Webinar Recap: Ready to Hire Simpler & Smarter?

Posted on August 4, 2017

People are the Most Valuable Variable in Business

“My inventory goes home every night.” — Michael Eisner

In case you missed our live webinar and don’t have time to listen to the recording, here’s a high level recap of our June 2017 webinar, “Ready to Hire Simpler and Smarter?

Although technology often drives business success, the number one asset to any company is personnel. Human resources supply the brainpower, capabilities and distinctive personalities to drive the business.

Putting the wrong person in a job can result in negative attitudes, conflict with other employees, poor attendance and high turnover. An assessment that evaluates the strengths, attributes and interests of employees and potential hires can help minimize poor job placement and create an efficient, productive workplace.

With the PXT Select hiring assessment, you can identify the best person for each role. As the business changes, you can use PXT Select to identify future roles for employees that build on their strengths and a maximize productivity within the organization.

Costly Miscalculations

Unsuccessful hires cost money and hurt morale. Resources spent on advertising, interviewing and training an individual are wasted when new hires don’t work out, regardless of the reason.

In November 2016 Career Builder sponsored a poll by Harris on the cost of poor hiring decisions. They surveyed 2,379 HR professionals and hiring managers across private sector companies and business of various sizes. 75% of the managers surveyed affirmed they had made a bad hire. On average, the reported cost of a bad hire was $17,000.

NOTE: 20% of those surveyed knew they had made a hiring mistake within the first week. 53% knew within the first three weeks!

The Challenge of Successful Recruiting

Successful recruiting requires that an organization have a clear description of the skills and attributes necessary to fill a position. They also need a way to compare individual candidates to see if they are a good fit for their positions. Many companies rely on interviews and “gut feelings” alone to determine which candidate they hire.

Most hiring managers admit that even with a good job description, interviewing requires skilled questions and observations. To make matters worse, poor interviewing skills and lack of time to conduct multiple interviews can result in a choice between several unqualified candidates. Picking the lesser of two evils is never the right way to select a new employee.

An Innovative, Easy-to-Use Hiring Solution

Corexcel clients now have access to PXT Select, a new online hiring assessment that tests a candidate’s verbal and numerical skills, verbal and numerical reasoning, behavioral attributes and interests. A series of powerful reports compare the candidate’s results with multiple positions and with other candidates. Most helpful, managers also get a series of questions to ask the candidate and tips on “what to look for” and “what to listen for” during the interview.

An assessment is required for each candidate. Once a candidate logs on to the testing platform, the assessment takes 60-90 minutes to complete. Candidate results are measured against a Job Performance Model that describes the skills and attributes necessary to perform a specific job. Corexcel works with clients to select performance models that match their needs.

The price of an assessment includes 9 reports. We’ve highlighted four of them in our blog. We also have samples of all of the reports posted on Corexcel’s website.

The Comprehensive Selection Report provides insight into a candidate’s verbal skills, numerical aptitude, reasoning facilities, behavior style and interests. It also identifies potential areas of concern such as mathematical deficiency or behavior trait that might warrant further probing, depending on the skills and/or needed for the position. It gives recruiters suggestions on what questions to ask and what to look for in an interview.

The Multiple Positions Report summarizes a candidate’s fit across several positions within a business while elaborating on their behavior style’s personal interests and showing how their score could affect their success in any given position.

The Multiple Candidates Report measures several potential hires alongside one another. This report also compares the behavior traits and personal interests of multiple candidates along with numerical and verbal ability.

The Coaching Report is designed to offer insight into the mindset, capabilities and aptitude of an existing employee. This helps managers determine areas where a candidate or new employee could benefit from coaching related to the position that they have been hired to fill.

Join the Recruiting Revolution

PXT Select is founded on the belief that people perform best when they are placed into positions that are most suited to their abilities and traits. It simplifies the process of identifying and placing individuals where they are most likely to succeed.

