you. Body language is an important tool for showing a customer you are serious about resolving the issue. Nodding, eye contact, and note-taking are all excellent modes of silent communication. Most importantly, keep quiet. If you interrupt, the person will assume you are not listening and often feel the need to start over again. Patiently listen to the whole story. When the customer has clearly finished, you may proceed with your response. 3. Accept the anger. Try not to take the demonstration of anger personally. A majority of the time people do not know how to express displeasure pleasantly (I suppose that’s an oxymoron). Some people assume they will get better results with rage than with polite dialog. By the way, if YOU are ever the angry customer in a place of business, this is a great step to use in your favor. Help the other person by saying in a sincere, pleasant tone: “I know it isn’t your fault, but I’m very upset about this situation and I hope you can help me.” This often works better than berating an innocent team member. 4. Accept responsibility. Never say: “There’s nothing I can do.” That statement is like gasoline on a camp fire. Although it may range from simply gathering facts to solving the problem, there’s ALWAYS something you can do. If you are a member of the team, then all the work done for the customer is a reflection of the overall quality. Remember: majority rules. If most of the contacts you make during an experiences are surly, we assume all the workers are the same. A similar principle applies in our office. All-for-one-and-one-for-all is the way a successful office should operate. 5. Refer to the proper person. As soon as you have determined the best person to solve their problem, explain this to the customer. Choose your words carefully: “Mr. Smith, the best person to help you with XYZ situation is Melanie our staff member in charge of 123. Let me explain your needs to her and she will be happy to fix this right away.” Use the customer’s name, identify the problem and give the person with the solution an identity. You’ve also removed the customer’s need to rehash the issue, and implied the response will be timely. 6. Ask questions. This step reminds me of the old rule to “gather your facts.” It is a fundamental rule by which we should all live. There is always more to the story. By asking questions you can uncover hidden facts to help you put the puzzle together. Questions like: “What were you told?” or “When did you call?” or “Do you know who you spoke to?” 7. Restate the problem; ask for confirmation. If you have successfully followed the first six steps, you should have a basic understanding of the complaint. Now is the time to summarize the story. Remember to present the recap from the customer’s perspective. In other words, if you know a part of the story is not accurate, you can insert such bridges as “and you feel, Mr. Smith” or “your impression was.” 8. Respond visibly. Be careful to have the right facial expression. The easiest way to achieve this step is to simply nod. Try not to be too defensive even if you’re the cause of the complaint. Avoid being too smiley; serious, professional and focused are the best traits to show. 9. Agree. I’m not asking you to agree with a customer who may be insulting, rude, or wrong. Agreeing in this case means to understand or empathize. A well-known technique for dealing with a complaint is the “Feel, Felt, Found” method. “I understand how you feel, Mr. Smith. I would have felt that way, too. What we have found is that if we (insert solution here), it seems to help.” 10. Develop solutions. This is my favorite step. It is often the turning point in defrosting an angry person. Start tossing out suggestions to solve the problem. If it’s a simple scenario, one solution often suffices. Other times, multiple options are necessary. When faced with a customer who will not respond to any of your suggestions, try this statement: “What can we do to make this situation better?” Just know that occasionally the reply is: “There’s nothing you CAN do!” 11. Exceed expectations. We refer to this as “REPLACE Plus 1.” That means not only do we try to solve the problem, but we add a touch of appreciation with it. Adding a special touch or offer that applies to your industry is a great place to start. This applies when your organization is clearly “in the wrong” and needs to make up for a poor decision or unfortunate situation. 12. Personalize. This can be the turning point when dealing with an extremely irate person. Once, I dealt with a customer in rage. I tried everything to calm him. Aside from just standing there and nodding, I had no ammunition to his verbal abuse. I kept quiet even though I wanted to yell back. Finally, when he appeared to be finished, I started my first sentence with his first name and I said it in a tone like we were old friends. Immediately, he seemed to relax a little. I quickly asked what I could do to make the situation better. He came up with a simple suggestion, one I hadn’t thought of. I agreed that his idea was a great compromise and he seemed satisfied. All’s well that ends well. After enough practice, the steps in dealing with angry customers becomes second nature. Unfortunately, there isn’t a hard and fast rule on how to use the steps. Many times I find myself using step 12 first. Be flexible, and you’ll find that it’s easier than ever to handle even the toughest situation. Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! By Karyn Buxman. This was originally published on Karyn's blog.
Stress is a HUGE problem in America. A recent Gallup study revealed 8 in 10 Americans are afflicted by stress! So how can Americans begin to reverse this trend and reduce their stress levels? An easy way to start is with humor! You might be thinking… Stress relief from laughter? Really, Karyn? It’s no joke! Now, a good laugh isn’t going to cure all ailments, but it certainly helps most! Here are some of the short and long-term benefits of laughter (Mayo Clinic): Short-Term
Check out some of the long-term effects: Long-Term
Looking for your next healthcare speaker? Get in touch with us at the Capitol City Speakers Bureau today to make your healthcare event a success! |
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