MGMA Podcasts

This episode of the MGMA Insights Podcast opens with Jeff Smith, CEO of Piedmont Healthcare and MGMA’s incoming board chair, delivering testimony before the U.S. Senate Special Committee on Aging. Speaking on behalf of MGMA members, Jeff laid out the real-world consequences of administrative burden — from prior authorization and regulatory pressure to physician burnout, staffing strain, and threats to patient access.Following the opening testimony, Jeff joins host Daniel Williams, Sr. Editor at MGMA, for a wide-ranging conversation that expands on those themes, exploring what policymakers often miss, how payment and workforce challenges are reshaping independent practice, and what it will take to reduce burnout and let physicians — and their teams — focus on caring for patients again.Episode TakeawaysBurnout is no longer theoretical — it’s driving physicians out of practice. In MGMA’s 2026 administrative burden survey, more than half of responding practices reported losing a physician to burnout in the past three years, with over 75% citing regulatory burden as a major contributor.Prior authorization is compounding workforce and access problems. More authorizations and denials increase staff workload, push physicians into unpaid administrative work, and delay or prevent patient care — often leading to higher downstream costs when patients end up sicker in the ER or hospital.Payment policy and administrative skepticism are sending mixed signals to physicians. While E&M codes have increased, physicians feel continuously second-guessed through audits, measures, and utilization controls — undermining the message that they are truly the “quarterbacks of care.”Primary care faces a pipeline problem. Medical students increasingly choose higher-paying specialties, leaving fewer physicians entering family medicine and internal medicine. Without incentives and reduced administrative burden, access gaps will continue to widen.Front desk staff may have the hardest job in health care. Jeff highlights that burnout isn’t limited to clinicians. Front-line staff are expected to be insurance experts, mental health buffers, and patient advocates—all while navigating HIPAA and frequent conflict.Congress is listening—but complexity remains a barrier. During Senate testimony, burnout resonated clearly across party lines. However, programs like MIPS and the Quality Payment Program are often difficult for policymakers to fully grasp, even as they shape daily practice operations.Inadequate Medicare updates threaten independent practice viability. Without inflationary payment adjustments — unlike hospitals — physician practices are squeezed financially, fueling consolidation and making it harder for small and mid-sized groups to survive.If reform starts anywhere, start with predictable, fair payment updates. Jeff argues that a reasonable annual Medicare update would relieve constant financial anxiety, allowing physicians to focus on patient care rather than volume, survival, or selling their practices.Jeff SmithContact Jeff on LinkedIn Jeff's full U.S. Senate testimony (YouTube video) - U.S. Senate Special Committee on Aging, Feb. 11 , 2026.Related ResourcesMGMA member‑exclusive Medical Practice Staffing Solutions Playbook - practical strategies to recruit, onboard, and retain staff across the full employment lifecycle in today’s competitive labor market.Managing physician transitions for long-term team building (MGMA Insight article) - how to manage physician departures and coverage‑critical transitions in ways that protect operations, staff morale, and long‑term team stability.Rebuilding trust in revenue cycle teams after turnover and burnout in critical access hospitals (MGMA Insight article) - how leadership stability and psychological safety are essential to restoring performance and trust in revenue cycle teams after prolonged turnover and burnoutUpcoming! How One Organization Connected the Pieces of Workforce Operations (MGMA webinar)- An upcoming fireside chat on reducing administrative burden by streamlining scheduling, time tracking, payroll, and credentialing across a multi‑site practice (April 30, 2026).

On this episode of the MGMA Insights Podcast, host Daniel Williams, senior editor at MGMA, welcomes Brian Gietzen, MD, medical director at Legacy Medical Group, for a thoughtful conversation on a care philosophy his practice calls benefits‑based medicine.Dr. Gietzen shares how this approach challenges the limits of rigid guideline‑driven care by reframing clinical conversations around evidence and real‑world relevance. Drawing from his experience in internal medicine and geriatric care across southeast Michigan, he explains how a more contextual, patient‑centered dialogue helps patients better navigate treatment choices, preventive care, and questions around risk — without pressure or assumptions.Key TakeawaysClinical guidelines offer direction, but not always clarity. While they provide a foundation, Dr. Gietzen explains why stopping at guidelines alone can overlook individual priorities, risks and lived realities.Outcomes matter more than checkboxes. Conversations shift meaningfully when success is defined by whether an intervention actually prevents harm — not simply whether a lab value or benchmark improves.Evidence becomes more useful when put in context. Understanding what an intervention was shown to improve, who was studied and how meaningful the benefit was allows for more honest, productive discussions.Screenings land differently when the end goal is explicit. By anchoring decisions in preventing serious outcomes — rather than detecting abnormalities — patients can better weigh options like colonoscopy, stool testing or choosing not to screen.Risk conversations work best when frequency and severity are clear. Explaining how often side effects occur, and how serious they typically are, helps counter fear‑based messaging patients encounter elsewhere.Vaccination discussions improve without performative persuasion. Dr. Gietzen describes how separating personal beliefs from clinical evidence creates space for trust and more balanced decision‑making.This approach scales with curiosity, not complexity. Practices don’t need to overhaul everything at once — starting with areas of genuine interest often yields the greatest early impact.Shared decision‑making doesn’t dilute expertise. Instead, it reframes clinicians as guides — combining evidence, experience and patient values to move forward with confidence.Contact Legacy Medical: LinkedIn | Facebook | Website