Contact us for a demonstration so that you can streamline your hiring process and save valuable man-hours and recruiting resources. Let us help you put the right people in the right positions.

William Marston: Wonder Woman’s Creator Gave the World DISC

Posted on July 23, 2017

There certainly is a huge buzz about Wonder Woman, the Amazonian princess who is one of the major superheroes in the DC Comics universe. Thanks to actress Gal Gadot, director Patty Jenkins, and scriptwriter Allan Heinberg, she’s now become one of the most successful superheroes to hit the box office.

The Creation Unfolds

When introduced in 1941, Wonder Woman was a rare example of a strong female heroine who didn’t need a man to save her. Later, she came out as bisexual and has become a symbol for both women’s rights and the LGBT community. She’s unique in another way: her creator, William Marston, was not the typical comic book writer or artist.

Unlike the industry hall of fame comic-book writers, Stan Lee and Jack Kirby, William Marston was a psychologist. Marston went to Harvard for his education, graduating in 1921 with a Ph.D. in psychology, followed by teaching positions at both American University and Tufts University. During the 1920s and 1930s, he published a number of different research papers and books, including Emotions of Normal People, where he laid out his theory of human behavior that would eventually be used for DiSC.

The Beginnings of Wonder Woman

Marston was interviewed in a Family Circle Magazine article where he discussed his belief that comic books could be used for educational purposes. This article brought him to the attention of Max Gaines, a comic book publisher, who hired Marston to serve as an educational consultant for what would become DC Comics.

Marston suggested the company introduce a hero who saved the day with love and compassion rather than by fighting. With his wife Elizabeth’s suggestion, they created a strong female lead character. In a time where women’s rights were challenged, he planted a seed of gender equality and created a symbol of women’s empowerment.

Marston and DiSC Theory

While Wonder Woman may be Marston’s most well known creation, especially among the general public, many psychologists know him more as one of the fathers of DiSC. His interest in this area can be traced back to 1924 when he began looking at concepts of will and power, and how they affected personality and behavior. Four years later, he published Emotions of Normal People and laid out what he believed were the four basic behavior types: Dominance, Inducement, Submission, and Compliance. From these theories of behavior, they eventually came to be adopted and built into the DISC Personality Profile Test.

Marston believed that the basis of all four behaviors had to do with the environment around the person. It all depended on whether they saw their environment as being favorable or as being unfavorable, and if they had control over that environment. In 1931, he elaborated on his theory even more in his book DISC, Integrative Psychology. While Marston didn’t outline the modern DiSC profile or discuss DISC training or DISC testing, all of his work laid the foundation for these tools.

Later, Walter Clarke would take Marston’s ideas and create an assessment tool that could be used to create a profile of a person’s personality.

DISC and Wonder Woman

Marston’s work on DISC is reflected in Wonder Woman, too. Her dominance over her environment, her influence over others, her steadiness when faced with adversity, and her compliance with the laws and morals can all be linked to DiSC theory.

Both Wonder Woman and DiSC can be summed up with one of Marston’s most famous quotes: “Every crisis offers you extra desired power.” With William Marston’s DiSC theory, every crisis gives a person a chance to gain more control over their environment by adapting to a situation or experience or by Influencing the outcome.

Wonder Woman also illustrates this quote in both the comics and in the movie. In the film, her adversary, Ares, appears to be much more powerful than the hero. Then comes a point of crisis: <Spoiler Alert!> trapped, Wonder Woman is forced to watch her friend and love interest Steve Trevor sacrifice himself to destroy a plane full of poison. This gives her the desired power she needs to defeat Ares and save the day.

Why DiSC® is Valuable to Growing Companies

DiSC can be very useful to growing companies and teams by providing ways to effectively handle communication with different personality styles. With miscommunication often being the root of conflict, it can be one of the biggest contributors to lost productivity.

DiSC training can help team leaders solve these issues of miscommunication by creating a more cohesive work environment and enabling each team member to learn how to better communicate, leading the team come to a consensus on decisions more quickly.

