Advancing Health Podcast

00;00;00;21 - 00;00;46;17
Tom Haederle
Community health workers are a bridge between social and clinical care and serve as an invaluable part of the workforce for hospitals and health systems. They provide essential outreach, education, informal counseling, social support, and advocacy to populations dealing with unmet social needs - vital services that often go beyond the professional scope of clinical care teams. In New York City, Montefiore has taken its appreciation for community health workers to a new level, creating an Institute to standardize their training and ensure that the patients it serves are getting the best possible care in the hospital and beyond.

00;00;46;19 - 00;01;10;26
Tom Haederle
Welcome to Advancing Health, a podcast from the American Hospital Association. I'm Tom Haederle with AHA communications. Montefiore's Community Health Worker Institute was launched in the summer of 2021 as an expanded investment in how the health system recruits, trains and integrates community health workers into clinical care teams where they offer needed expertise in dealing with social determinants of health.

00;01;10;29 - 00;01;39;16
Tom Haederle
In this podcast, Rebecca Chickey, senior director of Behavioral Health, Clinical Affairs and Workforce with AHA, speaks with two experts from Montefiore about how its Institute is achieving its goals by improving access to health care for disadvantaged populations. Renee Whiskey- Lalanne is director of community partnerships at the Community Health Systems Lab at Montefiore's Albert Einstein College of Medicine, and her colleague, Dr. Kevin Fiore, is vice chair of community health and engagement.

00;01;39;18 - 00;01;41;08
Tom Haederle
Let's join them.

00;01;41;10 - 00;02;07;07
Rebecca Chickey
Thank you, Tom. It's an honor today to be here with two wonderful experts from Montefiore. Kevin and Renee, thank you for your time and most importantly, your willingness to share your expertise. So my first question to you today, can you describe Montefiore's Community Health Worker Institute, specifically why it was created and how long it's been in existence.

00;02;07;08 - 00;02;09;21
Rebecca Chickey
Renee, I think I'll turn that one to you.

00;02;09;23 - 00;02;31;22
Renee Whiskey-LaLanne
Thank you Rebecca. We officially launched in July of 2021, and so our first patient in June 2022. But I think it's important for us to just talk about our history with working with community health workers. Montefiore-Einstein has worked with community health workers since the 1970s. And in various models

00;02;31;25 - 00;03;01;27
Renee Whiskey-LaLanne
mostly in in part working with community-based organizations to employ community health workers and work in partnership with our system to serve our patients. But this institute is really a new approach. This is a new standardized, full investment. And to standardizing how we recruit, train, professionalize and integrate community health workers onto clinical teams to help address health related social needs for our patients.

00;03;01;29 - 00;03;31;28
Renee Whiskey-LaLanne
The model is really a solution to a problem that our health system has. We don't really have expertise or haven't in the past had expertise on clinical teams for how to address these social needs. And we see community health workers as a premium solution, for how we do that, but also as an investment in workforce. It's really working with community members to solve a problem and working alongside them to professionalize them and grow the health care workforce within our system.

00;03;32;00 - 00;03;55;21
Rebecca Chickey
Wow. Not only have you been at this since the 1970s, but now you are refining, enhancing, and expanding the work. That is great, and it's also a heavy lift. So, Kevin, I'm going to turn to you and say, so where did you start on your journey to create this program? What were some of your first steps for those who might want to follow in your footsteps, and how was hospital leadership involved?

00;03;55;23 - 00;04;32;04
Kevin Fiori, M.D.
It's a great question, Rebecca. And I would say you just to follow up a little bit on what Rene mentioned. We've learned a lot as a health system on how to do this well, and also some of the mistakes that we've made in the past. And I think one of the big things that we've learned and really initiated, sort of the genesis of this, this newer version of community health workers within our health system is the idea that, you know, we wanted to think about a workforce that could support a family unit.

00;04;32;06 - 00;04;57;09
Kevin Fiori, M.D.
And what I mean by that, a family unit who doesn't look at our health system as internal medicine, pediatrics, you know, obstetrics and gynecology, but really is coming to our health system. And so we needed a way to have a workforce that could follow families and support families across these silos that we have just by the nature of medicine, of clinical medicine.

00;04;57;11 - 00;05;23;08
Kevin Fiori, M.D.
So what happened was, you know, in the wake of the acute start of Covid in New York City - and the Bronx was a place that got hit particularly hard -we saw an immediate need to do a better job in terms of supporting families who had these unmet social needs. We had social needs before Covid started, of course, in Bronx County, New York.

00;05;23;10 - 00;05;46;11
Kevin Fiori, M.D.
But in the immediate wake of Covid, you know, we just saw a dramatic shift. And so that initiated a conversation with, our health system leadership about, you know, we need a new approach. How are we going to deal with this week? We already have, you know, overwhelmed clinical teams with our nurses, our social workers, our clinicians.

00;05;46;13 - 00;06;13;00
Kevin Fiori, M.D.
And so just adding to the list of things that they do was not an acceptable, you know, solution. And so we really looked at what are the assets that we already have in our community, and you don't have to look very far in the Bronx, you see, because they come into our clinics, patients who have amazing, you know, expertise in how to navigate sort of the existing resource landscape.

00;06;13;03 - 00;06;31;07
Kevin Fiori, M.D.
And so the idea was, well, how can we better integrate them within our health system. And we knew to be able to do that, we had to have a centralized structure. That was an idea that we pitched to our chief medical officer, Andrew Racine. And, you know, his response was, what do you need? You know, how can we do this?

00;06;31;08 - 00;06;53;28
Kevin Fiori, M.D.
How do we invest in this? And so that, you know, that journey started in 2021. And the other thing I'll say about where our journey started is we were thinking about this as we needed to develop a program that could be scaled across our enterprise. So we were not looking to set up a one clinic, one practice, one hospital solution.

00;06;54;01 - 00;07;08;20
Kevin Fiori, M.D.
But how does a health system integrate this workforce across our enterprise, in hematology, in pediatrics? And so to do that, we knew we needed a centralized structure.