In this episode of the MGMA Insights Podcast, host and senior editor Daniel Williams sits down with Bob Bush, a seasoned healthcare executive and MGMA leader, to explore one of the most overlooked — and perhaps most critical — aspects of medical practice management: succession planning.Drawing from decades of experience, Bob shares practical strategies for identifying future leaders, avoiding operational disruption, and building a sustainable organization. The conversation also touches on leadership development tools, lessons learned from real-world failures, and how proactive planning can prevent chaos when key team members leave.Whether you're leading a large medical group or a smaller outpatient practice, this episode offers actionable insights to help you future-proof your organization.Key Takeaways[05:10] Getting to know Bob Bush Bob shares highlights from his healthcare leadership career, including his role as CEO of a large physician group  Reflections on MGMA involvement, career growth, and lessons learned across leadership roles [05:55] Why succession planning is NOT optional Waiting until a crisis hits (retirement, illness, sudden departure) can paralyze operations  Succession planning should start on day one, not during an emergency [06:27] Succession planning goes beyond leadership roles Critical roles include HR, payroll, IT, and front desk staff  Every “mission-critical” position needs a backup plan [09:03] Lessons from failure: what happens without a plan Real-world example: a physician-led practice collapses operationally when the leader is suddenly absent  No shared access, no cross-training, no backup = total shutdown [12:32] The retirement reality check for leaders Retirement is a 5-year transition process, not a switch you flip  Leaders must plan for purpose, identity, and daily structure post-career [15:35] Practical tools for succession planning (visit the video version of this interview on YouTube to view Bob's screenshares) Build a simple spreadsheet tracking:  Key roles  Potential successors  Risk level of departure [19:46] Identifying future leaders within your organization Use structured tools like the 9-box talent grid Focus development efforts on high-potential, high-performing employees [23:55] From recruiter to practice leader A pivotal career moment led Bob from physician recruiting into practice management  Early mentorship sparked his long-term involvement with MGMA[26:10] Why MGMA certification and continuing education matter Demonstrates commitment to the profession, similar to physician board certification  Requires ongoing continuing education to stay current  Bob shares his role in helping develop certification exam questions and shaping industry standards[00:33:18] The human side of leadership transitions Loss of daily interaction can lead to isolation  Staying engaged (consulting, volunteering, part-time work) is key to well-being Resources MGMA Member Webinar: Is Your Practice Ready for its Next Chapter of Leadership? (on-demand access available through MGMA) Book Recommendation: The Ruthless Elimination of Hurry by John Mark Comer Podcast Mentioned: Midlife ChrysalisMGMA Member Tool: Succession Planning Template 

In this special MGMA Insights Podcast episode for Women’s History Month, Daniel Williams, senior editor at MGMA and host of the MGMA Podcast Network, speaks with Cheryl Mongillo, Delores McNair and Paola Turchi, facilitators of MGMA’s Women Healthcare Leaders Resource Group. The dynamic conversation explores the realities of being a woman leader in healthcare today, including mentorship gaps, work-life integration, leadership isolation, vulnerability in the workplace, and the importance of creating trusted peer networks. This episode offers a practical perspective for medical practice leaders looking to strengthen leadership development, build support systems, and create healthier workplace cultures. Key Takeaways[0:52] – Why this conversation matters during Women’s History Month Daniel introduces the episode and frames the discussion around MGMA’s Women Healthcare Leaders Resource Group, one of the association’s most active member communities. The episode sets out to examine what women in healthcare leadership are facing right now and how peer connection can help.[2:08] – Cheryl Mongillo on the pressure facing independent practices Cheryl explains how managing private and independent family practices has become far more complex, requiring leaders to understand population health, care management and regulatory change — not just front-office operations. For practice leaders, this reinforces the need to develop stronger administrative talent pipelines.[3:29] – Delores McNair on bridging clinical and administrative leadership Delores reflects on moving from the clinical side into management and administration, and why that dual perspective helps her mentor others. Her comments highlight a common challenge in medical groups: helping clinically trained professionals grow into business, operational and strategic leadership roles.[5:17] – Paola Turchi on leadership isolation and the need for peer networks Paola shares that leadership can become lonelier the further someone advances. She emphasizes the value of having a trusted group outside one’s organization — essentially a personal advisory board — to provide perspective, problem-solving support and honest feedback.[8:54] – Women leaders are still struggling with work-life demands and missing mentorship Cheryl says one of the biggest recurring themes in the group is the pressure to “do it all” at work and at home. She argues that leaders need to stop treating career and life as an all-or-nothing equation and instead build balance through boundaries, moderation and mentorship.[11:31] – Bridging clinical and administrative leadership perspectives Daniel asks Delores how her experience on both the clinical and administrative sides informs her leadership. She explains that this dual perspective allows her to translate frontline patient care realities into operational, financial and strategic decisions — helping leaders better advocate for resources, navigate compliance, and align clinical needs with business goals. [14:27] – Protected reflection time is a leadership necessity, not a luxury Paola points out that healthcare leaders spend their days putting out fires — provider issues, patient concerns, payer problems, audits and operational disruptions. Her key takeaway for practice leaders: create intentional time to reflect, review root causes and improve processes, or the organization stays stuck in reactive mode.[17:56] – Vulnerability and psychological safety help teams grow Cheryl discusses how leaders and teams can create space for vulnerability by not taking every question, critique or differing opinion personally. For medical groups, this is a practical reminder that a stronger culture comes from validation, openness, and separating professional feedback from personal offense.[20:47] – The resource group works because it is confidential, flexible and member-led Delores explains that meetings are not recorded and are designed as a safe space where participants can ask questions, vent, share resources and seek guidance. That structure matters for practice leaders because it models the kind of trust-based professional community many leaders need but often lack inside their own organizations.[25:03] – “Work-life balance” may be the wrong goal Paola shares a reframing that resonated with her: work-life balance is less about hitting a perfect ratio and more about setting boundaries that fit the day, the season and the demands at hand. That mindset can help healthcare leaders reduce guilt and make more sustainable decisions.[27:14] – Women’s advancement still faces structural and internal barriers Cheryl notes that progress in women’s leadership representation has been real but slow, and she points to both external expectations and internal hesitation around risk-taking. Her advice: women leaders need support systems that encourage them to step outside their comfort zones and pursue growth opportunities.[30:01] – Why women don’t take the space they’re given Building on Cheryl’s point about self-prioritization, Paola adds that even when support systems exist at home or work, many women still choose to fill that freed-up space with more responsibilities for others. Cheryl agrees, emphasizing that risk aversion and reluctance to prioritize personal growth often keep women from stepping outside their comfort zones. [32:09] – Loneliness at the top can be addressed intentionally Delores encourages leaders to seek three kinds of support: people who comfort, people who challenge and people who model the path ahead. It’s a practical framework for medical practice leaders building mentorship and succession structures inside or outside their organizations.[36:37] – Final message: Be seen, be heard, take the risk and lift others upThe episode closes with each guest sharing what they hope participants gain from the Women Healthcare Leaders Resource Group: confidence, safety, connection, courage and a commitment to elevate other women in healthcare leadership.Related ResourcesMGMA Member Resource Groups — overview of MGMA’s live member resource groups, including the Women Healthcare Leaders community. MGMA Community — MGMA’s member community hub for peer connection and discussion. MGMA Mentor Program —  Connects experienced healthcare leaders with members seeking guidance, mentorship, and professional growth. MGMA Book Club — monthly MGMA member book discussion led by Daniel Williams.  "Is Your Practice Ready for its Next Chapter of Leadership?" — MGMA on-demand webinar focused on succession planning, leadership transitions and mentoring future leaders. 