How DiSC is a Superpower

DiSC training can turn any facilitator, team leader, or supervisor into a superhero by giving them the tools they need to handle miscommunication or conflict. By using the DiSC assessments, a team leader can better understand each team member and facilitate understanding between team members.

Of course, it’s important to remember that DiSC, like superpowers, can be used for evil, too. The DiSC model shouldn’t be used to classify people as hero or villain.

Using DiSC for good allows supervisors to create scenarios that can help motivate their employees and bring them together as a cohesive, efficient team. Doing so can improve productivity and lead to innovative ideas, and more.

Did you notice the change to a small “i” in DiSC? That’s because we’re referring to the Everything DiSC® family of profiles published by Wiley. These profiles are simple to use and supported by years of research.

Are you ready to learn more about DiSC training? If so, contact us today to learn about Everything DiSC Profiles and how they can help you manage your employees.

Recorded Webinar: You’ve Hired The Best, Now What? PXT Select™

Posted on July 20, 2017

PXT Select™ is a new, easy to use online hiring assessment that makes hiring simpler and smarter. PXT Select helps managers select and compare the best candidates for your organization but it also does a lot more.

Join us to continue your discovery of PXT Select .
In this recorded webinar, we covered the history and methodology used to develop PXT Select and how it helps to provide a clear picture of a candidate’s:

Verbal skills
Verbal reasoning abilities
Numerical abilities
Numerical reasoning
Behavioral traits
interests

The webinar covers the importance of onboarding and supporting new hires. It talks about how the PXT Select hiring assessment can help you:

Introduce new hires to your existing team
Understand their areas of opportunity and challenge
Keep them interested and engaged in their job
Coach and develop your new employees

We also review:

All 9 PXT Select reports available for one price!
The training available for your team so you can get started right away!

Contact Us Today for the Recording

PXT Select Part 1 was held on June 15th, 2019. If you missed Part 1, we’ll be happy to send you the recording to review. Simply send your request through our contact form.

“PXT Select” is a trademark of John Wiley & Sons, Inc.

How Medical Terminology Can Prevent Miscommunication?

Posted on June 15, 2017

At times, the world of medicine can be affected by miscommunication, which in turn has proven to be detrimental to some patients and even fatal to others. This problem is propagated by way of poorly inscribed and mistakenly interpreted medical abbreviations that lead to misdiagnoses, inaccurate prescriptions and incorrect administration of medical dosages.

Because the expanding world of medicine has become very compartmentalized with new fields of study and specialization, many of the abbreviations and acronyms do not translate from one field to another, from one department to another and from one practitioner to another.

The Corexcel Online Medical Terminology Course is designed to update those currently active in a medical vocation and to prepare future medical professionals to use medical terminology correctly and to be aware of the top abbreviations that are misused — the exact acronyms and abbreviations that, when misused, result in negative outcomes.

The Usual Suspects

In 2004, The Joint Commission Journal on Quality and Patient Safety issued a “Do Not Use” list comprised of the most commonly miswritten and misinterpreted medical abbreviations. At the top of this docket sits the letter “U” which is commonly used to represent “units” yet is frequently mistaken for the number “0.”

An example: In the instance of a doctor prescribing “10U” meaning that the patient should take 10 units per medication interval, the typical misreading would be “100.” This would put the patient in danger of taking a dose that is tenfold the prescribed amount. In the instance of a highly toxic painkiller such as Vicodin or Oxycodone, the results could be lethal.

An Increase in Oversight

As benign as it may seem at face value, unreadable abbreviations and misused acronyms can result in unfortunate outcomes. According to The Joint Commission Journal on Quality and Patient Safety, it is estimated that clerical medication errors account for some 7,000 deaths per year, 81% of the mistakes occurring during the prescribing stage of the medical process.

The source above also reports that doctors are responsible for 78.5% of medical terminology abbreviation errors, with nurses sharing 15.1% of the burden while a mere 6.4% of inaccuracies were penned by pharmaceutical or other staff.

