22: Recruiting the Healthcare Workforce

Norman Regional Health System's Vice President and Chief People Officer Keith Minnis joins the podcast to talk all things recruitment and retention in the healthcare space. Keith gives insights into the HR sector of healthcare, sharing successes he and his team have accomplished at Norman Regional. 

Dr. Veer described it best in the intro of this episode - the key to hiring in healthcare is to recruit and keep the right people who are motivated, engaged, and committed so that the organization can build a talented, diverse workforce that drives growth, innovation, and performance. 

About Keith Minnis:
Keith W. Minnis, SPHR, SHRM-SCP, is a highly accomplished senior executive leader and human resources professional with over three decades of experience in complex matrix healthcare systems consisting of for-profit, not-for-profit, academic, and community health systems. Minnis has a proven track record of success in human capital management, mergers and acquisitions, talent acquisition, employee engagement and retention, and lean healthcare applications driving organizational and operational performance. 

Some of Minnis' professional associations and certifications include the Society for Human Resources Management, American Society for Healthcare Human Resources Administration - ASHHRA, Senior Professional in Human Resources (SPHR) HRCI certification, Professional in Human Resources (PHR) HRCI certification and more. 

Outside of work, Minnis enjoys spending time with his wife and three adult children, and collecting art and antiques. 

Links:
Follow Keith on LinkedIn
Discover your next position at Norman Regional Health System

This podcast is for educational purposes only. The information in this show is not to be used as medical advice. If you are needing medical care, please consult with your physician.

Norman Regional is hiring! See all our open opportunities here: https://careers.normanregional.com/careers-home/

Transcript

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Welcome friends, Dr.

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Veer Vedala here. And

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I'm Dr. Krishna Vedala.

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And we are the Vedala bros. Guess what, folks? We're back.

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And now with season three of our podcast.

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That's right, your favorite podcast, Vital Visions

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with the Vedala Brothers, is back

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where we bring you insights into health,

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wellness, and our community.

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This season, we're diving deeper into the stories,

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science, medicine,

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and strategies that shape our vision for a healthier future.

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From breakthrough research

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to powerful patient stories here at Norman

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Regional and expert perspectives from some

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of our amazing providers and new technologies

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and services that Norman Regional has to offer, we are here

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to connect the dots and empower you on your journey.

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So join us each episode

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as we explore new dimensions in health,

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one vital conversation at a time.

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Let's get started on season three.

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Welcome back to Vital Visions,

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where health meets community. Welcome back

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folks, Dr.

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Veer Vedala again here, joined by my co-host, Dr.

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Krishna Vedala. And we are the Vedala

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Brothers. Thank you again for joining us on another episode

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of the Vital Visions podcast,

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where we discuss all things vital, empowering our community,

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one topic at a time.

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More than half of our lives are likely spent at our

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workplace, but how do we know where that workplace is?

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And better yet, how do we know

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that's the right place to stay?

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To understand this, we have to talk briefly about two terms,

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recruitment and retention.

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Effective recruitment ensures

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that the right people are brought into an organization while

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retention strategies ensures

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that these valuable individuals are motivated, engaged,

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and committed to the organization's long-term success.

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Both recruitment and retention contribute

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to building a talented, diverse,

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and dedicated workforce

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that drives the organization's growth,

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innovation, and overall performance.

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Several factors that influence recruitment

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and retention include positive work cultures,

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career growth, recognition and reward, employee support,

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and social responsibility

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just to name a few. It's these factors

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that are in our organization that contribute

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to creating a positive

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and engaging work environment, fostering a sense

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of commitment and community.

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And where there's community, there's security,

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and the job becomes home.

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And here to talk to us about our home, Norman Regional,

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which embodies these characteristics, is our own CPO

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and VP, Mr. Keith Minnis.

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Sir, thank you so much for being here.

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Krishna, do you wanna give our guest an intro?

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Yes, of course. Once again, we are honored

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and delighted to have Mr. Keith Minnis here,

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who is our Chief People Officer.

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We're so glad, glad

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and delighted, to have you here, sir.

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Thank you so much for spending

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your day with us today.

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Tell us a little bit about yourself.

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Absolutely. Well, first

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and foremost, you know, I'm a fourth generation

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Okie. Born and raised in Oklahoma.

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And so Oklahoma has my heart quite literally.

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And it's one of the things

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that I love about Norman Regional too, is it, it just,

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feels like home.

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I grew up in Oklahoma and

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after college,

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undergraduate school had never planned on having a

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profession in HR.

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I actually went into behavioral medicine

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and spent 12 years, started out

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as a childcare worker and worked as a social worker,

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became a social worker 

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and managing behavioral medicine services.

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And someday, someone came along

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and said, "What do you think about a career in

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human resources?"

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And I thought, well, how hard can that be

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after, you know, running psychiatric, outpatient,

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inpatient services.

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And that's where my career, actually career actually began,

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in HR right here at Norman Regional Hospital.

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So over 20 years ago in HR.

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And so I spent nine years,

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at Norman Regional.

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And then moved on

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and went to work at some

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of the systems you may be familiar with. Baylor Scott

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and White, and spent about six years there

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and was Vice President of Human Resources there

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and at Mercy for about another five years. Ascension,

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a large national healthcare system.

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And spent a few years up at Integris.

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And lo and behold, I end up back at Norman Regional,

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where I came full circle.

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So a little bit about myself is that,

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I guess I am a creature of habit.

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And I just feel

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so blessed and so fortunate.

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It's not often in your career that you get

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to come full circle and

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come back to where your career started.

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Wow, that's a long journey,

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and thank you so much for being here

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and giving us that intro.

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And you're from Oklahoma, it seems like. Yep.

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Can you tell us like where you were you raised? 

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Absolutely. Yeah, I

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was actually born in Oklahoma City, born at St.

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Anthony's, where 

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babies, I guess in the, in the sixties

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that was the baby place for the most part.

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And my family raised my brother

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and I in Edmond, Oklahoma,

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And then we moved to, my dad was a psychologist

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and worked for the state school for the deaf in Sulphur,

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Oklahoma, which is a very small rural town in Oklahoma.

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And so, you know, moving, seems kind

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of from the big city, so to speak, Edmond, Oklahoma

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or Oklahoma City to Sulphur was

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quite a transition.

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And it was one of the first times that I, you know,

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really became aware of the differences

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in services and in particular medical services.

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We had one physician at that point in our community,

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and sometimes the pharmacist

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was the town doctor

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that you went to.

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But I grew up here

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and finished you know,

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my undergraduate and then as soon as I could

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move off and spread my wings, I went to

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Southern California and at that point was working for the

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for-profit psychiatric hospitals, working with

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children and adolescents.

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And

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I think that that's really, you know,

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when I think back about my career

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and others who choose a career

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or the career chooses them, I think it is still true today

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that healthcare careers are chosen as a result of purpose

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and passion and that desire to give back

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and to care for others and to make a difference.

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And we've been challenged, ongoing,

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and continuing to be challenged

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with staffing challenges today. Yeah.

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Well, thanks, that's been like

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a recurrent theme in our podcast.

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It seems that everybody we interviewed has this

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sense of servitude, you know,

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and to give back to the community.

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And we're so nice to work with

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colleagues like yourself where we share that passion.

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And we're definitely glad that you came back full circle

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back, well, we're so happy to have you here.

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One of the things that we want to start off

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with is, is what are some of the responsibilities

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of your role as Chief People Officer?