“Google showed me how to innovate. Art taught me how to do it differently.”On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams sits down with Tucker Bryant, a former Silicon Valley leader turned poet and keynote speaker, to explore what innovation really means in today’s healthcare environment. As the opening keynote speaker for the MGMA Operations Conference in Charlotte, North Carolina (April 12–14), Bryant brings a fresh and unconventional perspective to leadership — blending lessons from technology, art, and poetry to challenge how organizations think about change.Together, Williams and Bryant unpack why imitation is often the biggest risk in an era of powerful tools like AI, how constraints can actually fuel creativity, and what medical practice leaders can do to break out of routine thinking — even in highly regulated, bureaucratic environments. The conversation offers practical frameworks leaders can apply immediately, from “refusing the first answer” to running small, low‑risk experiments that build buy‑in and momentum.Key Takeaways[01:56] The path from Silicon Valley to poetry Bryant shares how studying at Stanford and working at Google exposed him to Silicon Valley’s innovation mindset, while his parallel immersion in poetry and the arts taught him to think creatively, question assumptions, and approach leadership challenges from entirely different angles.[03:27] Why “doing different things differently” matters more than doing the same things better With AI and advanced tools now widely available, Bryant argues that competitive advantage no longer comes from optimization alone — it comes from differentiation. When everyone uses the same tools, standing out requires new ways of thinking, not just better execution.[04:55] The hidden danger of imitation during times of rapid change  Fear of falling behind often drives leaders to copy competitors. Bryant explains why this instinct can lead organizations to look indistinguishable — and why taking “unreasonable” risks may actually be the safest long‑term strategy.[09:40] How to break out of habitual thinking by “refusing the first answer”  One of Bryant’s core techniques for innovation: pause when a familiar problem arises and deliberately consider a second option — even if you don’t use it. Over time, this simple practice expands creative capacity and disrupts entrenched routines.[11:27] Constraints as catalysts, not barriers, to innovation  Drawing from both art and business, Bryant explains how limitations — time, resources, bureaucracy — force leaders to find new tools and approaches, often resulting in more focused and compelling ideas.[16:22] What poetry teaches leaders about healthcare innovationPoetry isn’t dead — it’s evolving. Bryant shares how poetry as an experience mirrors leadership innovation: understanding core ingredients, questioning assumed rules, and reimagining how ideas are delivered and received.[21:00] Why micro‑experiments are the key to getting buy‑in in bureaucratic environments  Instead of pitching fully formed, high‑risk ideas, Bryant encourages leaders to start small. Micro‑experiments make innovation tangible, reduce resistance, and help decision‑makers see what’s possible without feeling overwhelmed.[23:00] What to expect from Bryant’s opening keynote at the MGMA Operations Conference Bryant previews a highly interactive session that blends poetry, leadership insights, and creative participation — inviting attendees to engage differently and leave with a new mindset for innovation.Resources Tucker Bryant's websiteConnect with Tucker on LinkedIn MGMA Operations Conference (April 12–14, Charlotte, NC)

In this episode of the MGMA Business Insights Podcast, Sr. Editor and Host Daniel Williams is joined by Amy Otto and Kyle Hadley of LocumTenens.com to explore how transition management can help healthcare organizations maintain continuity of care during periods of staffing change.Together, they unpack why transitions — whether driven by rising subsidies, expiring contracts, workforce shortages, or service line realignment — represent high‑risk moments for patient care, finances, and staff morale. Drawing on real‑world examples from anesthesia and radiology, the conversation highlights how proactive, structured transition management transforms chaos into stability, protects patient access, and positions organizations for long‑term operational success.Key Takeaways[01:50] Rising costs and loss of control often trigger transition discussions Leaders most often explore transition management when facing escalating subsidies, outsourcing dissatisfaction, or limited transparency from practice management groups — especially in critical service lines like anesthesia and radiology.[03:32] Transitions are no longer rare events — they are the new normal  Staffing changes, leadership shifts, and service line realignments are happening across healthcare. Without proactive planning, organizations risk higher costs, staff burnout, and disruptions to patient care.[05:00] Reactive transitions drive higher costs and operational friction  When transitions aren’t managed proactively, organizations experience increased turnover, reduced productivity, credentialing delays, and financial inefficiencies that compound existing workforce stress.[06:12] Effective transition management turns disruption into stability — by design  A structured, customized transition playbook aligns leadership, clinicians, operations, contracting, and credentialing—ensuring patient volumes continue uninterrupted while change happens behind the scenes.[09:14] The discovery phase is the most critical step  Successful transitions begin with upfront evaluation: reviewing staffing models, coverage requirements, contracts, credentialing status, scheduling workflows, and stakeholder impact — before urgency takes over.[14:20] Stabilization requires centralized oversight and clear accountability Streamlined scheduling, onboarding, credentialing, and communication — managed through a single, coordinated process—reduces confusion, shortens timelines, and eases frontline staff burden.[16:14] Data builds trust and reduces anxiety during change  Transparent reporting on coverage, fill rates, patient access, quality indicators, and financial performance reassures teams that care continuity is protected and progress is on track.[20:32] Success means patients never notice the transition  True success is achieved when staffing stabilizes, financial performance normalizes, clinician confidence returns — and patient care continues seamlessly, without disruption or delay.Resources LocumTenens.com – Transition management and clinician staffing solutionsContact Amy Otto on LinkedInContact Kyle Hadley on LinkedInLocum Tenens Physician Staffing Playbook (MGMA)