Since doctors have been typecast as scrawlers of hieroglyphics, it may seem that only the most seasoned of nurses can translate. Although these miscommunications are often not the fault of the caregiver, there are cases wherein a fairly routine medical procedure became an emergency situation due to misread abbreviations or poor penmanship. Here are three such instances:

• A doctor prescribed a hydromorphone epidural for a patient, writing the script as “2 µg/mL.” It was then misunderstood by the pharmacist who labeled and prepared the patient’s prescription as “2 mg/mL.” The pattern continued with the attending nurse, who misread the label and subsequently administered a dose with a 1,000-fold variance.

The patient soon experienced difficulty breathing, was intubated and placed on mechanical ventilation along with being given additional pharmacology and chest compressions to mitigate a diminishing cardiac function. The epidural was removed and naloxone was used to reverse the toxic effects.

• An acyclovir treatment was ordered for a 62-year-old patient on hemodialysis. The order read “acyclovir (unknown dose) with HD.” The practitioner who read the order interpreted the “HD” abbreviation as TID — meaning three times daily.

Acyclovir is given intravenously, and then only once daily after hemodialysis taking into consideration the patient’s renal impairment immediately after dialysis. In this case, the patient received three doses over a two-day stretch, resulting in mental deterioration and subsequent death.

• Mid-sternal chest pain in a 53-year-old patient was diagnosed as a gastrointestinal malady. As a result of this assessment, an “MDX/GI” cocktail was prescribed — which is a compound consisting of Xylocaine® (lidocaine), Mylanta® (aluminum hydroxide, magnesium hydroxide, and simethicone) and diclomine.

The patient developed labored breathing followed by respiratory distress, requiring an administration of epinephrine to reverse the symptoms. Although the patient’s allergy to lidocaine was documented, the attending physician and nursing staff were unaware that lidocaine is a key ingredient in the MDX/GI cocktail.

The danger of this abbreviation lies in its ambiguity. Although the “X” stands for lidocaine, it refers to the brand name of the drug (Xylocaine®) rather than the drug itself. Furthermore, the symbol “X” as an abbreviation has nearly a dozen different meanings in the medical vernacular.*

No matter the outcome, each medical terminology error case strongly supports the critical need for an ongoing education in medical terminology and a system that strives toward consistency in usage of medical abbreviations.

Not-so-straightforward solutions

Consider the remaining 6,997 cases involving similar situations that were propagated by abbreviations that were either misinterpreted or poorly written. The obvious solution would seem to be to discourage the use of the medical terms most frequently responsible for patient harm, yet doing so in a cohesive way across the breadth of all medical professions has proven to be very difficult.

Because not all practitioners have or are required to comply with a universal set of guidelines where medical abbreviations are concerned, the responsibility by default in affecting clear communication, then falls upon the shoulders of the individual medical practitioner.

Corexcel’s Online Medical Terminology Course empowers aspiring and practicing medical professionals to take control of their role in the chain of communication, be it as an attending physician, nurse, pharmacist or other vocation within the medical community.

Supporting Medical Professionals and Patient Safety

In the wake of rapid medical advancement, diversification of specialties and development of new fields of study, medical professionals can equip themselves with a comprehensive understanding of terminology, abbreviations and the most commonly miswritten and misinterpreted of both. By doing so, the results of poor communication can be diminished.

If you’re looking to strengthen and improve your communication in the medical field, contact Corexcel to learn more about our online medical terminology course. The more you learn about using and identifying the proper medical terms, the more effective and accurate you will be in preventing harm on future patients.

*Brunetti, Luigi, John P. Santell, and Rodney W. Hicks. “The Impact of Abbreviations on Patient Safey.” The Joint Commission Journal on Quality and Patient Safety 33.9 (2007): 576-80. Joint Commission of Accreditation of Healthcare Organizations. Sept.-Oct. 2007. Web. May 2017.