00;07;08;23 - 00;07;37;08
Rebecca Chickey
You just said several phenomenal words: scalable, coordination, pushing down silos. And I think you used it that the term integration of this individual who is going to support the family unit. All of those are, I think, things that every hospital and health system aspires to. So each of us may approach it in a different way, but this community health worker training program sounds phenomenal.

00;07;37;10 - 00;07;58;24
Rebecca Chickey
You also mentioned the term investment. And so my next question and Kevin, I'm going to stick with you for a moment: Is this program, this training program of community health workers, is it financially viable? Because the reality is no margin, no mission. And so, how have you been able to support and begin to scale this work?

00;07;58;27 - 00;08;26;24
Kevin Fiori, M.D.
It's a great question, Rebecca. And I think it is probably a central question. And it was the first question that we asked when we started. Just to take one step back, I have been involved with setting up a community health worker programs across the globe for the past 20 years. And my observation is that what we usually do is we just try to put the program into place and think about, like, how are we going to pay for it afterwards? There's immediate need,

00;08;26;24 - 00;09;03;20
Kevin Fiori, M.D.
there is a fire. Let's grab a bucket of water and put it out. And we didn't do that this time around. And so, what we did was we thought through, okay, what are the kinds of things that we think our CHWs will help our health system do better? And our initial focus was looking at missed primary care appointments. We had seen in our data that patients who endured health related social needs, they were missing more appointments than patients that did not.

00;09;03;22 - 00;09;22;23
Kevin Fiori, M.D.
And that missed appointment is a fixed loss for our health system. It's bad for the patient. They don't get the care that they need. In addition, another patient doesn't get the care that they need as well because we usually can't rebook that appointment right away and we lose, you know, $200 or $300 every time that happens because of our fixed costs.

00;09;22;26 - 00;09;50;12
Kevin Fiori, M.D.
So we model the program thinking through how many missed appointments could a community health worker program, a high functioning community health worker program...could it avert? And we started developing the business case for CHW's. So this is in 2021. And then we had some great policy changes that happen in New York State this year, whereby CHW services are now reimbursable under Medicaid.

00;09;50;15 - 00;10;17;28
Kevin Fiori, M.D.
And there's also a program within Medicare. And so we are now because these reimbursement options are new, we are not putting that into our business model as well. And thinking through both in terms of just the reimbursement revenue that we could anticipate from this, the services that CHWs are providing, but also the reduction in waste and costs and improvement in care that the CHW workforce could provide as well.

00;10;18;01 - 00;10;38;24
Kevin Fiori, M.D.
So we're looking at all these things, and we actually believe that CHW programs are viable. And not only they're viable, they're probably essential because whether we like it or not, our patients are coming to us with these health related social needs. So the question becomes, well, it's affecting our ability to take the best care of a patient. Who on are our team

00;10;38;24 - 00;11;05;09
Kevin Fiori, M.D.
do we want doing this? Do we want the MD to take up the little bit of time that they have, to do this, or do we want to take someone who already has expertise because of the shared lived experience with patients? Because they've navigated some of these services themselves. Bring that onto our team. And it's just a much better business option.

00;11;05;12 - 00;11;16;13
Kevin Fiori, M.D.
So it checks both boxes. It's both in our what we think is the most effective strategy for navigating social service services, but it's also the most cost effective.

00;11;16;15 - 00;11;40;05
Rebecca Chickey
That's exceptional. You are singing a song that I love. You know, you planned, you looked at the cost avoidance opportunities. And there probably many more that you didn't mention, reduced readmissions, reduced visits to the emergency department, and then even reaching out improved productivity for that individual or their family members in their own workplace.

00;11;40;07 - 00;11;51;24
Rebecca Chickey
The savings can abound with this type of work. It's just often hard to quantify. Renee, can you share some of the other key success factors to making this training program work and grow?

00;11;51;26 - 00;12;04;02
Renee Whiskey-LaLanne
There are a couple critical key elements that we have to think about. And one was really making sure that we had a clear, established, standardized workflow, one that would be easy to implement.

00;12;04;04 - 00;12;25;20
Renee Whiskey-LaLanne
One that we could clearly establish who's doing what and how and how best to work with your community health worker on your clinical team. And those workflows can really be adapted based on the clinical setting. And so if you're working in the cancer center or you're working in primary care, you know, you can make adaptations based on the clinical context.

00;12;25;22 - 00;12;51;20
Renee Whiskey-LaLanne
But it really helps set the guidelines and baseline for how we're going to do the things that we say we're going to do. The other is we're working very closely with identified provider champions who really help us push this work forward. They help us as problem solvers on the clinical care team. Most of our clinical teams are not really familiar with how to work with community health workers, or what the community health worker role is.

00;12;51;23 - 00;13;12;13
Renee Whiskey-LaLanne
And so we identify these provider champions. We educate them first, and they help us pass the message and really endorse why we're doing this and how best to work with this new member of the team. The other things I think are really important are one, we use data to inform what we're doing. So we want to know of all the data we're collecting

00;13;12;13 - 00;13;44;10
Renee Whiskey-LaLanne
how does this data tell us what we're doing well and what areas we need to improve in. And we use that as a springboard to help improve our program as we grow and we continue to implement. And last but certainly not least, is our work around partnerships. From the very beginning we're thinking about how can we work with community-based organizations, health care training organizations and pipeline programs to really help us identify how we recruit the right types of community members to fill these roles.

00;13;44;13 - 00;14;05;12
Renee Whiskey-LaLanne
How do we best train our community health workers? How do we optimize what they're doing? And how do we provide the best service delivery? And so partners are really working with us from the inception, straight through implementation. And I think that is the really critical part of this, is to have that feedback and continuous improvement mindset.

00;14;05;15 - 00;14;28;08
Kevin Fiori, M.D.
If I can, I just want to add to something that Rene said. We were very deliberate and are still very deliberate about taking a learning health system approach, knowing that, you know, we we're not going to get this perfect at the start. And we still don't have a perfect implementation. And we know that there's always an opportunity for improvement.