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Absolutely. You know, oftentimes you hear 

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the title Chief Human Resources Officer

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and synonymous for Chief People Officer,

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but I have full responsibility for you know,

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all things human resources, compensation benefits, our

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workers' comp., certainly engagement,

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culture, recruitment,

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our talent acquisition team, talent management,

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learning and development.

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So really all things people from

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that entire life cycle of the employee.

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And you spoke a little bit about that engagement

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and being able to reward

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and recognize, your Healers is critically important,

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for, you know, the reasons they go into it.

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You know, it is hard work,

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and you know, oftentimes, a lot

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of the heroic acts go maybe, perhaps unnoticed.

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And it's important to identify those

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and to call those out

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and really recognize those individuals.

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And so a big part of

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what we're working on is just continuing to develop 

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our reward and recognition program.

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But those would be kind of all of the areas

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that I have have responsibility for, from

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hire to retire. Yeah.

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And that, that's really great to hear, sir.

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I know Krishna and I, we were trying

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to get a little more involved in the Healer Hub,

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that aspect, and we're seeing

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some of that recognition on there.

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And so that's really great to see

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was that spark,

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that Healer Hub is an all-in-one resource,

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but was that one of the areas that you guys were hoping

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to incorporate into the recognition?

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It is, actually, 

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there are several areas in our partnership with

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Integrated Marketing that you know, I was

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so excited when I came here in January to see

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that we had launched the Healer Hub, which was, 

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much like, you know, many health systems

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or employers have an intranet

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where they drive their workforce

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to get up updated information

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and information about opportunities

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or upcoming events or activities.

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But, you know,

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we'd really had just launched a very robust,

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interactive intranet called Healer Hub.

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And it's providing a platform for us to really

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kind of take that recognition to another level.

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And

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we're hoping that we can continue to, you know,

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build on that, as well as another program

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that I've been wildly excited about.

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And this is, you know, one of the things

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that I've worked with at every healthcare system over the

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last three decades with is employee referral programs.

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Mm-hmm. 

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And here as, as mentioned, you know, we call our

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employees Healers.

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And so we, we've worked with our marketing team

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to rebrand and relaunch our healer referral

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and the number of, it's now far outpaced

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our other referral sources as our number one referral

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source or for new Healers,

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we have launched a welcome home campaign

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to welcome healers who may have left us 

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during the pandemic

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or previously that, you know, we'd like to invite them back.

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And so now we're seeing about 20 Healers coming back to us

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through our employee referral program that,

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you know, worked for us at one time and many, many more.

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I get them every day, healers

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that our own very healers are saying,

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this is a great place to work.

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I love working here,

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this is why I choose to work here,

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and why I would recommend this person for working here.

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And, it's just bar none the

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best referral source you can get.

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00:11:18.465 --> 00:11:21.685
So Mr. Minnis, in your view, what are some

256
00:11:21.685 --> 00:11:23.525
of the most pressing issues

257
00:11:23.545 --> 00:11:26.245
or opportunities that Norman Regional is currently facing?

258
00:11:27.515 --> 00:11:29.125
Well, I'd have to say,

259
00:11:29.125 --> 00:11:32.245
and it seems that this would be

260
00:11:33.805 --> 00:11:35.565
self-serving on some point 

261
00:11:35.625 --> 00:11:37.045
to say this is the number one

262
00:11:37.305 --> 00:11:38.485
challenge we're dealing with.

263
00:11:38.505 --> 00:11:41.005
But it's not unique to me

264
00:11:41.185 --> 00:11:43.045
or to Norman Regional at this point.

265
00:11:43.105 --> 00:11:47.125
It is bar none, you know, our ability 

266
00:11:47.465 --> 00:11:50.245
to recruit and retain the best

267
00:11:50.265 --> 00:11:53.085
and the brightest. Not only, you know

268
00:11:53.085 --> 00:11:56.805
is it compounded by the competition, which is all about

269
00:11:56.905 --> 00:11:59.605
and exists in every community

270
00:11:59.825 --> 00:12:02.725
and in varying degrees in, in different places,

271
00:12:02.985 --> 00:12:06.085
but we do have a real shortage

272
00:12:06.425 --> 00:12:08.525
in physicians such as yourself

273
00:12:08.525 --> 00:12:10.045
that, you know, that we're facing.

274
00:12:10.225 --> 00:12:14.405
And so as well as nurses we're anticipated to be

275
00:12:14.575 --> 00:12:17.005
800,000nurses short

276
00:12:17.305 --> 00:12:19.765
 by 2028.

277
00:12:20.345 --> 00:12:25.085
And so we're truly going through this grain

278
00:12:25.505 --> 00:12:29.925
of nursing, so to speak, where the average age is

279
00:12:30.015 --> 00:12:34.445
54 that we're seeing the Boomers are really retiring,

280
00:12:34.705 --> 00:12:38.725
and we're not replacing the nurses

281
00:12:38.835 --> 00:12:40.245
that are leaving.

282
00:12:40.425 --> 00:12:43.685
So, through attrition, through the great resignation

283
00:12:43.825 --> 00:12:45.045
or the great reflection

284
00:12:45.145 --> 00:12:48.125
or whatever we might want to call it, 

285
00:12:48.125 --> 00:12:50.205
that went on through the pandemic,

286
00:12:50.355 --> 00:12:54.805
that really did cause people to, to reevaluate 

287
00:12:54.895 --> 00:12:59.445
their work. We lost a fair amount of nurses to

288
00:13:00.145 --> 00:13:01.325
not come back.

289
00:13:01.585 --> 00:13:03.405
And we lost a fair amount 

290
00:13:03.545 --> 00:13:05.685
to the travel industry as well

291
00:13:05.945 --> 00:13:07.525
that decided to travel.

292
00:13:07.585 --> 00:13:09.725
But they're starting to, the good news is they're

293
00:13:09.845 --> 00:13:10.885
starting to come back.

294
00:13:11.185 --> 00:13:14.085
And we're really thrilled about that.

295
00:13:14.505 --> 00:13:17.405
And once again, you said 800,000? 800,000,

296
00:13:17.555 --> 00:13:20.925
yeah. You can't imagine,

297
00:13:20.945 --> 00:13:23.205
you can't even hardly get your head around that,

298
00:13:23.395 --> 00:13:24.405
that number. Yeah, that 

299
00:13:24.435 --> 00:13:25.845
we'll be that short.

300
00:13:25.945 --> 00:13:28.045
And so it's causing us to really think

301
00:13:28.235 --> 00:13:29.965
differently about our care models

302
00:13:30.425 --> 00:13:34.965
and about those other professions that support nursing

303
00:13:35.105 --> 00:13:36.285
and the physicians as well.

304
00:13:36.545 --> 00:13:38.565
Our advanced practice professionals, of course.

305
00:13:38.745 --> 00:13:42.005
And thetechs, and whether it's instrument techs

306
00:13:42.005 --> 00:13:44.245
or scrub techs or MAs

307
00:13:44.545 --> 00:13:48.165
or, you know, how we're really deploying a grow

308
00:13:48.435 --> 00:13:51.485
your own strategy so that we're developing our workforce,

309
00:13:52.265 --> 00:13:54.685
so that we can provide them with opportunities

310
00:13:54.945 --> 00:13:56.685
to further their career

311
00:13:56.905 --> 00:13:58.845
and their opportunities for advancement.

312
00:13:59.465 --> 00:14:03.045
You know, it's really

313
00:14:03.565 --> 00:14:06.965
a challenge every, you know, open position that

314
00:14:07.025 --> 00:14:09.245
we lose someone to find, you know, the,

315
00:14:09.265 --> 00:14:10.765
the talent to replace that.