Avoid 5 Management Mistakes with the DiSC® Profile

Posted on June 7, 2017

Whether you are a veteran or new to the managing scene, anyone that deals with running a team know that managing people is no simple task. More than 60% of new managers fail within the first year and over 70% report they do not get what they need to be successful in their role.

This is not only stressful for the managers but the employees as well. Bad management can cause employees to feel under-appreciated, frustrated and stressed out, leaving them uninterested in their work and looking for a way out.

DiSC Management Profiles offer strategies to understand your own management style, your teammates’ personalities and finally how you can use this information to better motivate and develop your team.

Introduction to the Five Fatal Management Mistakes with the DiSC Profile

1. Not Knowing Yourself

It may sound obvious but all too many managers don’t have a firm idea of their own management style. The first step to being an effective leader is developing an understanding of your own personal motivations as well as individual strengths and weaknesses.

What kind of manager are you? There isn’t one personality mold that fits all managers. What works for the fast-paced and strong willed manager might not work for the analytical and systematic. Learn which of these four DiSC profiles most closely aligns with you and how your management style fits in your team.

2. Misunderstanding Others Priorities and Abilities

When you look at your team what do you see? If you are honest, you have probably neatly categorized and labeled them in your head. But do you really understand your team members on a fundamental level or have you sold some people short? Don’t fall into the trap of defining someone by what you believe they can do. Learn what makes them tick and what motivates them so you can support them in reaching their full potential.

Everyone on your team has different personalities, working styles, and needs. As a manager, it’s your job to work with those differences. Some people may need more encouragement, some more direction, while others may need a greater challenge. By better understanding their personalities you will be able to guide instead of just define them.

3. Giving Unclear, Ambiguous Direction

Unclear direction can be a large stumbling block when it comes to how your team performs. Your team wants to succeed and to deliver what is expected. Though problems can arise when there is a disconnect between your expectations and what your team thinks you expect. Each team member will process and take direction differently. A key factor in their performance is their individual personality style.

The team member with a D (Dominance) personality, for example, is driven, works fast and asks a lot of questions, which can be perceived as challenging. How do you direct and delegate this team member? Well to answer that question you need to understand what motivates them.

A person with a D-personality is highly result-oriented, so when giving direction it is best to show them the “big picture” purpose of a task as well the potential successful outcomes.

If they have proven themselves in the past, show them that you respect their abilities. Give them a little more autonomy, but make sure you see eye-to-eye on the goal of the assignment and the consequences of shortcuts.

4. Failing to Address Basic Needs and Preferences

Harmony, acceptance, action, facts…. What if people had their needs written all over them? It sure would make it easier to give people the support they needed in the workplace. As that is not the case, many managers are left at a loss when it comes to how to best support their team members. With DiSC profiles, managers can better understand what their team members need to thrive.

For example, a team member with an S (Steadiness) personality, needs harmony and stability, and conversely, fears rapid change and letting people down. For this particular style, being in chaotic situations, or being forced to improvise or deal with cold or argumentative people is stressful and demotivating.

How can we go about creating a motivational atmosphere for this personality? Make sure they have ample time to achieve results, even if it means slowing your pace down a bit. Additionally, be sure you provide the structure and security needed for her to feel comfortable and when changes are coming make sure you plan ahead to be able to give her plenty of warning.

Other personalities will have varying needs, but understanding these needs is the first step in creating a supportive environment and a harmonious workplace.

5. Delivering Inappropriate Unbalanced Feedback

Make sure your feedback counts! As you begin to develop a better appreciation of the different working styles, you’ll learn how to approach them individually. Listening, encouraging and helping particular styles are just some of the ways you can deliver the proper response they need to help motivate them.

Once you have a thorough understanding of your team member’s value in the workplace, you can respond with constructive feedback that they can successfully utilize to achieve their goals.

