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A CLEAN SLATE- wish me luck!

It wclean slateas actually past time.  But letting go of people you actually like, is hard.  I knew deep down that I had to do it – for the sake of my patients, my business and my sanity…but instead I just tried to work harder and create new systems, find new software for better visibility and assumed the failures of my staff had to be the fault of my systems. Surely they wouldn’t intentionally shirk their responsibilities?? Right?

While I cannot answer that question, my Franklin staff was just not up to the task, and they haven’t been for years.  Sequentially, over the last 1-2 years, and rapidly over the last week I have let them all go.  I have had patients tell me my franklin staff was “horrible” for years- but I didn’t think they could be that bad, and let’s face it, a lot of people are super needy and super impatient.  But in the end they were right, and I was wrong to keep ineffective people for as long as I did.

But now I have a clean slate, and I literally feel like the clouds have parted.  A weight has been lifted, and I feel free again. Free to do a better job at hiring.  Because after all, even though my former Franklin staff let me down in a profound way; ultimately, it is still my fault. My lesson to be learned.  I’m the one that hired them…

As I look back at the people I have hired, I realized it was always out of necessity.  I was overwhelmed with patients and just needed more warm bodies to help.  How hard could their job be? Really?  I hired medical assistants after they made it through a nine week externship with KCA.  Once they were there for nine weeks (if they made it through without being sent away) I typically hired them because they were (at that point) trained. Trained on my software, systems and processes. And who wants to train another person when you have someone trained AND looking for a job staring you in the face?  Now I know that is simply lazy.  I never sought out the best people possible . Not that I didn’t screen everyone, I did -ad nauseam.. But I never actively sought out only the BEST people. I looked for people with experience.  And while that helps, it is secondary to other extremely important factors like empathy, follow-through, work ethic and many other things you just can’t train into a person that is over the age of 5 (and not your own child).

Now I look for attributes that make a person strive to be their best.  I can train them to do everything else.  I had it backwards before.  Now, finally, I think I have it right.

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Oh, and what am I grateful for today? My ability to be introspective and objectively critical of myself in a way that allows for personal growth; rather than being a person that blames everyone and everything else for the tough times.



“Mindfulness is simply being aware of what is happening right now without wishing it were different; enjoying the pleasant without holding on when it changes (which it will); being with the unpleasant without fearing it will always be this way (which it won’t).”

– James Baraz      


I tried. I really really did. But kept getting distracted with work stuff, house stuff, etc.

I’ll do a better job tomorrow.

What am I grateful for today: my vision. It’s not perfect, I need reading glasses now (ugh), but I can see the beauty all around me.

Roughly 22.5 million adult Americans (or nearly 10% of all adult Americans)  either “have trouble” seeing, even when wearing glasses or contact lenses, or are blind.*


*2014 National Health Interview Survey (NHIS)



Getting there

“The discontent and frustration that you feel is entirely your own creation.” 

Stephen Richards


I believe this, wholeheartedly.  But it’s a big pill to swallow.  How can I protect my feelings/reactions from being a reflection of what’s going on around me??  Of course, the answer that I need focus on what I do about it. Which means I have to take responsibility for being the architect of everything that goes on aaround me.  Not that I haven’t before, but I haven’t used this fact to temper my emotional response when things go bad. So, to that end, I started a huge “reconfiguration” of my Franklin office.  As I stated in my previous post, I let an employee go that had been with me for 7 years, and since that post the person that was paid to supervise the staff has been demoted.

I don’t hire staff without a good deal of consideration, including working interviews, checking refere
nces, etc.  But apparently none of this is enough to predict behavior.  I will use other testing of prospective empolyees before hiring again.  I’m nervous because I don’t want to mess up again, but excited about getting someone truly dedicated to this business and the patients for whom we are responsible.

I  found a new EHR to work with AdvancedMD. The AdvancedMD EHR made my workflow terrible. Previously, I focused on my frustration re their EHR, now I have chosen to focus on the new EHR (Nexus) which seems pretty great so far.  Wish me luck!


3d rendering of the arrow show the solution