On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams is joined by Doug Lewis, Vice President of Talent Acquisition at Sentara Health and board member of the Association for Advancing Physician and Provider Recruitment (AAPPR).This episode explores the continually adapting landscape of physician and provider recruitment — from shifting candidate expectations and family‑centered relocation decisions to compensation strategy, locum tenens pressure, and longer hiring timelines. Drawing on Doug’s frontline recruiting experience and national perspective through AAPPR, this conversation delivers practical insights for medical practice leaders navigating workforce shortages, competition for hard‑to‑recruit specialties, and the need for sustainable, long‑term talent strategies in 2026 and beyond.Key Takeaways[04:15] Recruitment decisions are now family decisions — not just physician decisionsSuccessful recruitment hinges on understanding the needs of spouses, partners, and children — including employment opportunities, schools, community culture, commute times, and lifestyle fit. Practices that ignore the family experience risk losing top candidates late in the process.[08:58] Candidate priorities have shifted from compensation-first to lifestyle-firstWhile pay still matters, physicians increasingly prioritize work‑life balance, flexibility, and nontraditional practice models. Leaders must reassess whether their care models align with today’s expectations.[10:58] Flexible work models like job sharing are growing — but complex to executeJob sharing can attract candidates seeking flexibility, but it requires operational readiness, shared patient panels, and leadership buy‑in. Practices must plan carefully to ensure continuity of care and provider alignment.[13:52] Hiring timelines are getting longer — and communication matters more than everIncreased financial scrutiny, governance layers, and cultural fit assessments are slowing decisions. Recruiters and leaders must “keep candidates warm” through transparent timelines, frequent touchpoints, and a high‑touch experience.[17:19] Compensation strategy must balance fairness, transparency, and sustainabilityCompensation is both art and science. Sustainable models — combining base salary, RVUs, and outcome‑based incentives — help avoid destructive bidding wars while ensuring providers feel valued and fairly paid.[19:15] Locum tenens use reflects deeper workforce challengesRising locums rates continue to outpace permanent compensation, especially in hard‑to‑recruit specialties. Leaders should treat locums as a short‑term bridge, not a long‑term solution, while investing in proactive workforce forecasting.[21:04] Recruiter burnout is real — and leadership must address itAs recruitment demands intensify, organizations must support recruiters with standardized processes, training, realistic workloads, and responsible use of AI to reduce administrative burden.[22:37] Strong recruiter–leader partnerships drive better workforce outcomesThe most successful organizations treat recruitment as a strategic partnership. Sharing data, trends, and market insights empowers leaders to make informed workforce decisions — not just react to vacancies.Resources Contact Doug on LinkedInSentara HealthAssociation for Advancing Physician and Provider Recruitment (AAPPR)MGMA Physician Hiring Playbooks - Member-exclusive, downloadable playbooks provide actionable insights, proven strategies, and step-by-step guidance for practice leaders. 

On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams is joined by Steve Gutzler, nationally recognized leadership expert and opening keynote speaker at the 2026 MGMA Financial Conference in Phoenix. This episode explores how emotional intelligence, stress regulation, and self‑leadership determine a leader’s true influence — especially during what Steve calls the “17% moments”: high‑pressure situations when emotions spike, decisions are harder, and leadership reputations are made or broken.Designed for medical practice leaders, financial executives, and MGMA members, this conversation delivers practical strategies for managing emotional hijacking, leading difficult conversations, sustaining resilience during financial pressure, and setting the emotional tone for teams in healthcare’s most demanding environments.Key Takeaways[02:28] What “17% Moments” Are — and Why They Matter More Than Strategy  Steve explains the brain science behind leadership under stress, revealing why leaders are judged less by daily performance (the “83%”) and more by how they respond when pressure peaks.[04:54] Why Healthcare Leaders Are Especially Vulnerable to Emotional Fatigue  Compassion fatigue, constant problem‑solving, and chronic stress drain emotional reserves — increasing the risk of poor decisions during critical leadership moments.[06:20] Recognizing Emotional Hijacking Before It Takes Over Physical warning signs — rapid heartbeat, chest tightness, shallow breathing, sweaty palms — signal when cortisol is overriding rational thinking.[10:55] The 18‑Minute Rule: How Long Emotional Hijacking Really Lasts  Research shows cortisol can dominate the brain for 18–20 minutes. Leaders who delay responses during this window dramatically improve decision quality and communication outcomes.[12:30] Calling a “Timeout” in Real‑World Leadership Conversations  Practical language and techniques for pausing heated meetings, deferring responses, and lowering emotional temperature without damaging trust or authority.[14:20] Managing Others’ Stress Through Empathy, Not Facts  Why listening and labeling emotions is the fastest way to de‑escalate tension — and why data alone often makes conflict worse.[16:33] Leading When Financial Targets Aren’t Met  How leaders can prepare emotionally for difficult conversations about missed numbers, maintain confidence, and lead with calm, courage, and accountability.[21:11] Why Leaders Set the Emotional Thermostat Steve’s closing insight: emotions are contagious, and emotionally intelligent leaders don’t just read the room — they regulate it.Resources2026 MGMA Financial ConferenceMarch 1–3, 2026 | Phoenix, AZSteve's Keynote Session:“17% Moments: Discover the Brain Science of Emotions and High‑Performance Leadership”MGMA Financial Conference Opening KeynoteSunday, March 1 | 3:45 - 5:00 p.m.Steve Gutzler website Leadership and emotional intelligence resources