00;14;28;11 - 00;14;43;04
Kevin Fiori, M.D.
But the way that one does that, you know, in our our teams mind is we need data. We need data to understand where we're doing things well. But more importantly, we need data to understand where we're not doing well.

00;14;43;07 - 00;15;03;10
Rebecca Chickey
So I think in your own words, you just described, a sort of a performance improvement process, because there are going to be mistakes. And, and that's actually a good thing because, I can't remember who said at first, but apparently we learn more from our mistakes than our success. And that's what science is all about.

00;15;03;10 - 00;15;28;08
Rebecca Chickey
So thank you for, reinforcing the value of data, and taking action from the data when you identify something that can be better than it was. As we, go to the last question and wrap up today's podcast, I want to focus in on what do you want for all of those people listening to this podcast. If there were three things to take away

00;15;28;10 - 00;15;34;17
Rebecca Chickey
what would you want them to remember to leave with the listeners as we close this out?

00;15;34;20 - 00;15;57;09
Renee Whiskey-LaLanne
So three things is hard. But I will start with, I think the first is, you know, integrating community health workers into clinical teams is really critical. That's number one. It's also very challenging and it requires the appropriate amount of investment. So I think that would be my first takeaway.

00;15;57;11 - 00;16;32;16
Renee Whiskey-LaLanne
The second is there are some things that we've learned that are key elements of success, that are agnostic of setting. So it doesn't matter whether you have a community health worker here at Montefiore-Einstein or at another institution down the road. I think you have to think about one, clearly defining what the role is, establishing clear guidelines and workflows around how you're going to, utilize your community health workers and integrate them into teams and establish that communication between them and everyone else on the team so that this works well.

00;16;32;18 - 00;16;48;22
Renee Whiskey-LaLanne
Setting up a foundation for appropriate training, supervision, mentorship and coaching, and making the business case for why it is a valuable investment to have a community health worker, a local expert on clinical care teams.

00;16;48;24 - 00;17;16;24
Kevin Fiori, M.D.
I think as health systems, we need to just think about there is enormous potential with this workforce and actually acknowledging the expertise that our communities bring to health service delivery. But it's not a just, you know, let's put out a job description for CHWs ...community health workers...and some kind of magic happens once you hire them. Really takes some investment and take structures

00;17;16;26 - 00;17;22;06
Kevin Fiori, M.D.
and that's something that we're absolutely committed to. And we're seeing the benefits of that.

00;17;22;08 - 00;17;45;00
Rebecca Chickey
Thank you so much, Kevin and Renee. This was exceptional. For those listening in, I just want to let you know, of course this will be on AHA's Advancing Health channel. And, we will do our best to embed a couple of stories, which is where I learned about this wonderful program because they've been recognized as leaders in this field.

00;17;45;00 - 00;18;10;09
Rebecca Chickey
And I want any of the listeners who want more information on this wonderful program that you have to have the most available. So we'll get that posted with. So thank you for listening today. Thank you Kevin and Renee for sharing this journey. And best of luck as you continue to invest, train and mentor this important component of whole person care.

00;18;10;11 - 00;18;11;20
Rebecca Chickey
Thank you.

00;18;11;23 - 00;18;20;02
Tom Haederle
Thanks for listening to Advancing Health. Please subscribe and write us five stars on Apple Podcasts, Spotify, or wherever you get your podcasts.

00;00;00;24 - 00;00;30;24
Tom Haederle
Many health care providers have an equally important caregiving job at home. They’re moms, dads, and parents to young children. As the health care field continues to experience workforce shortage issues, hospitals need to ask themselves, what will it take to prevent burnout and keep new parents, and especially moms in the health care workforce?

00;00;30;26 - 00;00;53;01
Tom Haederle
Welcome to Advancing Health, a podcast from the American Hospital Association. I'm Tom Haederle with AHA communications. In this final episode of the award winning series Beyond Birth, we're exploring how health care organizations can better support new parents to enable them to thrive at work and at home.

00;00;54;19 - 00;01;25;18
Michelle Yu
So prior to having kids, I was super invested in my career. And it's not to say that I'm not invested now. I think it's more so that it really defined me and I loved it. I loved my clients. I loved my career. It was a lot of fun. And in hindsight, I realized that my self-worth was very much enmeshed with myself as a professional.

00;01;25;20 - 00;01;38;20
Michelle Yu
That was my value that I brought to the world, and without it, I really wasn't sure what value I had. Now that I can look back and reflect, I was really trying to operate in the exact same way as I did before.

00;01;43;13 - 00;02;06;17
Yara  Mikhaeil-Demo, M.D.
Before becoming a mom, I was very into my career, right. Like I would stay until 9:00, 10:00 p.m. I didn't really have. I mean, I was married, but running home was not my top priority. Writing that paper or seeing the next patient was really my top priority. And then suddenly, like, I had drop off times and pick up times at daycare, and I had sick days and I had to navigate all of that.

00;02;06;20 - 00;02;20;03
Yara  Mikhaeil-Demo, M.D.
And that's when I was like, this is not just a me problem. This is every working woman in general, all parents, to be honest with you. Because a lot of times now, the dads are also the primary childcare provider.

00;02;20;05 - 00;02;42;24
Julia Resnick
There are 24 million working moms in the United States. You just heard from two of them, Michelle Yu and Dr. Yara Mikhaeil-Demo. Both are professionals in the health care field and moms of young children. Dr. Mikhaeil-Demo is an assistant professor of neurology at Northwestern's Feinberg School of Medicine, as well as a physician well-being coach. Michelle is the co-founder and CEO of Josie.

00;02;42;27 - 00;03;07;26
Julia Resnick
They guide new parents in making the transition into working parenthood through mental health support and other services. I'm Julia Resnick, director of strategic initiatives at the American Hospital Association. In this final episode of the Beyond Birth series, we'll be exploring how health care organizations can support new parents in their workforce. Health care field is experiencing an ongoing provider shortage that is projected to only get worse.