Our webinar provided valuable information on:

How to identify your own management style
How DiSC styles impact management behavior
Ways DiSC helps you delegate, motivate and develop others
How the group’s culture can impact employee relations and retention

DiSC profiles are designed to help you as a manager develop a better understanding of yourself and your team so you can ultimately help them unlock their potential.

Application

If you see yourself falling into these patterns of mistakes or simply want to become a better manager, applying DiSC Profiles can help get you started on the road to success.

It starts with understanding who you are as a manager and how you can learn to better support your team among the different working styles. Everything DiSC Management is the ideal tool to help improve your management skills and, ultimately, your company culture.

Can you benefit from using the research-validated online profile assessments like DiSC? Corexcel can provide the tools and training you need to use for creating a more cohesive workplace. Sign up for Corexcel’s mailing list to get started on your successful management journey today.

“DiSC” and “Everything DiSC” are registered trademarks of John Wiley & Sons, Inc.

Using DiSC Profiles In Your Hiring & Onboarding Process

Posted on May 22, 2017

The pressure to make the right hiring decision can be overwhelming for many managers. Not only must you ensure that the new hire has all the right skills for the job, but you need to be confident that they can successfully integrate with the existing team. When your employees don’t get along, it can affect the performance of everyone in the office. How can you get insight on whether or not personalities will be in conflict? This is why many companies turn to the DiSC profile assessments for hiring.

This simple test assigns individuals to four basic personality categories. The results provide information on how these personality types can best work together in your office environment. Let’s take a closer look at the way you can use DiSC profiles when hiring and onboarding new employees.

What Makes DiSC the Right Choice?

Unlike some of the more complicated personality profile tests on the market, DiSC is easy to take and easy to understand. The results assign four basic personality traits, as well as secondary traits to each of your team members. You can use this information to determine how each person on your staff may communicate with one another while handling conflict, staying organized, and optimizing productivity.

For this reason, many companies are turning to DiSC profiles for their ease of use and overall value.

When Should You Use the DiSC Profile Test?

We recommend using the DiSC profiles to help you during the hiring process. Once you have determined that the individual fits all the requirements for the open position, administer the test to gain insight on how they will work with others on your team and their personal effectiveness in the workplace. Using these insights, you will be able to better understand their areas of strengths and weakness, and where you can help them grow.

How Do You Use the Results?

Each initial of DiSC stands for a specific category of personality traits.

Dominance
Influence
Conscientiousness
Steadiness

You can begin to see patterns in behavior with your employees to better understand how someone with any given trait will fit in with the team. For example, putting an individual with a D style in a department where the primary personality trait is C could lead to misunderstandings if they aren’t managed correctly. The individual with a C style may feel steamrolled by the person with a D style. They may both benefit from also collaborating with an I style personality.

Using this information to develop departmental structures can help everyone work together in a cohesive way.

The knowledge gained from learning how your new employees will work together with your staff can help integrate them into your office culture in a more seamless fashion.

Can your organization benefit from using the research-validated online profile assessments like DiSC? Corexcel can provide the tools and training you need to use DiSC for creating a more cohesive workplace, so contact us to learn more.

The Importance of an Anatomy and Physiology Foundation

Posted on April 17, 2017

Now that you’ve decided to enter the healthcare field, where do you start? Many experts state that taking an anatomy and physiology course is critical for long-term success. Before you decide to move forward and start an online anatomy and physiology course, it’s best to understand why this foundation of knowledge is vital to your medical career. So why is anatomy and physiology important? Let’s take a closer look.

Understanding Human Development

It’s helpful to have an intimate knowledge of human development and how the body grows and changes throughout life. Working with children is very different from working with older adults, and a background in anatomy and physiology can help you better understand the individual needs.

Knowing How Systems Interact

Beyond the individual organs and systems, it is also important to understand how the various aspects of the human body work together. The circulatory system, the respiratory system, the lymphatic system, and more all play a part in human health and the interactions can be healthy or unhealthy.

By understanding how the systems interact, you can determine the proper care for each individual patient and their specific symptoms. With a foundation of anatomy and physiology, you will have the building blocks to make the proper decisions and provide accurate and quality care.