316
00:14:10.905 --> 00:14:13.925
We manage about 4,000

317
00:14:14.725 --> 00:14:15.965
applications a month.

318
00:14:16.225 --> 00:14:19.685
So, you know, the challenge is, you know,

319
00:14:19.685 --> 00:14:22.605
finding those individuals that have then those skills

320
00:14:22.865 --> 00:14:23.965
and competencies

321
00:14:24.145 --> 00:14:28.925
and aptitude for the, for the roles that we're seeking.

322
00:14:29.265 --> 00:14:33.045
And some of that requires that we train them

323
00:14:33.385 --> 00:14:36.645
on the job and provide that level of development

324
00:14:36.645 --> 00:14:39.725
and training right here so that we're investing in

325
00:14:40.305 --> 00:14:41.485
our Healers

326
00:14:42.225 --> 00:14:45.245
and not somehow thinking there's an endless supply

327
00:14:45.245 --> 00:14:47.965
of them out there, in the want ads

328
00:14:47.965 --> 00:14:49.525
because they're not.

329
00:14:49.655 --> 00:14:50.765
Right. Wow.

330
00:14:51.145 --> 00:14:53.365
We had this conversation with

331
00:14:53.465 --> 00:14:55.005
Mr. Kyle Hurley recently too.

332
00:14:55.105 --> 00:14:57.005
You know he came to talk about EMSSTAT,

333
00:14:57.005 --> 00:14:57.925
but then was talking about

334
00:14:58.195 --> 00:15:00.005
paramedic shortage and things like that.

335
00:15:00.145 --> 00:15:03.365
And it just seems that this shortage is everywhere,

336
00:15:03.365 --> 00:15:04.565
in the healthcare field, and yeah,

337
00:15:04.725 --> 00:15:06.045
that 800,000 number is astounding.

338
00:15:06.585 --> 00:15:10.925
And maybe it is all there due to

339
00:15:10.925 --> 00:15:13.045
that great resignation you're talking about.

340
00:15:13.705 --> 00:15:17.085
Yeah, it's something that we really need

341
00:15:17.085 --> 00:15:18.845
to work on, as you think

342
00:15:18.845 --> 00:15:20.325
that's probably every organization though, right?

343
00:15:20.625 --> 00:15:21.765
It is, in others,

344
00:15:21.905 --> 00:15:24.845
and they're, you know, tackling it in a variety of ways.

345
00:15:25.265 --> 00:15:28.005
You know, one of, you know,

346
00:15:28.185 --> 00:15:32.165
and I, you know, I think the saying "none of us is

347
00:15:32.165 --> 00:15:36.085
as smart as all of us" is really applicable here, is that

348
00:15:36.145 --> 00:15:38.285
it really is requiring that we come together

349
00:15:38.785 --> 00:15:41.805
as healthcare systems with the academic, you know,

350
00:15:41.805 --> 00:15:44.445
healthcare or academic centers

351
00:15:45.025 --> 00:15:49.245
and the Moore Norman technology schools, vocational schools.

352
00:15:49.665 --> 00:15:51.125
So it's really putting kind of

353
00:15:51.125 --> 00:15:53.085
that three legged stool together

354
00:15:53.195 --> 00:15:57.045
with the healthcare systems, the academic institutions,

355
00:15:57.385 --> 00:15:59.085
and then the workforce commissions

356
00:15:59.305 --> 00:16:02.405
or the workforce centers through the state.

357
00:16:02.545 --> 00:16:03.685
So legislatively

358
00:16:04.425 --> 00:16:07.805
and through, you know, funding there's going

359
00:16:07.805 --> 00:16:10.245
to have to continue to be a concerted effort

360
00:16:10.305 --> 00:16:13.325
and through the Oklahoma Hospital Association for Oklahoma,

361
00:16:13.465 --> 00:16:17.685
for example, to really focus on, you know, how do we,

362
00:16:17.865 --> 00:16:20.765
you know, grow from elementary school. Yeah.

363
00:16:20.765 --> 00:16:23.765
Literally, right. You know, through high school

364
00:16:23.905 --> 00:16:26.085
and begin to prepare through dual credits

365
00:16:26.145 --> 00:16:29.045
or additional certification programs so

366
00:16:29.805 --> 00:16:32.525
students that by the time they graduate from high school,

367
00:16:32.525 --> 00:16:35.525
they're prepared to take a position as

368
00:16:35.585 --> 00:16:36.845
an MA if they want to

369
00:16:36.905 --> 00:16:40.245
and continue to further their career growth

370
00:16:40.345 --> 00:16:43.685
and become an LPN or an RN or CRNA

371
00:16:43.785 --> 00:16:46.645
or going to medical school or some other.

372
00:16:47.185 --> 00:16:51.885
But the challenge is you know,

373
00:16:51.905 --> 00:16:56.445
the pandemic was a traumatic event for

374
00:16:56.825 --> 00:16:58.125
most all of us.

375
00:16:58.505 --> 00:17:00.925
And you know, I think

376
00:17:01.505 --> 00:17:05.445
that getting folks excited about coming into healthcare,

377
00:17:05.495 --> 00:17:07.605
there were a number of folks  who were scared

378
00:17:07.745 --> 00:17:09.485
and scared to come to the hospitals.

379
00:17:09.505 --> 00:17:12.325
And so I think demystifying that and,

380
00:17:12.785 --> 00:17:16.765
and further you know, assuring the quality

381
00:17:16.905 --> 00:17:17.925
and the safety

382
00:17:18.185 --> 00:17:23.005
the  measures that we've taken to provide,

383
00:17:23.225 --> 00:17:26.725
a place where it's safe not only to receive care,

384
00:17:26.825 --> 00:17:28.405
but to give care as well.

385
00:17:29.475 --> 00:17:32.085
Yeah, man and I think it goes back to like

386
00:17:32.425 --> 00:17:34.405
when we were in schooling, it was like,

387
00:17:34.405 --> 00:17:36.845
a traditional route, you know high school

388
00:17:36.845 --> 00:17:38.485
and college, then whatever you wanna do,

389
00:17:38.545 --> 00:17:40.405
but it's important to recognize

390
00:17:40.405 --> 00:17:42.125
that it's not that way anymore.

391
00:17:42.465 --> 00:17:45.285
You know? And like you mentioned 

392
00:17:45.485 --> 00:17:47.045
tackling at a young age to get them interested.

393
00:17:47.465 --> 00:17:49.260
And I think that's why, that's one

394
00:17:49.260 --> 00:17:51.965
of our goals in this podcast is to reach out

395
00:17:51.965 --> 00:17:52.965
to our community

396
00:17:53.025 --> 00:17:55.205
and promote the healthcare field no matter where,

397
00:17:55.265 --> 00:17:58.125
and get our potential listeners who might be students,

398
00:17:58.305 --> 00:17:59.445
interested and involved.

399
00:17:59.585 --> 00:18:01.365
So thank you for that.

400
00:18:01.425 --> 00:18:02.565
We are learning so much,

401
00:18:02.665 --> 00:18:04.245
and we're glad to, you know, be here

402
00:18:04.245 --> 00:18:06.845
with the visionary such as yourself to explain

403
00:18:06.845 --> 00:18:08.565
that part with us here.

404
00:18:08.785 --> 00:18:11.245
I guess another question that we had was like,

405
00:18:11.745 --> 00:18:14.405
the healthcare field, all aspects

406
00:18:14.405 --> 00:18:16.085
of it are ever changing all the time.

407
00:18:16.865 --> 00:18:20.205
And so how do you stay up with the

408
00:18:20.205 --> 00:18:22.325
current trends or changes that are going on

409
00:18:22.905 --> 00:18:23.965
in that world right now?