00;03;07;28 - 00;03;39;17
Julia Resnick
The Bureau of Labor Statistics projects that the country will face a shortage of nearly 338,000 nurses and 140,000 physicians in almost all specialties by the year 2036. And while female medical students outnumber their male peers, they are leaving medicine at a higher rate, particularly after having kids. Adding to that, eight in ten health care workers are women. Fostering a sustainable healthcare workforce necessarily has to include addressing the needs of moms and parents. During May

00;03;39;18 - 00;04;01;24
Julia Resnick
we observe both Women's Health Month and Mother's Day, so we're recognizing the dual provider roles played by many people in the health care field. Their medical professionals and parents will be discussing what it takes to create an environment where new parents can do what they love at home and at work. Michelle and Yara, who you heard from at the top, both have intense health care careers.

00;04;01;26 - 00;04;08;27
Julia Resnick
I asked them what it was like going back to work after becoming a parent. Hear what Michelle had to say about her return to work.

00;04;08;29 - 00;04;34;16
Michelle Yu
When I was transitioning back to my big career after baby, I faced a lot of mental emotional challenges and also career related challenges. A lot of questions around, you know, how do I view myself now as a professional and what are my goals? And how do people view me? Did that change at all, and if so, how do I navigate that?

00;04;34;19 - 00;04;57;21
Michelle Yu
And I just had a hard time kind of finding my stride in working motherhood. And I asked other parents. I started to ask other parents if they felt the same, because this is something that I never talk to others about before. And I quickly realized that I was not alone. And that's when I decided to also start doing some research about just becoming a working parent

00;04;57;21 - 00;05;27;12
Michelle Yu
today, and I quickly found that it has shifted a lot in just the last few decades. There's everything from more dual income households. There's more women in the workforce than ever. There's changing family structures, single parent households, blended families, multiracial families. People are also delaying having children, until they are further along in their careers. So what that means is they're going back to these really big roles after baby, and that could be a lot of pressure.

00;05;27;14 - 00;05;56;24
Michelle Yu
One of the things that stood out to me the most is there was a 2019 University of Michigan study, and it found that 4 in 10 female physicians will either scale back or leave their careers entirely within six years of residency. That is really shocking, considering how much time is invested in becoming a physician. And there's also been a few more studies that I've seen, particularly on nurses, especially around, retention for those with children under the age of five.

00;05;56;26 - 00;06;18;18
Michelle Yu
I think that speaks to health equity issues as well. And so I love how some of your prior guests have said that health equity is so important in the perinatal period, and you can't have health equity without a diverse health care workforce, and you can't have a health care workforce that's diverse without women.

00;06;18;21 - 00;06;36;12
Julia Resnick
Yara has had to navigate her new life as a physician mom. And with that comes a multitude of questions. How do you navigate the pressures? What about the time commitments of medicine, all while being a new parent? She certainly isn't alone in facing those challenges and shared her experience with me.

00;06;36;14 - 00;06;56;09
Yara  Mikhaeil-Demo, M.D.
So how do we make coming back to work easy? How do we make that transition easier so that we don't feel like we're alone or isolated? I think there's a lot of isolation that comes with coming back to work, struggling with a newborn, and trying to function at the same level that you had before. Without just slowing down and noticing the difference.

00;06;56;11 - 00;07;23;15
Yara  Mikhaeil-Demo, M.D.
I think that the biggest thing is community. Having group programs for women who are parents, I think is huge. I've led two different, group, of women physicians. and just sharing the experience, sharing the struggle, normalizing it, realizing that we're not alone is huge. One thing that I did was one of the groups was we wrote mission statements about our roles as moms and our roles as physicians.

00;07;23;18 - 00;07;40;10
Yara  Mikhaeil-Demo, M.D.
And every time we have that mom guilt, we can go back to the mission statement and be like, overall, I am meeting my mission statement. If I was five minutes late to pick up, it's not a big deal, right? But trying to take a step back, see the big picture rather than focusing on the small things that we're not doing.

00;07;40;12 - 00;08;03;19
Yara  Mikhaeil-Demo, M.D.
So I think just having that group dynamic where people can come together and share is important, but then also having some guidelines and policies in place to account for that. So my biggest stressor, for example, was childcare. Like unexpected sickness or school closures or things like that. How do you have a policy that allows for, you know, things like that when you have a last minute cancellation?

00;08;03;22 - 00;08;20;16
Yara  Mikhaeil-Demo, M.D.
How do you allow for promotions not to be affected by maternity leave, or by the time that you spend pumping, for example, when you come back? How do you account for that when it comes to productivity? There's a lot of things that systems can do to help parents, especially new parents.

00;08;20;18 - 00;08;34;29
Julia Resnick
So now that we understand the pressures that moms in health careers are facing, what can healthcare organizations do to support their team members that are new parents? Yara and Michelle proposed some minor changes that would make a huge impact on working out.

00;08;35;01 - 00;08;56;29
Yara  Mikhaeil-Demo, M.D.
I think there is a huge push now and understanding of how many new parents struggle. there are support groups that are on system that account for productive for leaves, that block time for parents, for a woman that choose to pump and things like that. Just keeping in mind parents when making decisions. Simple things as meeting times, right?

00;08;56;29 - 00;09;30;03
Yara  Mikhaeil-Demo, M.D.
Like sometimes we have 7:30 meetings or 5:00 p.m. or 6:00 p.m. meetings. And if you have to pick up your, you know, your child, having a virtual option really makes a big difference, right? Like you're still involved but can also able to pick up your child. Or noticing the need for community and providing space for that. We have a program called Ignite where right now I'm leading a woman physician group where we meet once a month and is sponsored by the hospital, and we pay for our meal and we get to talk about our struggles and how are we approaching our days and how can we get better.

00;09;30;06 - 00;09;46;04
Yara  Mikhaeil-Demo, M.D.
So just I think creating that community and encouraging it and also making decisions with the struggles in mind. I think most leaders want to make a different, but just taking the parents voice in consideration when making decisions will be really helpful.