On this episode of the MGMA Insights Podcast — Business Solutions, Sr. Editor and host Daniel Williams sits down with Casey Benefield, Senior Director of National Account Sales at MGMA BestPrice, and Christy Farrow, Director of Channel Partnerships at HealthTrust.Together, they unpack how MGMA BestPrice, MGMA’s exclusive group purchasing organization (GPO), helps medical practices of all sizes reduce supply and service costs — often by double digits — without disrupting existing workflows or vendor relationships. From understanding what a GPO actually is to exploring real savings opportunities across clinical and non‑clinical categories, this conversation is designed to help medical practice leaders facing rising costs and shrinking margins make smarter purchasing decisions.Key Takeaways [02:19] What MGMA BestPrice is — and why it matters to medical practices MGMA BestPrice is MGMA’s exclusive GPO, powered by HealthTrust, giving MGMA members access to health‑system–level pricing on medical supplies, pharmaceuticals, and services.[03:09] What a GPO does and how it solves a real operational problem Group purchasing organizations leverage collective buying power so practices can save thousands annually on everyday essentials — without negotiating individual contracts.[03:58] Who MGMA BestPrice is designed for (hint: it’s not just large groups)Independent practices, multi‑site groups, ambulatory surgery centers, long‑term care, FQHCs, and specialty practices all benefit — regardless of size or spend.[08:59] Where practices see the greatest savings — beyond medical supplies Members save up to 20% across categories including medical supplies, pharmaceuticals, office supplies, IT, waste management, freight, travel, equipment repair, and more.[09:30] The biggest misconception about GPOs — and why it costs practices money Many practices think their distributor is their GPO. In reality, MGMA BestPrice negotiates contracts across distributors, unlocking savings without changing reps, vendors, or ordering systems.[12:03] Why MGMA BestPrice is different from other national GPOs MGMA BestPrice uses a committed, sole‑source model and is backed by HealthTrust — the only top‑three GPO owned and operated by seven health systems.[14:30] How to validate savings before committingPractices can request a free cost analysis comparing their actual 12‑month spend against MGMA BestPrice contracts, showing exact‑match and conversion savings.[20:10] Real‑world impact: $25.3 million saved in one year In 2025 alone, MGMA BestPrice helped more than 4,500 MGMA members save over $25.3 million.ResourcesMGMA BestPrice (enrollment & cost analysis)MGMA BestPrice Phone Number 📞 844‑234‑66462(Enrollment is free and takes approximately two minutes. A dedicated account manager supports members throughout onboarding and beyond.)

This week on the MGMA Insights Podcast, Sr. Editor and host Daniel Williams chats with communication strategist Pamela Barnum, MPA, JD, whose undercover law‑enforcement career and time as a federal prosecutor offer a masterclass in reading people fast. Their conversation dives into those invisible layers of communication: the signals, cues, and micro‑behaviors that shape trust long before words do.Barnum breaks down her 3D Communication Framework (Display, Decode, Deliver), offering actionable strategies to defuse conflict, sharpen communication, improve team connection, and manage the rise in disruptive behavior in healthcare environments. This episode also previews her keynote at next month's MGMA Financial Conference.Key Takeaways[06:08] Understanding the real weight of nonverbal communication Barnum explains why the old “7% rule” is misleading — but why nonverbal cues (tone, cadence, pauses, presence) still drive the majority of how trust is built in clinical and leadership conversations.[08:50] Combatting time pressure and distraction in healthcare settings Barnum highlights behaviors — like checking a watch, reaching for a door, or multitasking — that unintentionally signal disengagement, and how leaders can stay fully present without adding time to already packed schedules.[12:25] The 3D Communication Framework: Display, Decode, Deliver  Learn why healthcare leaders must master these three skills to reduce misunderstandings, strengthen relationships, and influence outcomes during team discussions, patient encounters, or financial presentations.[14:45] How to project calm confidence in emotionally charged moments Practical strategies for slowing down, regulating your tone, and signaling psychological safety when conversations escalate — essential for leaders managing staff issues or patient complaints.[17:03] Leaning into difficult conversations instead of avoiding them  Avoidance leads to repeated problems. Barnum shares tactics for addressing conflict directly yet respectfully — without the inauthentic “compliment sandwich.”[21:09] How experts truly read behavior (and what not to assume) Barnum explains why isolated gestures (like “looking left means lying”) are myths — and why patterns, context, and behavioral shifts are the real indicators of meaning.[24:27] Barnum’s #1 tactic for slowing the moment and de‑escalating conflict A simple, 2–3 second intentional pause — along with controlled breathing — can shift the energy of a conversation, build trust, and prevent escalation.Resources Mentioned MGMA EventsMGMA Financial Conference Pamela Barnum, keynote“Crack the Code: 3D Communication Strategies for Powerful Results”Tuesday, March 3 | 8:30–9:30 a.m. | Phoenix, AZBooks, Shows & Media ReferencedRush (1991 film) (film adaptation of an undercover narcotics operation) Rush (author, Kim Wozencraft)The Wire (TV series)NYPD Blue (TV series)Lie to Me (TV series based on Dr. Paul Ekman's research) Narcos (based on the life of DEA agent Steve Murphy)Paul Ekman Group (research on facial behavior & deception detection) 

On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams sits down with returning guest Amy Lafko — MGMA consultant, speaker, creator of the People First Method, and author of People First.  Amy shares practical, immediately usable strategies for medical practice leaders navigating 2026’s rapidly shifting regulatory landscape, workforce challenges, and rising emotional strain within healthcare teams.From strengthening adaptability to reinventing onboarding, Amy delivers a toolkit that helps leaders build environments where teams feel supported, patients receive better care, and organizations thrive.KEY TAKEAWAYS (00:53) Amy’s healthcare leadership background shapes her "people first" philosophy — Beginning as a physical therapist and later serving in rehab, hospital, urgent care, and medical group leadership roles, Amy’s firsthand failures and successes inform her mission to help leaders avoid burnout and build thriving teams. (02:00) Adaptability is the #1 leadership skill for 2026 — With regulatory uncertainty and fast‑changing payer environments, leaders must intentionally build their “capacity to adapt.” Adaptability is learnable and essential.(03:36) Productive conflict should be trained at all levels, not just leadership — Teaching frontline staff to resolve issues reduces managerial burden and increases team cohesion. Practices that invest here see faster self‑resolution and fewer escalations.(05:20) Rising frustration is being mistaken for “more conflict” — Most conflicts aren’t actually new; people’s emotional set point is simply higher due to uncertainty. Leaders must help teams regulate emotions to reduce escalations. (08:03) The People First Method flips the traditional patient‑first mindset — Leaders shouldn’t bypass their teams to “get to the patient.” Supporting the team is what ensures outstanding patient care. (10:19) Onboarding must shift from task‑checking to “alignment and inspiration” — Traditional onboarding (e.g., first‑day EMR videos) disconnects new hires. People‑First onboarding welcomes, aligns with values, personalizes training, and boosts long‑term retention.(12:26) Weekly check‑ins using five simple questions transform new‑hire success — Quick meetings built around consistent reflection and support help new hires feel connected, confident, and aligned from day one.(13:53) People‑first cultures start with one deceptively simple factor: willingness — Willingness to invest time up front, to be consistent, and to level‑set leaders across the organization.RESOURCES Amy LafkoAmy Lafko's websitePeople First: A Method for Developing Leadership and Team Culture - bookMGMAMedical Practice Staffing Solutions PlaybookMedical Practice Staff Onboarding PlaybookHuman Resources Management CertificateHuman Resources resources