410
00:18:24.545 --> 00:18:27.925
It's a challenge. I mean, you're exactly right.

411
00:18:28.005 --> 00:18:32.645
I mean, it's evolving so quickly

412
00:18:32.645 --> 00:18:33.805
through technology

413
00:18:33.945 --> 00:18:37.285
and through, you know, the instruments

414
00:18:37.345 --> 00:18:41.245
or tools that we now provide and

415
00:18:41.385 --> 00:18:45.565
that we might not have used that are whether AI or

416
00:18:45.625 --> 00:18:49.125
or other you know, resources.

417
00:18:49.225 --> 00:18:52.045
But, you know, staying up with, you know, it's requires

418
00:18:52.305 --> 00:18:55.965
as an HR professional, being an HR business partner

419
00:18:56.065 --> 00:18:57.925
and staying close to, to the business,

420
00:18:57.925 --> 00:19:01.045
and understanding those nuances as you know,

421
00:19:01.045 --> 00:19:04.565
as healthcare has shifted more towards an ambulatory

422
00:19:04.565 --> 00:19:07.125
perspective, and as we've seen the emergence

423
00:19:07.125 --> 00:19:09.965
of the freestanding emergency rooms.

424
00:19:10.465 --> 00:19:12.725
And so different professions

425
00:19:12.785 --> 00:19:16.645
or different skills are required for many

426
00:19:16.645 --> 00:19:17.765
of these roles.

427
00:19:18.065 --> 00:19:23.045
And our talent management team,

428
00:19:23.265 --> 00:19:26.165
you know, takes close inventory of that so that our

429
00:19:26.965 --> 00:19:30.125
offerings for the certifications

430
00:19:30.625 --> 00:19:33.125
or we may work with Moore Norman to say, you know,

431
00:19:33.125 --> 00:19:36.005
we've got a new device

432
00:19:36.005 --> 00:19:37.765
that the physicians are using,

433
00:19:37.865 --> 00:19:40.765
and we need to have our

434
00:19:41.355 --> 00:19:43.765
Healers trained on this particular device.

435
00:19:43.765 --> 00:19:45.845
Then we're offering, you know, courses on that.

436
00:19:45.985 --> 00:19:49.925
But it is, it's moving, it's moving quickly.

437
00:19:50.385 --> 00:19:54.485
But what hasn't changed is, you know, caring for,

438
00:19:54.705 --> 00:19:57.845
you know, the patient with compassion

439
00:19:57.865 --> 00:20:00.885
and with integrity and

440
00:20:01.505 --> 00:20:05.805
you know, we administer a just culture

441
00:20:06.215 --> 00:20:08.165
philosophy, you know, here as well.

442
00:20:08.305 --> 00:20:12.525
And so you know, working with

443
00:20:13.145 --> 00:20:16.445
our healers to help them also explore

444
00:20:16.905 --> 00:20:21.085
and kind of push the boundaries

445
00:20:21.785 --> 00:20:23.645
of their own career paths as well.

446
00:20:23.755 --> 00:20:25.885
What, what would you like to do?

447
00:20:25.955 --> 00:20:27.525
What would you like to learn more about?

448
00:20:27.665 --> 00:20:30.445
And creating those opportunities to cross-train and,

449
00:20:30.905 --> 00:20:33.405
and to develop their skills. Yeah.

450
00:20:33.785 --> 00:20:34.965
You mentioned AI, has

451
00:20:34.965 --> 00:20:37.285
that made a huge impact on the human resources work?

452
00:20:37.715 --> 00:20:38.965
It's here.

453
00:20:39.235 --> 00:20:41.285
It's here, it's here,

454
00:20:41.285 --> 00:20:44.805
and we're really starting to first, you know,

455
00:20:44.805 --> 00:20:46.405
have our introduction with it

456
00:20:46.465 --> 00:20:47.965
and

457
00:20:48.425 --> 00:20:52.205
at Norman Regional in the applicant tracking system.

458
00:20:52.205 --> 00:20:57.005
Mm-hmm. A tool that we used with that to begin

459
00:20:57.005 --> 00:20:59.885
to help us with, selecting candidates 

460
00:21:00.025 --> 00:21:02.445
and, you know, really for all of the right reasons,

461
00:21:02.785 --> 00:21:04.365
you know, the best thing

462
00:21:04.365 --> 00:21:06.485
that we can do is match the right person

463
00:21:06.595 --> 00:21:07.925
with the right

464
00:21:07.925 --> 00:21:10.405
opportunity based on their skills and experience

465
00:21:10.585 --> 00:21:12.965
and, you know, their aptitudes.

466
00:21:13.225 --> 00:21:17.805
And so through asking a series of questions, the,

467
00:21:18.265 --> 00:21:22.765
AI technology can help us determine, you know,

468
00:21:22.765 --> 00:21:25.045
here are your top five candidates

469
00:21:25.545 --> 00:21:26.925
for this particular position,

470
00:21:26.985 --> 00:21:31.045
or top 10 candidates, which helps us with better,

471
00:21:31.585 --> 00:21:35.205
facilitating that candidate for the hiring manager.

472
00:21:35.425 --> 00:21:38.845
And so we're not throwing 50 candidates at them

473
00:21:38.845 --> 00:21:40.045
over the wall for them to look at.

474
00:21:40.095 --> 00:21:42.845
We might be throwing five or the top 10,

475
00:21:42.905 --> 00:21:44.965
and if they're wanting to see some more,

476
00:21:45.025 --> 00:21:46.205
 we can do that.

477
00:21:46.225 --> 00:21:50.605
But AI is, I think in a very positive, you know,

478
00:21:50.605 --> 00:21:53.725
if it is disruptive in its' nature

479
00:21:54.345 --> 00:21:57.045
but I think very positively

480
00:21:57.185 --> 00:22:01.005
and it's giving us back what is difficult to give back

481
00:22:01.745 --> 00:22:03.845
to anyone these days is time in their day.

482
00:22:03.995 --> 00:22:05.765
Yeah. So the,

483
00:22:05.765 --> 00:22:07.405
efficiency is improved

484
00:22:07.555 --> 00:22:09.365
basically? Absolutely. Well,

485
00:22:09.465 --> 00:22:11.005
do you think there's a possibility,

486
00:22:11.245 --> 00:22:13.845
because we talked about the nursing shortage, 800,000.

487
00:22:14.025 --> 00:22:15.565
Do you think, and I'm not trying to set the world on fire

488
00:22:15.565 --> 00:22:18.525
yet, but do you think AI could do something

489
00:22:18.545 --> 00:22:20.005
to address that shortage?

490
00:22:21.165 --> 00:22:24.125
I think that, I do.

491
00:22:24.275 --> 00:22:27.445
Well, I haven't thought that's a great question.

492
00:22:27.785 --> 00:22:32.725
but I do think that we have, we're

493
00:22:32.725 --> 00:22:34.165
so rich with data

494
00:22:34.265 --> 00:22:37.645
and we've, I think to be able to use the AI technology

495
00:22:37.785 --> 00:22:42.525
to help us you know, further evaluate nurses who've,

496
00:22:42.785 --> 00:22:44.565
left the profession, nurses

497
00:22:44.705 --> 00:22:47.605
who are potentially candidates to enter the profession,

498
00:22:48.165 --> 00:22:51.565
identifying them through AI earlier, you know,

499
00:22:51.585 --> 00:22:54.965
in school earlier, in high school

500
00:22:54.985 --> 00:22:56.885
or college, you had mentioned earlier,

501
00:22:56.985 --> 00:23:01.125
we have a number of second career, you know, retired

502
00:23:01.725 --> 00:23:03.765
a fireman, a policeman

503
00:23:03.865 --> 00:23:07.125
or retail that you know, I've met

504
00:23:07.225 --> 00:23:08.605
so many healthcare workers

505
00:23:08.705 --> 00:23:11.565
and nurses who say I spent 20 years 

506
00:23:11.565 --> 00:23:14.045
as a police officer and never thought about going

507
00:23:14.195 --> 00:23:15.205
into nursing,

508
00:23:15.425 --> 00:23:16.965
but you know, went

509
00:23:16.995 --> 00:23:18.525
back and went to nursing school.

