MGMA Podcasts

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 Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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 Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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

“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) Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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) Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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. Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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 Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.

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.) Sponsor: Capella University helps healthcare professionals earn their MHA on their terms. Their FlexPath MHA program is designed for busy MGMA members who want to advance their leadership skills with a flexible, self‑paced format — often faster and more affordably — without putting their careers on hold. Questions? Visit capella.edu/MHA to learn more.