On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams sits down with Aaqil Khan, RCM consultant at Collectly, to uncover the “sneaky metrics” hiding inside your revenue cycle. These overlooked indicators can quietly erode patient collections, increase costs, and create friction in the patient financial experience. Aaqil brings deep experience in healthcare administration, Six Sigma process improvement, analytics, and revenue cycle leadership to show practice leaders where the real problems hide — and how to solve them using clearer ownership, automation, better data definitions, and patient‑centric design.Key Takeaways [02:13] Aaqil Khan’s background How he shifted from a planned medical career to healthcare administration and revenue cycle leadership.[08:13] The importance of estimate accuracyBad estimates create bill shock and lower collection rates.[09:32] Why critical revenue cycle KPIs fall through the cracksCompeting priorities, systems issues, and fragmented ownership.[15:01] "Sneaky metrics" and patient collection rate pitfalls“Good” numbers hide deeper conversion problems.[17:40] Impactful patient experience and payment reform Patient experience and frictionless payments directly influence collection performance and loyalty.[21:47] The hidden story inside patient AR days and patient inquiry volumeA diagnostic metric you’re probably overlooking.[26:15] Looking aheadThe future of digital payments, automation, and behavioral analytics for patient financial engagementResources Contact Aaquil on LinkedInCollectly MGMA Revenue Cycle Management Resources“All the Queen’s Horses” documentary on Amazon Prime (Local scandal of Rita Crundwell mentioned in Aaquil's introduction)

On this episode of the MGMA Insights Podcast, Sr. Editor and Host Daniel Williams welcomes Christy Bray, MHA, CPRP‑DEI, Chief Customer Officer at PracticeLink and host of the Workforce Wisdom podcast. As MGMA kicks off 2026 with a month‑long focus on workforce issues — recruitment, retention, culture, and onboarding — Christy brings decades of experience in physician and provider recruitment to share what’s changed, what’s trending, and what today’s medical practice leaders must do to stay competitive.From early‑career job search behavior and shrinking talent pools to recruitment marketing, job board strategy, DEI’s role in matching candidates to communities, and the impact of technology and AI, Christy offers tactical and strategic insights that can immediately help MGMA members strengthen their workforce pipelines.KEY TAKEAWAYS“Recruitment finds you.” – Christy Bray on her path into the field[01:56] Christy shares her origins in orthopedics, sports medicine, and hospital leadership — and why most recruiters arrive via nontraditional paths.The biggest change: Candidates commit much earlier[03:26] Residents and fellows now begin searching 12–18 months before completion — and some even sign on match day, cutting traditional recruitment windows dramatically.Why every job must be posted — and posted correctly[08:50] Christy explains why job visibility, keyword optimization, and clear role descriptions are essential for search engines and AI‑driven job discovery.Targeted outreach beats the “shotgun approach”[09:58] Mass‑messaging “10,000 people” leads to unsubscribes. Christy outlines how to curate small, qualified candidate pools — and measure success through open rate, CTR, and text‑to‑contact options.Recruitment is a long game — and budget fears slow down patient access[10:56] With the talent pool “shrinking rapidly,” practices must prepare for longer vacancies and avoid hesitating on locums support.Essential 2026 trends: uncertainty, reduced teams, and tech‑forward recruiting[12:40] Hiring teams are “stretched,” some dismantled entirely. Geo‑targeting, small high‑ROI advertising tactics, and hybrid old/new recruitment strategies (postcards + digital ads) are key.Strategic plans start with a workforce inventory[14:44] Christy’s pantry analogy: Practices must know their provider counts, ages, FTE loads, and retirement risks. Many older clinicians work at “1.5 to 2.5 FTE,” meaning replacement calculations require multiplying needs.DEI certification isn’t performative — it’s about fit and retention[24:13] Christy explains the CPRP‑DEI credential and why diversity and representation matter in recruitment: “Access to care is limited if somebody doesn’t speak your language or doesn’t look like you.”RESOURCES MENTIONEDChristy Bray on LinkedInPracticeLinkAssociation for Advancing Physician & Provider Recruitment (AAPPR)(CPRP‑DEI certification organization)Christy Bray's Podcasts:Workforce Wisdom with Christy Bray (Available on Apple Podcasts, Spotify, Google Podcasts)Surviving and Thriving in Residency

In this episode of the MGMA Insights Podcast, Sr. Editor and Host Daniel Williams chats with Jessica Minesinger, founder and CEO of Surgical Compensation and Consulting, about some of the most pressing challenges facing medical practice leaders in 2026. From physician shortages and recruitment hurdles to compensation transparency and organizational culture, Jessica shares actionable strategies to help practices attract and retain top talent while fostering trust and engagement.If you’re a medical practice leader looking to start the year strong, this conversation is packed with insights you can put into practice today.Key Takeaways[02:19] Physician Shortage and Its Impact Why bridging the gap between physicians and employers is critical to addressing supply-and-demand challenges in healthcare. [07:07] Recruitment Roadblocks in 2026 Common pitfalls in physician recruitment—such as over-reliance on guaranteed compensation—and how to avoid them. [12:39] Aligning Fit Beyond Compensation The importance of upfront conversations about work-life balance, leadership opportunities, and organizational culture to ensure long-term retention. [16:50] The Vulnerable Transition Period Why the shift from guaranteed salary to productivity-based models can lead to dissatisfaction—and how proactive planning can prevent it. [19:55] Communication is Culture How transparency and frequent dialogue about compensation strengthen trust and engagement within your organization.[21:50] Back to Basics: Common Sense in CompensationEngaging with the "Golden Rule"—administrators should think about whether they'd be comfortable with the compensation package offered. [23:43] MGMA Data Trends for 2026 Insights from MGMA’s latest research: patient encounters are up, RVUs are stagnant—what this means for compensation strategies. Resources Contact Jessica on LinkedInSurgical Compensation and ConsultingMGMA & Jackson Physician Search Research Report (2025)MGMA DataDiveMGMA Conferences