510
00:23:19.455 --> 00:23:21.795
Sorry, Krishna

511
00:23:21.795 --> 00:23:23.035
I didn't mean to cut you off

512
00:23:23.075 --> 00:23:24.275
I apologize, sir.

513
00:23:24.535 --> 00:23:27.475
but like I guess one question that I had was, do our

514
00:23:28.625 --> 00:23:30.755
potential employees, I guess,

515
00:23:30.755 --> 00:23:32.675
people who are looking into getting into Norman

516
00:23:32.995 --> 00:23:34.115
Regional for a job,

517
00:23:34.135 --> 00:23:36.595
do they need to be doing anything different in their

518
00:23:37.415 --> 00:23:42.155
job searching trials in terms of, you know

519
00:23:42.855 --> 00:23:44.995
adjusting to the AI algorithm

520
00:23:45.225 --> 00:23:46.225
Per se?

521
00:23:46.345 --> 00:23:48.405
You know that's a great question.

522
00:23:48.405 --> 00:23:51.085
There are keywords. Okay.

523
00:23:51.205 --> 00:23:54.085
There is probably a 

524
00:23:54.175 --> 00:23:56.205
whole conversation on that.

525
00:23:56.275 --> 00:23:58.805
Yeah. That true search engine optimization

526
00:23:58.825 --> 00:24:00.005
and search engine marketing

527
00:24:00.025 --> 00:24:04.565
and the AI is definitely

528
00:24:04.785 --> 00:24:08.165
you know, there area key skills

529
00:24:08.425 --> 00:24:10.365
and key words that you would want

530
00:24:10.365 --> 00:24:13.685
to reflect in a application for a certain position

531
00:24:13.915 --> 00:24:17.605
that would potentially align you or give you more points.

532
00:24:18.225 --> 00:24:23.045
And so it's not, I guess not teaching them how to,

533
00:24:23.305 --> 00:24:25.205
cheat on the test,

534
00:24:25.345 --> 00:24:27.245
but it actually how

535
00:24:27.245 --> 00:24:28.245
to improve your opportunities,

536
00:24:28.245 --> 00:24:30.085
because the reality is, everybody

537
00:24:30.105 --> 00:24:33.525
who applies does not get to an interview.

538
00:24:33.545 --> 00:24:36.125
And everyone who is interviewed does not get selected.

539
00:24:36.345 --> 00:24:41.205
So, you know, I think the

540
00:24:41.265 --> 00:24:43.285
thing for me that, you know,

541
00:24:43.285 --> 00:24:46.125
when you say it just excites me

542
00:24:46.125 --> 00:24:49.085
to have this conversation about potentially having people

543
00:24:49.085 --> 00:24:52.485
come into healthcare, because right now healthcare 

544
00:24:53.175 --> 00:24:56.245
needs us, needs you all, more than ever.

545
00:24:56.625 --> 00:25:00.405
And I think with the challenges that we face, you know,

546
00:25:00.405 --> 00:25:01.445
again, through the pandemic

547
00:25:01.665 --> 00:25:04.645
and with the shortages that we're going to face,

548
00:25:05.105 --> 00:25:08.765
you know, we really need to retain everyone

549
00:25:08.765 --> 00:25:11.005
that we can at this point.

550
00:25:12.065 --> 00:25:14.605
So, and you kind of already touched on this probably

551
00:25:14.605 --> 00:25:15.765
throughout our conversation so far,

552
00:25:15.785 --> 00:25:18.445
but are there any specific tools that current,

553
00:25:18.445 --> 00:25:21.005
Norman Regional employees have when it comes

554
00:25:21.065 --> 00:25:22.965
to their own career development?

555
00:25:23.355 --> 00:25:24.525
Yeah, absolutely.

556
00:25:24.705 --> 00:25:27.805
Our talent management department, 

557
00:25:27.865 --> 00:25:31.205
not only do we have required training modules

558
00:25:31.205 --> 00:25:34.605
that all Healers are required to take on a yearly basis,

559
00:25:34.785 --> 00:25:37.325
but we offer several courses as well.

560
00:25:37.665 --> 00:25:41.165
An emerging leader program that we've offered

561
00:25:41.225 --> 00:25:44.525
to our Healers who are interested in, uh,

562
00:25:44.825 --> 00:25:47.285
in advancing their career and becoming a leader.

563
00:25:47.285 --> 00:25:48.765
And there's courses

564
00:25:49.265 --> 00:25:53.605
and a certification internally that we provide

565
00:25:53.665 --> 00:25:56.045
for those that graduate from that program.

566
00:25:56.145 --> 00:26:00.485
And it consists of specific content and curriculum,

567
00:26:00.485 --> 00:26:04.165
but we also offer Crucial Conversations, that course,

568
00:26:04.265 --> 00:26:06.565
and, you know, which is believe it

569
00:26:06.565 --> 00:26:08.045
or not, difficult for people.

570
00:26:08.045 --> 00:26:11.645
sometimes to have those open, honest, you know,

571
00:26:11.665 --> 00:26:14.565
non-threatening, conversations

572
00:26:14.565 --> 00:26:16.885
with someone in particular when it's talking

573
00:26:16.945 --> 00:26:18.525
to them about performance.

574
00:26:19.105 --> 00:26:22.285
They are oftentimes challenged with that.

575
00:26:22.345 --> 00:26:26.245
We use Gallup, as our engagement survey,

576
00:26:26.705 --> 00:26:27.965
at Norman.

577
00:26:27.965 --> 00:26:29.965
And so, from that

578
00:26:30.815 --> 00:26:34.045
we've developed curriculum for our Healers

579
00:26:34.145 --> 00:26:36.325
to really better understand their strengths.

580
00:26:36.325 --> 00:26:39.685
So we take a strengths based rather than focusing on your

581
00:26:39.685 --> 00:26:41.485
weaknesses or what you're not great at

582
00:26:41.545 --> 00:26:43.325
and trying to make you better, you know,

583
00:26:43.325 --> 00:26:44.965
and that let's us really assess

584
00:26:44.985 --> 00:26:47.845
and determine what are your natural talents

585
00:26:47.865 --> 00:26:51.525
and natural strengths, God-given talents and strengths

586
00:26:51.985 --> 00:26:56.965
and how can we channel

587
00:26:57.395 --> 00:27:00.365
what you do to do more of that, that you enjoy,

588
00:27:00.365 --> 00:27:03.245
that gets you excited about getting up each day.

589
00:27:03.245 --> 00:27:06.845
Mm-hmm. And it feels like I went to work

590
00:27:06.945 --> 00:27:08.045
and the day's over,

591
00:27:08.065 --> 00:27:09.405
and I didn't even realize

592
00:27:09.715 --> 00:27:12.805
that I just spent 10 hours there or eight hours there.

593
00:27:13.065 --> 00:27:14.245
And that may feel like a little,

594
00:27:14.245 --> 00:27:16.685
that may be a little farfetched for some folks,

595
00:27:16.785 --> 00:27:17.885
but it's true.