00;09;46;07 - 00;10;13;10
Michelle Yu
Community is just key here. And also just the small things like the meeting times. Yara I hear that all the time. The other thing I will say is I actually recently spoke with a physician executive at UC Davis Health, and this person pointed out to me that there was a study by physician moms group that found nearly 40% of physician moms returning from leave will experience exclusion from administrative decision making or important projects.

00;10;13;12 - 00;10;47;26
Michelle Yu
So I think the other thing here to note is manager and supervisor awareness and training to ensure that they play, because they play such an important role in that individual's overall experience, and making sure that they're equipped to support them. So particularly for clinicians who may have responsibilities outside of direct patient care, you know, having a manager proactively reorients you back to work and take the care to re-onboard you after the return from leave.

00;10;47;28 - 00;11;05;26
Michelle Yu
And also being able to proactively invite you back into those meetings where those decisions are being made. And it's one thing to have you say like, oh, can I go back to this meeting? They're not in my calendar anymore. Versus someone actually saying, hey, we really missed you during these meetings and you bring such an important voice to the table.

00;11;05;29 - 00;11;26;24
Michelle Yu
I'm going to ask that you come back and we'd love to have you join us or something like that. You know, that just that tone that approach is so different. And then on the clinical side of things, I interviewed a few clinicians recently about their struggles and their return to work and something that, especially in primary care, happens is that you're missing this window of time to see your patients when you come back.

00;11;27;02 - 00;12;01;26
Michelle Yu
Sometimes you're taking on their emotions as well, on top of your own emotion, emotions, and your mental and hormonal changes. One primary care physician said that she experienced from her patients, abandonment issues, where they felt they were abandoned by them during that maternity leave. And so just making sure that your workforce is aware of any mental health supports or emotional supports and helping them maybe on-ramp back in a more measured way, so that they can kind of take that on, more slowly.

00;12;01;26 - 00;12;27;08
Michelle Yu
could be really, really helpful. And there's also, policies around blocking time. However, that being said, that doesn't necessarily account for some of the cultural aspects of that actually happening. I.e., is the pumping room actually close enough for me to get to so I can pump in the break time that I have. And as my team and my supervisor support me in taking that time off.

00;12;27;12 - 00;12;49;08
Michelle Yu
1 in 3 physician moms actually face discrimination when it comes to breastfeeding and pregnancy. So again, being able to train your supervisors to know that this is protected time. And then it's important to the organization that you all feel that way. That's part of your values as an organization is so important. And then being able to actually get there and use those spaces is also important.

00;12;49;11 - 00;13;05;10
Julia Resnick
Cultural changes around returning to work after pregnancy need to be ingrained across health care organizations, and new parents should feel empowered to ask for what they need to feel supported. Yara and Michelle shared stories from their own lives of what this looks like in action.

00;13;05;12 - 00;13;20;14
Yara  Mikhaeil-Demo, M.D.
I would say I was lucky when I came back, I think was my second child. My biggest stress was pumping like Michelle was saying. Where am I going to pump? How am I going to pump? And thankfully my my team was like, okay, we're going to block like you tell us what times you want to block and we'll block it.

00;13;20;14 - 00;13;41;21
Yara  Mikhaeil-Demo, M.D.
And I wasn't asked or expected to like make up the time or, or place anything like that. I've heard stories of clinicians being asked to stay extra later or come earlier to make up for the time that they blocked in clinic, which I think is just too much to add to a new parent. so I think this has been really helpful.

00;13;41;22 - 00;13;59;18
Yara  Mikhaeil-Demo, M.D.
I've heard a lot of women now being empowered to really ask for what they need when they come back. Whether it is, like Michelle was saying, graduated duties and you're not, you know, on call your first week in back or you're not on a full panel your first week back. but more and more parents are actually becoming more empowered to ask for what they need to make it work.

00;13;59;21 - 00;14;27;22
Michelle Yu
And I would say there's a lot of organizations outside of health care that I think health systems can learn from in terms of small and actually low hanging fruit, ways to support working parents that don't require significant amounts of investment. One of those things, like I said earlier, we just work with a company, a financial services company, in training their managers on just understanding what are some of the challenges new parents go through when they have a new baby.

00;14;27;25 - 00;14;52;29
Michelle Yu
What are some biases to watch out for. What are some things you can say to show your support. And what are some things maybe you shouldn't say. to someone who may be going through that. That was something that they had. Once they can record it, they can share it with others in the organization. And it's small things like that that I think really signal that you care and that you really want to see a cultural shift.

00;14;53;02 - 00;15;15;02
Michelle Yu
My husband actually works for a bio-tech company, here out in D.C., and they actually have parking spots, for pregnant women, that are a little bit closer to the building, to support them. They also have an on care daycare facility that is has just been such a lifesaver for so many of the team members there.

00;15;15;02 - 00;15;28;01
Julia Resnick
Much like working moms, health care organizations have lots of priorities to juggle. So Michelle and Yara each offered a simple action hospitals can take to change the culture to better support new parents.

00;15;28;03 - 00;15;49;23
Yara  Mikhaeil-Demo, M.D.
I think having a committee of parents to brainstorm ideas that are relevant to that organization would be helpful because I think every organization is unique and different, and academic is different than private practice and different than community practice. But having that be part of their mission, like we're going to include parents, we are going to have a committee, their voice will be heard.

00;15;49;26 - 00;15;51;21
Yara  Mikhaeil-Demo, M.D.
I think that will be helpful.

00;15;51;23 - 00;16;17;02
Michelle Yu
This is really hard to pick one thing, but if I had to choose one thing, I think it would go back to that supervisor manager training component and being able to support them and equip them with understanding how to be more empathetic to this population and how to show your support for this population, how to get creative and solutioning with this population.

00;16;17;02 - 00;16;33;29
Michelle Yu
How to navigate all the tricky scenarios that come with it is one thing that I think a lot of health systems, who probably already invest in a lot of training, to just leverage what you already have and do something in this particular area.