In this special New Year’s Eve episode of the MGMA Insights Podcast, host Daniel Williams looks back at three of the most impactful conversations from 2025. These highlights focus on the biggest challenges and opportunities facing medical practice leaders today:Finding and keeping good people through strategic recruitment and retention.Choosing tools and technology that solve real problems without adding complexity.Supporting clinician and staff well-being to prevent burnout and improve care.Whether you’re revisiting these discussions or hearing them for the first time, you’ll find actionable insights to help you build a stronger, more resilient practice in 2026. We here at MGMA wish you a very happy new year!Key Highlights[01:05] Liz Mahan on Strategic Recruitment and Retention Liz Mahan from Association for Advancing Physician and Provider Recruitment (AAPPR) explains why recruitment is more tactical than process-driven and how practices can create a strategic playbook to attract and retain top talent. She shares practical tips for identifying the ideal candidate, aligning recruitment with organizational culture, and planning timelines to reduce turnover. [08:33] Julia Rosen on Building Sustainable Tech Infrastructure Julia Rosen, Senior Vice President of IT at MGMA, discusses how practices can avoid chasing tech buzzwords and instead focus on solving real problems like documentation burden. She offers advice on managing legacy systems, migrating data effectively, and implementing cybersecurity strategies to protect patient information. [16:29] Dr. Michael Blackman on AI and Reducing Burnout Dr. Michael Blackman, Chief Medical Officer at Greenway Health, explores how AI tools can serve as assistants rather than replacements, helping clinicians reduce documentation time and improve accuracy. He explains how ambient documentation solutions work and why adopting technology wisely can ease pressures that lead to burnout. Related Resources Liz Mahan, Julia Rosen, & Michael Blackman on LinkedIn.AAPPR Recruitment ResourcesGreenway Clinical AssistMGMA Human Resources InsightsMGMA Technology Resources

In this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams talks with Carol Ittig, MBA, FACMPE, Practice Administrator at Children’s Orthopedics and Scoliosis Surgery Associates in St. Petersburg, Florida. Carol shares her journey from healthcare administration student to influential leader, and how adopting a go-giver philosophy has shaped her approach to leadership, mentorship, and innovation.Key Takeaways [03:35] Carol’s Path to Healthcare Leadership Carol’s career pivot and how early experiences in patient care sparked her passion for health care leadership. [07:35] Why Networking is Non-Negotiable How leveraging MGMA and other professional networks enabled Carol to launch new initiatives like research programs and a foundation. [07:49] The Power of Mentorship Lessons from her mentor Debbie Mitchell — setting boundaries, embracing authenticity, and saying yes to growth opportunities.[10:49] The Go-Giver Philosophy in Action Carol explains the five laws from The Go-Giver and how they translate into leadership in medical practices. [18:12] Solving Payer Challenges Through Collaboration How Carol’s orthopedic billing listserv uncovered a nationwide claims denial issue — and the steps taken to resolve $50,000 in denied claims.[21:07] AI and Prior Authorization: What Leaders Need to Know Insights into emerging AI-driven payer edits and practical tips for navigating prior authorization hurdles.[27:49] Navigating MGMA Resources Efficiently Carol’s “secret sauce” for staying informed about MGMA programs without getting lost in the website. Resources & Links MentionedCarol Ittig on LinkedInOrthopedic Executives Association (AOE)CHORTHO Cares FoundationThe Go-Giver by Bob Burg and John David MannMGMA Membership MGMA Mentor ProgramIf you're interested in joining the MGMA Book Club, reach out to Daniel at dwilliams@mgma.org.

In this episode of the MGMA Insights Podcast, host Daniel Williams reconnects with Tony (Anthony) Schirer, executive director of Cheyenne OBGYN and long-time MGMA member. Tony shares his journey into healthcare, the evolving role of technology in medical practices, and practical strategies for tackling staffing challenges in rural settings. The conversation also explores MGMA membership benefits, mentorship programs, and the value of professional networking.Key Takeaways03:55 From Finance to Healthcare Leadership Tony explains how his career began in hospital finance and evolved into practice administration, driven by regulatory changes like the Stark Act.07:39 Technology’s Impact on Healthcare From early spreadsheets to EHRs and now AI, Tony reflects on the tools that have transformed operations and patient care.11:00 Recruiting in Rural Communities Why hiring clinicians for Cheyenne takes patience, creativity, and understanding family needs — and why it took 18 months to fill key roles. 12:45 Building Team CultureHoliday bonuses, potlucks, and post-holiday gatherings as strategies to show staff they’re valued. 15:17 Staffing Pain Points Challenges in finding qualified front-desk staff and medical assistants, and why local training programs matter. 17:27 Remote Work in Healthcare Tony shares real-world examples of hybrid and remote roles, including triage nurses and billing staff, and the compliance considerations involved.23:55 The Power of MGMA Membership Networking, advisory boards, and the MGMA Book Club as tools for professional growth and mentorship. 26:24 Why Mentorship Matters Tony’s call for more proactive outreach to new members and ideas for strengthening MGMA’s mentoring program. Resources Contact Tony on LinkedIn. MGMA Membership BenefitsJackson Physician SearchEmail Daniel Williams at dwilliams@mgma.org if you'd like to join the MGMA Book club. 