596
00:27:17.905 --> 00:27:19.725
When you're doing something that you love

597
00:27:19.865 --> 00:27:20.925
and you just enjoy it,

598
00:27:20.925 --> 00:27:22.445
time flies by.

599
00:27:22.745 --> 00:27:27.125
And so that's the key is really helping,

600
00:27:27.545 --> 00:27:31.805
our Healers as well determine

601
00:27:32.345 --> 00:27:35.325
you know, if they're in a role that

602
00:27:35.355 --> 00:27:36.965
they've kind of lost that purpose

603
00:27:37.065 --> 00:27:39.125
and passion for there, there are

604
00:27:39.125 --> 00:27:42.245
so many other opportunities, you know, within the system,

605
00:27:42.785 --> 00:27:45.365
that they could choose, clinical or

606
00:27:45.425 --> 00:27:47.885
or nonclinical positions that we have available.

607
00:27:48.525 --> 00:27:50.125
That's a great opportunity.

608
00:27:50.365 --> 00:27:52.325
I mean, you know, leadership skills

609
00:27:53.145 --> 00:27:54.845
can be learned and developed.

610
00:27:54.845 --> 00:27:56.125
Right. And

611
00:27:56.125 --> 00:27:57.765
you mentioned the emerging leaders program.

612
00:27:57.905 --> 00:28:00.445
Is that available for all Healers, including providers?

613
00:28:00.705 --> 00:28:02.325
It is. Oh, wow. It is,

614
00:28:02.325 --> 00:28:05.605
and we're in the process of reshaping that

615
00:28:05.705 --> 00:28:09.045
and have had conversations about, you know,

616
00:28:09.045 --> 00:28:13.445
a program specifically for physicians

617
00:28:13.665 --> 00:28:16.085
as well, and physician, emerging physician leaders.

618
00:28:16.235 --> 00:28:19.045
When I was at Baylor Scott

619
00:28:19.045 --> 00:28:21.165
and White, we had a program 

620
00:28:21.505 --> 00:28:24.125
called the Scott and White Executive Education

621
00:28:24.125 --> 00:28:26.165
Program, SWEEP for short.

622
00:28:26.545 --> 00:28:31.365
And so we had about 30 physicians that were interested,

623
00:28:31.705 --> 00:28:32.885
you know, 

624
00:28:33.185 --> 00:28:37.685
in leadership opportunities

625
00:28:37.865 --> 00:28:41.925
or improving their knowledge and skills and training.

626
00:28:42.225 --> 00:28:45.125
And so they went through a year long mini MBA program,

627
00:28:45.305 --> 00:28:49.725
if you will,  sponsored by the University

628
00:28:49.725 --> 00:28:51.445
of Texas through Texas A&M

629
00:28:51.445 --> 00:28:56.245
of all things, certified

630
00:28:56.245 --> 00:28:57.365
through Texas A&M.

631
00:28:58.065 --> 00:29:02.285
And they learned healthcare marketing, healthcare finance,

632
00:29:03.185 --> 00:29:05.285
you know, worked on various projects,

633
00:29:05.385 --> 00:29:07.885
but, you know, oftentimes a physician may come up

634
00:29:07.885 --> 00:29:11.365
through a department chair or department director

635
00:29:11.465 --> 00:29:12.685
or medical director

636
00:29:12.785 --> 00:29:17.685
and not have really had leadership training per se.

637
00:29:18.065 --> 00:29:21.485
And so providing them with, you know, 

638
00:29:21.655 --> 00:29:25.245
those opportunities is something that we're

639
00:29:25.725 --> 00:29:27.845
availing and looking to avail more

640
00:29:27.845 --> 00:29:29.445
to our physician leaders as well.

641
00:29:29.825 --> 00:29:32.965
We need you all, you all

642
00:29:33.265 --> 00:29:34.765
are the leaders formally

643
00:29:34.945 --> 00:29:37.045
or informally, 

644
00:29:37.105 --> 00:29:39.845
in every situation the Healers look

645
00:29:40.185 --> 00:29:42.925
to the doctors oftentimes on what do we do?

646
00:29:43.115 --> 00:29:44.685
Yes. There no,

647
00:29:44.865 --> 00:29:46.645
we absolutely agree with that.

648
00:29:46.645 --> 00:29:49.045
Like in our own clinic practice, you know,

649
00:29:49.045 --> 00:29:51.445
we often make decisions together,

650
00:29:51.585 --> 00:29:53.685
but oftentimes we are the ones that they look

651
00:29:53.685 --> 00:29:54.845
to make these decisions,

652
00:29:54.845 --> 00:29:58.965
and we're like well...

653
00:30:01.065 --> 00:30:02.805
But sir, that sounds fantastic.

654
00:30:03.125 --> 00:30:06.005
I think it's, I know Krishna is pursuing his MBA

655
00:30:06.005 --> 00:30:08.285
currently, and he's learning all these aspects for

656
00:30:08.285 --> 00:30:10.525
other providers who are interested,

657
00:30:10.645 --> 00:30:12.485
I think it'd be an invaluable resource and tool.

658
00:30:13.865 --> 00:30:15.765
It probably is and applaud you for

659
00:30:15.945 --> 00:30:17.365
doing that. Thank you.

660
00:30:17.425 --> 00:30:19.925
And physicians who continue,

661
00:30:19.925 --> 00:30:23.165
And I've worked with a number of colleagues who,

662
00:30:23.735 --> 00:30:25.605
physicians who've gone on

663
00:30:25.605 --> 00:30:28.485
and got their masters in health administration or an MBA

664
00:30:28.485 --> 00:30:30.885
and it does help round out

665
00:30:30.895 --> 00:30:32.845
their clinical medical training

666
00:30:33.145 --> 00:30:36.485
and understand more of the business aspect,

667
00:30:36.645 --> 00:30:38.685
because healthcare finance is not like

668
00:30:38.865 --> 00:30:40.085
almost any other finance.

669
00:30:40.385 --> 00:30:43.885
And, you know, and talk to Rick, our CFO

670
00:30:43.985 --> 00:30:46.565
and how we get reimbursed

671
00:30:46.565 --> 00:30:49.485
or what we get reimbursed on a dollar is really very

672
00:30:49.485 --> 00:30:52.325
different than any other financial,

673
00:30:52.745 --> 00:30:54.125
you know, modeling.

674
00:30:54.345 --> 00:30:57.605
And so, you know, it's important

675
00:30:57.605 --> 00:30:59.565
to understand those nuances.

676
00:30:59.585 --> 00:31:01.965
But you're right. The staff, you know, oftentimes

677
00:31:02.545 --> 00:31:04.925
and more oftentimes come to the physician

678
00:31:05.225 --> 00:31:07.445
and the physician of the practice and

679
00:31:07.865 --> 00:31:10.485
whether it's a tornado drill

680
00:31:10.545 --> 00:31:12.805
or whether it's. Yeah, you know,

681
00:31:13.645 --> 00:31:15.445
this specific issue,

682
00:31:15.445 --> 00:31:16.765
what do we do? Yeah.

683
00:31:17.435 --> 00:31:20.325
Well, sir, another aspect of our podcast, our goal is

684
00:31:20.325 --> 00:31:23.525
to obviously provide a resource for our community,

685
00:31:23.985 --> 00:31:25.245
our Norman Regional community,

686
00:31:25.265 --> 00:31:27.325
or the surrounding Norman Moore community.