00;16;34;01 - 00;16;55;22
Julia Resnick
A big thank you to Michelle Yu and Yara Mikhaeil-Demo for sharing your expertise and passion for supporting working moms. Your work is paving the way for future moms and parents in health care. We appreciate your dedication to making it better for everyone. This is our last episode of Beyond Birth, but don't worry, we'll continue to cover important topics in maternal health.

00;16;55;25 - 00;17;13;06
Julia Resnick
You can listen to all of our previous Beyond Birth podcasts on the Advancing Health Channel wherever you get your podcasts. And for more resources on maternal health visit www.aha.org/betterhhealth formothersandbabies.

00;17;13;08 - 00;17;21;19
Tom Haederle
Thanks for listening to Advancing Health. Please subscribe and write us five stars on Apple Podcasts, Spotify or wherever you get your podcasts.

00;00;00;28 - 00;00;27;14
Tom Haederle
Ask any hospital leader to name the biggest challenges facing their organization, and their answers are pretty much the same, regardless of size. But for rural care providers, the workforce and financial issues found everywhere are harder to solve, and they're looking to their boards of trustees for help.

00;00;27;17 - 00;00;49;21
Tom Haederle
Welcome to Advancing Health, a podcast from the American Hospital Association. I'm Tom Haederle with AHA communications. Join us for this brief but on-point discussion of the role board members can play in helping their hospitals and health systems navigate today's pressing problems, and how the AHA's resources and educational materials can assist board members in turn.

00;00;49;23 - 00;01;12;28
Sue-Ellen Wagner
I'm Sue Ellen Wagner, vice president of trustee engagement and strategy for the American Hospital Association. I'm here at the AHA Rural Conference in Orlando, Florida with Barbara Sowada, who's the president of the board of trustees for Memorial Hospital of Sweetwater County in Rock Springs, Wyoming. Barbara, thank you for joining me today.

00;01;13;00 - 00;01;16;14
Barbara Sowada, Ph.D.
Thank you for inviting me. It's a pleasure to be here.

00;01;16;16 - 00;01;23;02
Sue-Ellen Wagner
Barbara, can you highlight the top three challenges that rural hospital boards are experiencing?

00;01;23;05 - 00;01;58;16
Barbara Sowada, Ph.D.
Obviously, workforce stability, including physician recruitment. That is difficult in rural areas. The financial challenges Medicare and Medicaid do not cover the cost of care right now. And then the commercials are, what should I say,  providing their own challenges with pre-authorization and denials. The other part with the commercials is we're just starting to experience in Wyoming narrow networks through Medicare Advantage.

00;01;58;18 - 00;02;18;00
Sue-Ellen Wagner
Thank you for citing those challenges that we've heard at the conference a lot about the financial and the workforce challenges. So given the challenges that you just talked about, rural hospitals do serve a tremendous value to their communities, and trustees represent these communities. So can you expand a little bit more on that?

00;02;18;02 - 00;02;49;06
Barbara Sowada, Ph.D.
Yeah, the challenges, as you know, the no mission, no margin or no margin, no mission. One of the tricks anymore is to find that balance between what is affordable and what are the community's needs. One of the things that I forgot to mention, but is a challenge nationwide, is behavioral health. And again, in rural areas that I don't know whether it's worse in some areas of the country

00;02;49;06 - 00;02;57;03
Barbara Sowada, Ph.D.
yes, mental health is more challenging than in the urban areas. And again, it's a dearth of resources.

00;02;57;05 - 00;03;15;00
Sue-Ellen Wagner
Absolutely. Yeah. We hear a lot about the behavioral health challenges. My colleague Rebecca Chickey spearheads the behavioral health issues for AHA And we do a lot of collaboration with her. So what can AHA trustee services do to help boards, specifically the rural boards?

00;03;15;02 - 00;03;46;01
Barbara Sowada, Ph.D.
I think the things that you are doing right now, the continuing education...the newsletters...you have a fabulous webinar archival board, the education is fabulous. What was really fun today, is one of the AHA - and I cannot remember her name - employees is working with our hospital to become critical access. So your resources are widespread and greatly appreciated.

00;03;46;07 - 00;04;11;11
Sue-Ellen Wagner
Oh that's good to hear. We aim to help our members. Our website is trustees with an "S" trustees.aha.org. As Barbara mentioned, we do have a wealth of information, including some boardroom briefs, which are 2 or 3 pagers, which also includes some questions that board members can ask about specific issues. We do have a brief on behavioral health, so I encourage folks to listen to that.

00;04;11;14 - 00;04;25;27
Sue-Ellen Wagner
As Barbara mentioned, we do have some great recorded webinars on quality and some other issues. Anything else you want to talk about, Barbara? Maybe something at the rural conference that you learned about or heard about that could be helpful to our listeners?

00;04;25;29 - 00;05;01;19
Barbara Sowada, Ph.D.
One of the things that really delighted me and surprised me are there are several presentations on, I would say, building relationships, having more civil conversations, the need to repair community relationships, sometimes even relationships within an organization. That is part of the focus of this week's conference is truly delightful, and I actually encourage you to do more of that, whether it's written or webinars or what have you, because that communication is just key.

00;05;01;22 - 00;05;11;09
Sue-Ellen Wagner
Well, for folks who weren't able to join us at the conference, hopefully they'll visit our website and utilize some of our podcast and webinars. Thank you for being with us today, Barbara.

00;05;11;11 - 00;05;15;09
Barbara Sowada, Ph.D.
Oh, thank you, Sue Ellen. This is delightful and I love the conference.

00;05;15;12 - 00;05;17;24
Sue-Ellen Wagner
Great. Thank you.

00;05;17;26 - 00;05;26;06
Tom Haederle
Thanks for listening to Advancing Health. Please subscribe and write us five stars on Apple Podcasts, Spotify, or wherever you get your podcasts.