In this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams sits down with Paola Ballester, MD, pediatric hospitalist, medical director for utilization management, and senior physician advisor at a large, freestanding academic children’s hospital and regional pediatric referral center. Dr. Ballester is also the co-founder of EasyPA, an AI-driven platform designed to streamline prior authorization processes. Together, they explore how medical practices can tackle administrative burdens, leverage technology, and prepare for upcoming regulatory changes — all while improving patient access to care.Key Takeaways02:45 Dr. Ballester’s Unique Journey From insurance claims adjuster to pediatric hospitalist — how her background shaped her expertise in utilization management and revenue cycle.06:27 The Pain Points of Prior Authorization Why delays in prior auth lead to patient suffering and staff frustration, and why the current system is broken. 08:01 Introducing EasyPA How an AI-powered platform can detect prior auth requirements, reduce denials, and generate appeal letters and peer-to-peer talking points. 11:37 The “220-Minute Case” A real-world example of administrative burden: 19 email threads, 14 team members, and multiple failed appeals for one procedure.22:19 Preparing for Regulatory Changes CMS’s new rules (57F) will require electronic prior auth by Jan 1, 2027 — what practices need to know now. 17:22 Choosing the Right Tech Tools Practical advice for administrators and clinicians on evaluating AI solutions and understanding your own data before investing.24:22 Leadership and Representation Dr. Ballester’s advice for women in healthcare leadership: owning confidence, overcoming imposter syndrome, and defining success. 26:35 Life Beyond Medicine How being a basketball mom keeps Dr. Ballester grounded and why setting boundaries matters for work-life balance. Resources & LinksEasyPA Reach out to Paola Ballester, MD, on LinkedInCMS Rule 57F - Details on upcoming electronic prior authorization requirements.MGMA prior authorization resources

On this episode of the MGMA Insights Podcast, host Daniel Williams, Senior Editor at MGMA, sits down with Jimmie Richmond, MPH, CHFP, CMPE, CPC, Financial Analysis Consultant at Banner University Medical Center. Jimmie is both a longtime MGMA member and a volunteer on MGMA’s new Human Resources & Compliance Advisory Board.Daniel and Jimmie explore the modern challenges facing medical practices — from unbilled revenue recovery to workforce shortages, patient access, remote work, and how leaders can weave compassion, communication, and connection into their operations. They also discuss the power of professional community through MGMA’s Book Club and advisory boards, offering listeners actionable insights to strengthen both their teams and their financial performance.Key Takeaways:• 1:53 — The “Unbilled Revenue” Problem: Why It Happens & How to Fix It Jimmie explains how his team identifies root causes of unbilled revenue in the EMR—an issue that directly impacts margins. He highlights the need for cross-functional collaboration between finance, revenue cycle, and providers.• 5:27 — A Career Built on Connection, Persistence, and Service From call centers to surgery centers to financial analysis, Jimmie shares how listening skills and empathy became core leadership tools.• 9:01 — Book Club as Leadership Training: Why MGMA Members Should Join Daniel and Jimmie discuss how MGMA’s Book Club builds leadership skills, encourages vulnerability, and helps members solve real-time workplace problems.• 12:55 — Finding Your Place in MGMA: Scholarships, Certification, and Fellowship Jimmie recounts how MGMA’s education, grants, and benchmarking tools helped advance his career—and how the fellowship journey validated his expertise.• 18:05 — Why a Finance Professional Joined the HR & Compliance Advisory Board Jimmie explains how financial analytics intersects with HR and compliance, and why multidisciplinary perspectives matter for better decision-making.• 20:20 — The Pressures Facing Practices Today: Patient Access, Staff Retention, & Provider Burnout Jimmie outlines the post-COVID challenges he sees across the system and why compassion must be a core leadership competency.• 22:13 — Making Remote Work… Actually Work: Tools, Touchpoints, and Trust As a fully remote financial consultant for a Phoenix-based practice, Jimmie offers tactical advice for communication rhythms, collaboration tools, and building team cohesion from afar.• 22:54 — How Leaders Can Recruit Talent in a Competitive Landscape Remote work can widen talent pools—if leaders invest in connection, scheduling discipline, and inclusive communication practices.Resources Mentioned: Jimmie on LinkedInMGMA Book Club (Align the Mind – December Selection)Send an email of interest to Daniel Williams - dwilliams@mgma.comMGMA Volunteer Opportunities MGMA DataDive (Benchmarking Tool) MGMA Education & Certification (CMPE & Fellowship)MGMA Conferences 

In this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams speaks with Allen Alongi, MBA, PMP, SSGB, Physician Practice Manager at Northside Hospital in Marietta, Georgia, and one of the newly appointed members of MGMA’s Human Resources and Compliance Advisory Board. Allen shares his journey from patient to healthcare leader; his passion for writing, reading, and mentorship; and strategies for building resilient teams in a challenging healthcare environment. This conversation offers practical solutions for medical practice leaders and MGMA members looking to strengthen their teams, improve operations, and foster professional growth.Key Takeaways:01:21 Allen’s Role at Northside Hospital Learn how Allen oversees multiple clinics, manages P&L, and drives strategic initiatives focused on retention and patient experience. 04:42 A Personal Healthcare Journey Allen’s diagnosis with Type 1 diabetes at age 14 and how it inspired his career in healthcare leadership.06:08 Career Path & Lessons Learned From academic medicine to physician practice management, Allen shares insights on staffing challenges and operational excellence. 09:05 Connecting with MGMA How MGMA resources and certification programs became a cornerstone for Allen’s professional development and decision-making. 11:05 Writing for MGMA Allen discusses his published articles on mentorship, feedback loops, and practical clinic solutions—and why writing matters for leadership. 12:36 Allen's Passion for Writing Stemmed from his Love of ReadingAllen talks classic literature and various writing roles throughout his career. 19:28 Book Recommendations & Lifelong Learning Allen and Daniel talk about some leadership reads, plus details on MGMA’s book club for members.25:07 Maximizing Mentor-Mentee ProgramsActionable advice for getting the most out of mentorship programs, including preparation, engagement, and growth strategies.Resources Mentioned:Allen’s MGMA Articles"Mentor up: How to be a great mentee and drive your own growth""Feedback for impact: Using employee and patient insights to drive operational improvements""Practical solutions to combat burnout in ambulatory clinics"Other MGMA ResourcesMGMA Certification - Demonstrate your skills and earn a recognized certificate of mastery.MGMA Mentor Program - New and improved!Books DiscussedThe Count of Monte Cristo by Alexandre DumasEast of Eden by John SteinbeckLook Homeward, Angel by Thomas WolfeAlign the Mind by Britt FrankShatterproof by Tasha EurichThe Moviegoer by Walker PercyLemony Snicket’s A Series of Unfortunate Events