Staying Up To Date on Research

Of course, the study of anatomy and physiology is not static. New innovations in science and medicine change our understanding of the human body all the time. Starting with the proper foundation provided by an anatomy and physiology course is a stepping-stone in continuing an education in the medical field.

Once you have an understanding of the basic systems and functions of the human body, staying up to date on new research will be significantly easier. Online courses, taken at your own pace, can give you the tools you need to better understand these concepts.

Developing Precise Skills

Ultimately, your medical career will be reliant on your ability to learn and execute tasks with precision. With a greater understanding of the way the systems of the body interact, a medical professional will be able to successfully determine the problem and conclude a more accurate solution. There is a range of potential career opportunities for someone with a strong background in anatomy and physiology, from clinical work to laboratory research.

Begin an Exciting Career in Healthcare

These fundamental building blocks of medical science will give you the opportunity to make a difference in the lives of others throughout your career. Beginning your healthcare career can be intimidating but starting with a foundational understanding of anatomy and physiology will broaden your educational and career prospects in a fast-growing field.

Do you want to take anatomy courses online to begin your journey toward a career in medical science? Contact Corexcel to learn what we have to offer.

What Careers Would I Use Medical Terminology in?

Posted on March 22, 2017

Medical Terminology is a basic requirement for nearly every healthcare related career path. Recognizing, understanding, and pronouncing basic medical terms, abbreviations, and more is critical for success in a clinical environment or behind the scenes support role. And medical terminology courses don’t just teach you vocabulary. You’ll learn how to break down complex medical terms concepts into prefixes, suffixes and word roots so that you can decipher them.

Let medical terminology be the foundation on which to build your healthcare career. Let’s take a closer look at some careers that require this knowledge and skill.

Medical Transcriptionist

While many companies are digitizing their medical records, there is still a market for medical transcriptionists. In the past, medical transcriptionists listened to a doctor’s dictation and transcribed it into the medical record.

Today, as many doctors are required to create their own records, medical transcription is evolving into medical record editing. A strong background in medical terminology is required for these roles.

Medical Assistant

If you’re considering a career as a medical assistant, you should start out with a basic introduction to medical terminology. A medical assistant is usually the first person a patient sees during an appointment. They’ll take and record vital signs and medical histories.

This role is a combination of clinical and clerical work, but it is necessary to understand medical terminology to succeed.

Medical Records Clerk

If you would rather be behind the scenes, a role as a medical records clerk could be a good choice. This job involves organizing and managing health information. Accuracy, accessibility and data security are all key aspects of the job.

The job may require certification or an associate’s degree, but starting with a medical terminology course can be a good way to determine if this is the right career path for you.

Medical Coding and Billing

To ensure patients are receiving the right bill for the care they were provided, medical coding and billing specialists train to better understand the requirements of providers and insurance companies. Accuracy and privacy are some of the main concerns.

Medical terminology will be the basis on which you can build a new career as a medical coding and billing specialist.

If you want to broaden your skill set and consider a career in the medical industry, either working with patients or in an administrative capacity, beginning with a medical terminology course is an excellent way to start.

To learn more, contact Corexcel about online medical terminology courses available today.

An In-depth Look at Our Online Anatomy & Physiology Course

Posted on March 6, 2017

For many future healthcare careers, a foundation in anatomy and physiology is essential. Beginning with an introduction to the organization, structures, and functions of the human body, the Corexcel course will provide the very building blocks you’ll need to succeed. You will be able to take a closer look at common diseases, disorders, and conditions that will help you better understand the needs of patients or administration.

Among the benefits of taking the Corexcel anatomy and physiology course online is the self-paced nature of the experience. Students can tailor their study to their own learning style as well as go back and review any section before taking the final test. The ability to balance learning with your lifestyle and to learn at your own pace will be critical to your ultimate success in the anatomy and physiology course.