687
00:31:27.585 --> 00:31:31.965
And you know what, since starting my job here,

688
00:31:32.235 --> 00:31:34.525
I've been inspired by

689
00:31:34.525 --> 00:31:36.845
how much Norman Regional is involved with the community.

690
00:31:37.225 --> 00:31:39.565
And so I wanted to highlight

691
00:31:39.565 --> 00:31:40.645
that during this episode.

692
00:31:40.665 --> 00:31:43.245
And wanted to ask you if you had 

693
00:31:43.955 --> 00:31:46.365
like if you had any thoughts about

694
00:31:46.385 --> 00:31:48.445
or if you wanted to highlight some of the ways

695
00:31:48.445 --> 00:31:50.085
that we are reaching out to communities

696
00:31:50.185 --> 00:31:53.085
and getting feedback from them

697
00:31:53.225 --> 00:31:55.045
and incorporating that into our career plan

698
00:31:55.065 --> 00:31:57.805
or sorry, our plan for the future and stuff.

699
00:31:58.355 --> 00:32:00.245
Yeah. No, absolutely.

700
00:32:00.325 --> 00:32:02.525
I think, you know, prior to my, you know,

701
00:32:02.525 --> 00:32:04.605
arrival back here at Norman,

702
00:32:04.605 --> 00:32:09.325
and as we've consistently embarked upon

703
00:32:09.385 --> 00:32:12.565
an annual, you know, community needs assessment, it first

704
00:32:12.625 --> 00:32:15.045
and foremost starts with being engaged

705
00:32:15.105 --> 00:32:16.365
and active with the community.

706
00:32:16.365 --> 00:32:19.525
And I don't think that we could have a more engaged

707
00:32:19.985 --> 00:32:24.205
CEO, you know, we are wildly

708
00:32:24.795 --> 00:32:27.125
attuned to, you know, the community needs.

709
00:32:27.265 --> 00:32:30.525
And that happens through whether our involvement

710
00:32:30.525 --> 00:32:33.845
through the not-for-profits such as United Way

711
00:32:34.025 --> 00:32:37.245
or the other community sponsors.

712
00:32:37.245 --> 00:32:40.805
We work with Meals for Wheels that we sponsor,

713
00:32:41.185 --> 00:32:43.085
but keeping our finger on the pulse of

714
00:32:43.475 --> 00:32:46.685
what only the community is needing, not only from a medical

715
00:32:46.905 --> 00:32:49.005
or from a health perspective,

716
00:32:49.185 --> 00:32:51.525
but from a psychosocial perspective

717
00:32:51.665 --> 00:32:54.725
and keeping our community healthy.

718
00:32:54.785 --> 00:32:58.165
And well, a little like it says,

719
00:32:58.165 --> 00:33:01.085
being here at The Well. At The Well, at The Well!

720
00:33:01.765 --> 00:33:02.965
A little plug for The Well, yeah.

721
00:33:04.345 --> 00:33:06.365
One of the other hopes with

722
00:33:06.435 --> 00:33:09.405
this podcast is for those that are listening

723
00:33:09.405 --> 00:33:10.685
that want to get involved in healthcare

724
00:33:10.685 --> 00:33:13.885
and specifically in your field of HR recruitment

725
00:33:13.905 --> 00:33:16.685
and managing and development, any words of advice

726
00:33:16.705 --> 00:33:19.645
for anybody that would like to get involved in

727
00:33:19.705 --> 00:33:20.885
the kind of stuff that you do?

728
00:33:21.825 --> 00:33:26.045
You know, I think that, you know, the best,

729
00:33:26.345 --> 00:33:28.965
way to get involved

730
00:33:29.065 --> 00:33:32.005
or to get exposed is just that way is either through,

731
00:33:32.315 --> 00:33:36.965
volunteering, you know, we have,

732
00:33:37.425 --> 00:33:40.525
from teen volunteer programs to volunteer services,

733
00:33:40.825 --> 00:33:42.165
you know, here as well.

734
00:33:42.265 --> 00:33:46.935
And my oldest son is 28,

735
00:33:47.035 --> 00:33:51.695
and when he was going off to college, he was just

736
00:33:52.445 --> 00:33:54.615
convinced he was going to be a physician

737
00:33:54.615 --> 00:33:56.015
that he wanted to go to medical school.

738
00:33:56.795 --> 00:34:00.215
And so I encouraged him,

739
00:34:00.295 --> 00:34:02.695
I said, if you really think you want to go to medical school,

740
00:34:02.755 --> 00:34:03.975
you know, have you,

741
00:34:04.125 --> 00:34:05.655
been around a hospital much?

742
00:34:05.735 --> 00:34:07.615
I mean, no, not too much.

743
00:34:08.165 --> 00:34:09.735
Have you spent much time with,

744
00:34:09.835 --> 00:34:10.895
you know, I'm not a physician,

745
00:34:10.895 --> 00:34:12.775
have you spent much? No, no, not really.

746
00:34:13.435 --> 00:34:15.215
So, so how could we do that?

747
00:34:15.315 --> 00:34:18.255
So he, I said, well, why don't you look,

748
00:34:18.305 --> 00:34:19.695
let's look at some of the opportunities.

749
00:34:19.755 --> 00:34:21.015
And he applied for a position

750
00:34:21.015 --> 00:34:25.175
and got a position as a transporter at the hospital,

751
00:34:25.715 --> 00:34:27.775
and spent two years doing that.

752
00:34:28.355 --> 00:34:32.135
And after two years of transporting patients, he said,

753
00:34:32.155 --> 00:34:34.775
"Dad, I don't think I want to go to medical school,

754
00:34:35.615 --> 00:34:37.295
I want to be in healthcare,

755
00:34:37.795 --> 00:34:40.295
but I think I like research a lot better."

756
00:34:40.395 --> 00:34:43.375
And he's finishing, he graduates this year with his

757
00:34:43.875 --> 00:34:47.135
PhD in biomedical chemical engineering.

758
00:34:47.475 --> 00:34:50.735
Oh, congratulations! And at Colorado University,

759
00:34:50.795 --> 00:34:53.895
and he is doing some great research and

760
00:34:54.035 --> 00:34:56.015
and in the healthcare space.

761
00:34:56.475 --> 00:34:58.535
But he discovered,

762
00:34:58.535 --> 00:35:02.575
and so I think, you know, it's one of the reminders,

763
00:35:02.675 --> 00:35:06.375
you know, I've told to all of my children, I've told them

764
00:35:06.375 --> 00:35:08.295
that half the battle is figuring out

765
00:35:08.295 --> 00:35:11.775
what you don't want to do as much as what you want to do.

766
00:35:12.315 --> 00:35:15.575
So he loved transporting the patients

767
00:35:15.575 --> 00:35:16.935
and loved working at the hospital,

768
00:35:17.075 --> 00:35:20.335
but decided that doctor stuff was maybe just not

769
00:35:20.365 --> 00:35:22.255
what he was cut out for.

770
00:35:22.395 --> 00:35:27.215
So I would encourage folks to really you know,

771
00:35:27.835 --> 00:35:30.975
we have shadow programs that we offer,

772
00:35:31.045 --> 00:35:34.655
volunteer opportunities, you know, taking a course,

773
00:35:34.835 --> 00:35:37.885
at Moore Norman or taking a college course or,

774
00:35:38.145 --> 00:35:41.485
and in this day and age, you can just about YouTube anything

775
00:35:41.555 --> 00:35:45.125
that you want to see what is it really like to

776
00:35:45.725 --> 00:35:46.965
practice or, you know,

777
00:35:46.985 --> 00:35:50.085
to be an apprentice in this particular vocation. Yeah.