00;00;00;26 - 00;00;39;09
Tom Haederle
Despite the fact that half of all mental health issues begin before age 14, most parents don't talk to their kids about this growing public health issue. It isn't easy, and many well-intentioned parents don't quite know how to do it or where to start. As we observe May as Mental Health Awareness Month, and this week as Children's Mental Health Week, Florida-based AdventHealth for Children has created a suite of tools and resources to help parents and their kids open the door to these difficult but necessary conversations.

00;00;39;11 - 00;01;02;09
Tom Haederle
Welcome to Advancing Health, a podcast from the American Hospital Association. I'm Tom Haederle with AHA Communications. During and since the pandemic, AdventHealth for Children has noted an alarming rise in the number of children coming into the E.R. with mental health issues. In response, it has created "Be a Mindleader," a preventive campaign targeted to parents who have kids ages 8 to 12.

00;01;02;12 - 00;01;29;02
Tom Haederle
The goal of the Be a Mindleader campaign is to get curated, expert information into the hands of kids, parents, caregivers, coaches, mentors, and teachers and help facilitate life changing conversations about mental health issues between children, teens and the adults in their lives. In this podcast hosted by Jordan Steiger, senior program manager of Clinical Affairs and Workforce with AHA; she is joined by two experts to explore how the Be a Mindleader

00;01;29;02 - 00;01;43;15
Tom Haederle
campaign is leading the way to improving adolescent mental health. Jaeann Ashton is marketing director for Women's and Children's with AdventHealth. And Jessica Galo is director of Specialty Care with AdventHealth for Children.

00;01;43;17 - 00;02;05;12
Jordan Steiger
Jaeann and Jessica, thank you so much for joining us today at the AHA to tell us more about your work at AdventHealth for Children. We know that it is Mental Health Month, and we also know that is Children's Mental Health Week. So we'd really like to shed some light on the great work that our members are doing around helping kids and their families, you know, be the mentally healthiest that they can be.

00;02;05;12 - 00;02;07;00
Jordan Steiger
So thank you for being here.

00;02;07;02 - 00;02;08;19
Jaeann Ashton
Thank you so much for being here.

00;02;08;22 - 00;02;15;14
Jordan Steiger
So as we get started, tell our listeners a little bit more about AdventHealth for children and the community that you serve.

00;02;15;17 - 00;02;42;03
Jessica Galo
Absolutely. AdventHealth is a nationwide health system. We have over 52 hospitals across nine states, and we care for about 7 million patients a year. We have about 90,000 team members throughout the system. And our headquarters and the Children's Hospital AdventHealth for Children are located in Orlando, Florida. We've been a part of the Central Florida community for over 100 years, since 1908.

00;02;42;05 - 00;03;07;16
Jessica Galo
We are a faith-based, not-for-profit with a mission to extend the healing ministry of Christ and deliver whole person care. And we serve a very diverse community here in Central Florida with lots of families that have young children. Our children's hospital is a nationally recognized children's hospital, and has a network of pediatric care facilities. And we have over 250 pediatricians and specialists throughout central Florida.

00;03;07;18 - 00;03;30;16
Jordan Steiger
Wow, Jessica. Thank you. I'm sure a lot of our members can, you know, hear parts of themselves in their own systems, in hospitals in the description that you just gave. So I think that really sets the stage nicely for the work that you're doing. So, Jaeann, you know, we know that at AdventHealth, you've been really focused on developing new programs and ways to connect with the community around the mental health of the children that you serve.

00;03;30;18 - 00;03;35;19
Jordan Steiger
So what inspired you to implement this new program that you have called Be a Mindleader?

00;03;35;21 - 00;03;57;10
Jaeann Ashton
Well, we were seeing an alarming number of kids and teens coming to our E.R. with mental health issues. We were seeing anxiety, depression, self-harm, suicidal ideation, and we knew we need to do something about it, like Jessica just  mentioned. We are all about whole person care. And that includes not just your physical health, but your mental health as well.

00;03;57;13 - 00;04;18;06
Jaeann Ashton
We know that half of all mental health illnesses begin before the age of 14. And so this campaign is really targeted to parents who have kids ages 8 to 12. We're trying to be preventative. We're trying to stop the problem before it happens. And we know that most parents don't talk to their kids about mental health. I grew up not talking with my parents about mental health.

00;04;18;06 - 00;04;30;16
Jaeann Ashton
So as a parent now, it's not something that I'm really well equipped to do. And so these resources and tools are meant to help those parents have those conversations so that the epidemic doesn't continue.

00;04;30;18 - 00;04;48;07
Jordan Steiger
I think you bring up a really good point that, there's been some cultural shifts in the way we talk about mental health. And, you know, even from when I was, a child, we didn't talk about mental health in the same way as kids want to do now and are more open to doing now. So I think it's great that you're kind of seeing that change and adapting to it.

00;04;48;10 - 00;04;53;07
Jordan Steiger
I'm sure people are wondering, what is a mind leader and where did you come up with that phrase?

00;04;53;10 - 00;05;14;00
Jaeann Ashton
Yeah, a mind leader is someone who speaks up. They talk about that they're having a bad day or that that something happened, or they just don't feel right. And they also make it safe for other people to speak up about it, too. You know, I mentioned that our target audience is that younger population. And so "MindLeader" is a play off of line leader.

00;05;14;00 - 00;05;22;27
Jaeann Ashton
So, a lot of kids want to be the line leader at school, or on the playground. And so that was the initial inspiration for the word.

00;05;22;29 - 00;05;35;29
Jordan Steiger
I love that. I think that is such a patient-focused way to kind of approach this and make it understandable for an 8 to 12 year old, you know, to say, I do want to be at the front of the line. I do want to be the one talking about mental health. And I just think that's so creative.

00;05;36;01 - 00;05;46;06
Jordan Steiger
I know that this is an initiative that takes, you know, a lot of different people from across your hospital to make happen. So tell us a little bit about who is involved in making it work.