Our goals are to ensure that students meet their educational needs across these five basics of anatomy and physiology:

Medical Terminology – the language used to describe human anatomy and related functions. Terms are often made up of Latin or Greek root words, prefixes, and suffixes. These can be difficult to learn, so additional study support is available and encouraged.
Major Body Systems – an overview and detailed study of the interconnected systems of the body and how they function. For instance, you’ll learn the cardiovascular system and the nervous system as well as how these systems work together.
Common Pathologies – common diseases medical professionals face most often. While there are more advanced opportunities to learn pathology, in the anatomy and physiology course you’ll learn some of the more common conditions.
Homeostasis – how the body systems work together to maintain good physical health. When a system has reached homeostasis, everything is in good working order. The anatomy and physiology course can help you spot small deviations.
Effects of Aging – how each part of the body and the major body systems are affected by aging. You’ll see specific pathologies that might affect older adults to give you an idea of how to spot and treat these conditions in the future.

The Corexcel online anatomy and physiology course also offers study support. Special features include glossaries, digital flashcards, games, quizzes to practice and the ability to create custom study guides. Our blog provides a number of support materials for your learning including study tips for easier learning. https://www.corexcel.com/blog/2017/02/02/study-tips-to-ace-anatomy-and-physiology-classes-online/

As with any medical related coursework, additional study support to increase retention may help in your success. Some creative options include coloring books, apps for smart phones and tablets, digital models, crosswords, and additional study guides.

If you are you considering taking an anatomy and physiology course and want to learn more, visit our website or call us at 1-888-658-6641. We are here to help.

Resolving Conflict in the Office with DiSC®

Posted on March 2, 2017

DiSC® Conflict Resolution for the Office

Interoffice relationships can be tricky. Having many different personality types in an environment can create challenges for any business. These types also have different communication styles and knowing a bit more about each conflict resolution style can assist in those challenges.

DiSC is an assessment that places everyone into four main personality styles. Personality profiles have become effective tools to consider for helping managers and team members work together more effectively. Here are simplified suggested guidelines you can use to help manage conflict in the office.

Dominance

Individuals with a D style prefer direct communication. Passive aggressive behavior makes them more defensive, so a direct confrontation is a better approach. But that doesn’t mean you have to be overly hostile when approaching your D coworker or manager.

Get to the point immediately, leave your emotions out of the discussion, and focus on the solutions rather than the problem. Know that an individual with a D style is ready to take action right away, so the discussion should be productive and focus on immediate steps to solve the issue.

Influence

On the other hand, the person with an I style is more receptive to a conversational approach. In this case, emotion is a powerful tool for your discussion. Tell them how the problem makes you feel directly, but don’t make any personal accusations. Stay positive, give them ample time to talk, and be a good listener.

It is also important to know that coworker with an I style is not someone who is concerned with deadlines. So, to solve a problem, you may need to implement time management strategies as well.

Steadiness

You aren’t as likely to have a major conflict with an individual with an S style. They prefer harmony in their workplace, are eager to please, and do what is expected. But when you do have an issue that needs to be discussed, know that this style places a lot of importance on interpersonal relationships.

Reassure them that the problem isn’t personal and that you value their contribution to the company. Don’t push them, as they don’t like aggression, but they will listen to what you have to say and respond accordingly. You may need to encourage them to share their opinions candidly.

Conscientiousness

The individuals with a C style in your office are sensitive. They don’t do well with criticism and tend to retreat when it is given. It is best to give someone with a C style some notice before you discuss a problem with them as they dislike feeling ambushed.

Remove the element of surprise, be direct but kind, and give them a chance to think about their response rather than putting them on the spot. C style workers are task oriented and value perfection, so keep this in mind when dealing with office conflicts.

Using a DiSC profile to understand the personalities of everyone in your office can help you better manage conflicts in the office when they arise.
Contact Corexcel to learn more about the process today or visit our profile pages.

“DiSC” is a registered trademark of John Wiley & Sons, Inc.