778
00:35:50.385 --> 00:35:51.885
That's like, speaking of full circle,

779
00:35:52.005 --> 00:35:53.205
I think that you're absolutely right.

780
00:35:53.275 --> 00:35:55.725
That quote, half the battle is knowing

781
00:35:55.875 --> 00:35:57.285
what you don't want to do.

782
00:35:57.285 --> 00:35:58.325
Right. And I think getting

783
00:35:58.325 --> 00:35:59.965
that exposure early on is very helpful,

784
00:36:00.865 --> 00:36:02.725
the full circle for me is I actually was a

785
00:36:02.725 --> 00:36:05.925
volunteer at Norman Regional in college. I came back here

786
00:36:05.925 --> 00:36:07.205
now. And that I actually shadowed a

787
00:36:07.325 --> 00:36:08.445
provider also here at Norman Regional.

788
00:36:08.775 --> 00:36:10.845
Definitely, you know, with the university

789
00:36:11.505 --> 00:36:14.845
being here in Norman, you know, our exposure,

790
00:36:14.985 --> 00:36:16.685
you know, Norman Regional is a great source

791
00:36:16.745 --> 00:36:18.805
for exposure into the healthcare field.

792
00:36:18.825 --> 00:36:20.285
And so, yeah, both him

793
00:36:20.285 --> 00:36:22.205
and I, we both have basically,

794
00:36:22.205 --> 00:36:23.285
like you said, come full circle.

795
00:36:23.345 --> 00:36:24.965
We started here and now we're back here.

796
00:36:25.035 --> 00:36:26.845
It's really funny because, Casey, one

797
00:36:26.845 --> 00:36:28.285
of our recruiters, she was in charge

798
00:36:28.305 --> 00:36:29.685
of the auxiliary department

799
00:36:29.685 --> 00:36:32.565
and I had a part-time job working at the Healthplex Gift

800
00:36:32.645 --> 00:36:33.725
Shop on the weekends.

801
00:36:34.065 --> 00:36:36.445
And so I already had her number, we had like old texts.

802
00:36:36.725 --> 00:36:38.725
Because she's like, oh, wait, how do I know you?

803
00:36:38.795 --> 00:36:43.285
Well, I used to work for you. So full circle there, but,

804
00:36:43.455 --> 00:36:44.455
small world, small

805
00:36:44.455 --> 00:36:45.405
world. Yes, sir.

806
00:36:45.665 --> 00:36:48.485
Mr. Minnis thank you so much for joining us today.

807
00:36:48.585 --> 00:36:51.445
We really appreciate all of

808
00:36:51.595 --> 00:36:53.885
that you have taught us and explained to us today.

809
00:36:53.945 --> 00:36:57.245
And I just want to reiterate how

810
00:36:57.865 --> 00:37:00.085
amazing Normal Regional is to work for,

811
00:37:00.185 --> 00:37:02.405
and we invite everyone

812
00:37:02.425 --> 00:37:04.085
to come join our Healer family.

813
00:37:04.585 --> 00:37:07.925
And did you have any other

814
00:37:08.005 --> 00:37:10.085
messages you wanted to deliver to our listeners?

815
00:37:11.065 --> 00:37:13.765
No, I love the way you summed that up.

816
00:37:13.795 --> 00:37:16.845
That you know, we, I think

817
00:37:16.845 --> 00:37:19.245
there's something unique about Norman

818
00:37:19.265 --> 00:37:21.965
and I think part of the secret sauce,

819
00:37:22.025 --> 00:37:25.965
if not the secret sauce is our Healers.

820
00:37:26.665 --> 00:37:31.245
And the fact that we are not so big that

821
00:37:32.355 --> 00:37:35.325
you get kind of lost in the shuffle and

822
00:37:35.665 --> 00:37:40.645
that you can't approach the CEO if you wanted to.

823
00:37:41.185 --> 00:37:43.805
His door is open and you would perhaps see him.

824
00:37:43.865 --> 00:37:48.005
And so Norman has a little bit of that feel like

825
00:37:48.185 --> 00:37:49.485
the old TV show,

826
00:37:49.505 --> 00:37:51.525
Cheers, everybody knows your name.

827
00:37:51.745 --> 00:37:54.805
And that, there's something that's really

828
00:37:55.095 --> 00:37:58.005
comforting about that, that you get to build,

829
00:37:58.665 --> 00:38:00.325
key relationships.

830
00:38:00.425 --> 00:38:01.925
And we're in a relationship business.

831
00:38:02.065 --> 00:38:05.725
And so I would just say that, you know, Norman Regional,

832
00:38:06.025 --> 00:38:10.765
would love to have you consider us

833
00:38:11.265 --> 00:38:12.845
if you are

834
00:38:13.365 --> 00:38:16.485
entertaining, if you are in the health field

835
00:38:16.545 --> 00:38:18.245
or entertaining coming into the health field.

836
00:38:18.705 --> 00:38:21.365
We've got about 300

837
00:38:21.875 --> 00:38:25.125
open positions out there at any given time that we'd love

838
00:38:25.125 --> 00:38:26.485
for you to, to apply for

839
00:38:26.625 --> 00:38:28.685
and love to have an opportunity to get

840
00:38:28.685 --> 00:38:29.725
to know you and talk to you.

841
00:38:31.715 --> 00:38:34.405
Well, once again, just wanted to reinforce, thank you

842
00:38:34.405 --> 00:38:36.485
so much for coming on by and

843
00:38:36.485 --> 00:38:37.685
answering all of our questions,

844
00:38:37.785 --> 00:38:38.885
and taking your time.

845
00:38:39.385 --> 00:38:41.765
We really appreciate everything that you do

846
00:38:41.985 --> 00:38:44.885
and thank you so much.

847
00:38:44.945 --> 00:38:45.945
You're welcome. Gosh, thank

848
00:38:45.945 --> 00:38:47.565
you both for having me on your podcast.

849
00:38:48.145 --> 00:38:50.605
I had an opportunity to listen

850
00:38:50.665 --> 00:38:53.765
and you guys are just doing great things

851
00:38:53.785 --> 00:38:56.765
for the community and introducing new topics

852
00:38:57.225 --> 00:38:58.285
to the community.

853
00:38:58.345 --> 00:39:01.205
And we haven't had a podcast, you know, like this.

854
00:39:01.305 --> 00:39:04.845
So it's certainly, you know, my honor

855
00:39:04.985 --> 00:39:06.885
and a pleasure to get the opportunity

856
00:39:06.905 --> 00:39:08.485
to participate on your podcast.

857
00:39:09.755 --> 00:39:10.755
Such kind words sir,

858
00:39:10.755 --> 00:39:11.965
we are very excited with

859
00:39:11.965 --> 00:39:13.325
that compliment you just gave us.

860
00:39:13.385 --> 00:39:16.645
And for all our listeners out there, thank you guys

861
00:39:16.665 --> 00:39:17.685
for joining us today.

862
00:39:17.825 --> 00:39:20.205
We here at Norman Regional 

863
00:39:20.545 --> 00:39:22.445
are definitely a Healer family.

864
00:39:22.745 --> 00:39:26.125
We have all kinds of characters

865
00:39:26.125 --> 00:39:27.525
with all kinds of personality.

866
00:39:27.865 --> 00:39:31.765
And there is definitely a place for you here no matter

867
00:39:31.875 --> 00:39:32.965
what you're interested in.

868
00:39:33.145 --> 00:39:34.445
And so please consider us.

869
00:39:34.505 --> 00:39:36.765
And as always, stay classy my friends,

870
00:39:37.185 --> 00:39:38.125
and stay out of trouble.