00;05;46;09 - 00;06;13;00
Jessica Galo
We obviously have to have our clinicians involved, our experts. So we have teams of psychiatrists, psychologists, licensed social workers and nurses. We have mental health care coordinators and mental health navigators, that are all a part of the program. So really, we lean into our clinical expertise, of course. But then also what was really important was having our hospital administrators and our hospital leaders be supportive.

00;06;13;05 - 00;06;44;03
Jessica Galo
And we collaborate really closely with our marketing team, our communications, social media and internal and external agencies to create the campaign. We relied on local news and radio stations who provided in-kind and pro-bono support for this initiative, and we recruited our mental health ambassadors who are community members, who have seen some of our marketing, campaign or social media posts and have actually reached out to us and said, hey, we want to be a part of this.

00;06;44;10 - 00;07;03;20
Jessica Galo
And so we record those posts with them and allow them to speak their mind and speak about what inspires them to be mind leaders and encourages other people to join us as well. And then, of course, we couldn't do it without our community partners. We received some grant funding from a local charity, the Doctor Phillips Charity.

00;07;03;22 - 00;07;25;05
Jessica Galo
United Way is a really big partner with us in this as well. And we have an advisory board full of our government stakeholders and our local stakeholders. Our other hospital systems in the area, who all provide input and guidance to us on what we should be doing with the campaign and our mental health programing.

00;07;25;07 - 00;07;50;02
Jordan Steiger
I love what you've done with this program because it's not just a hospital program. I mean, obviously your clinicians and administrators and leaders have a huge role in this, but you've really taken, I think, the best from your community and come together and said, this is a problem that we need to all work together to solve. So I think that other, you know, hospital leaders listening to this can maybe get some inspiration from you about how to work with others in their community.

00;07;50;02 - 00;08;08;10
Jordan Steiger
That's really, really great to hear. One thing though, we know about, you know, talking about mental health, that there's a lot of stigma sometimes. We talked about that a little bit already, just with families maybe not knowing how to start those conversations. How do you think this initiative has helped make those conversations a little easier?

00;08;08;13 - 00;08;27;25
Jaeann Ashton
Well, we've had a tremendous response since launching a year ago. We have had people reach out to us via social media. We've had employees reach out to us when they've seen us. Parents as well as kids saying, oh my gosh, I love what you're doing. I want to be a part of it. And so Jessica mentioned our ambassadors earlier.

00;08;28;02 - 00;08;59;27
Jaeann Ashton
Those have all been grown organically by kiddos or their parents reaching out to us and saying, I struggled with this and I want to help other people. So we know just from that that it's resonating. But we actually just conducted a research study. Since we're at our one year, we wanted to see how the launch went and what the data showed was that people were more likely to start conversations with their children and with their families about mental health after seeing the message, after reading about it, hearing about it, following us on social.

00;09;00;06 - 00;09;16;07
Jaeann Ashton
So we know that it's working. This is a long term effort. This is not a short term effort, right? We know that this isn't all going to be fixed overnight. So we're in this for the long haul. Our partners are in this for the long haul which we're really excited about. We're also seeing patients to our practice.

00;09;16;07 - 00;09;33;06
Jaeann Ashton
You know the campaign is not really meant to drive volume to our practice, but we're seeing people reach out and get the help that they need if they need it. So all of those things working together just make us thrilled to know that we're moving in the right direction.

00;09;33;08 - 00;09;55;17
Jordan Steiger
It really sounds like it. It sounds like you've made a lot of headway just in one year, you know, getting people into care if they need it or helping people avoid care if they don't, you know? So I think that that is just a fantastic outcome. Jessica, you mentioned working with community partners and you mentioned, like, the heart of Florida United Way and a few other people, maybe that you got some funding from for this, this project.

00;09;55;17 - 00;10;01;03
Jordan Steiger
And I'm wondering how working with community partners has really helped to move this program forward.

00;10;01;05 - 00;10;24;01
Jessica Galo
Yeah. So the community relationships are a key component of what we are doing. When we first started thinking about what we wanted our mental health program to look like, we took a survey and really looked into what was already existing in the community. And, you know, there were already some crisis centers and some intensive care programs that were already out there and available.

00;10;24;01 - 00;10;52;11
Jessica Galo
And we realized that obviously, there's always a need for more of those programs. But you know what really aligned with our mission and our vision of providing that whole person care is really focusing on that preventative and that early intervention phasing. So that's why we work with our local school systems and our early learning centers, and why it was really important for us to get that feedback from those key stakeholders that are in kids lives.

00;10;52;14 - 00;11;15;02
Jessica Galo
Also, at the same time, we were creating our programing in our campaign, the United Way and our local county had conducted a need survey to determine what the needs around mental health were. And, it was determined that reducing stigma was a very important component for our community. And that's where the United Way really, got involved.

00;11;15;05 - 00;11;46;14
Jessica Galo
They partnered with us. So we launched our children's focused initiative first. But now we're working with them on the trans-creation of the stigma reduction campaign into Spanish and eventually into Haitian Creole. So they identified that those communities were underserved and there were gaps in mental health services. And, you know, since they're already a frontline partner, answering our hotline calls, the 211 and 988, and they're well respected and well known

00;11;46;16 - 00;11;50;06
Jessica Galo
in our community. It just really made sense for us to work with them.

00;11;50;08 - 00;12;08;29
Jordan Steiger
That makes a lot of sense. And I think, you know, bringing in the strengths of those other organizations and saying, here is an underserved population. Here's what we can do to help serve them better, I think is something so powerful. I love that you're turning your content into different languages that represent the people in your community. So I think that's really cool to hear.

00;12;09;01 - 00;12;27;08
Jordan Steiger
I'm wondering, I know, Jaeann, you talked a little bit about some of the positive outcomes that you've seen from surveys and, you know, your data and everything from the first year, but do you have maybe a positive patient or family story that you could share with us, or any other kind of things that demonstrate how positive this has been for the community?

00;12;27;10 - 00;12;53;21
Jaeann Ashton
We have lots of stories. We have had parents who struggled to know what to do for their child. They knew something was wrong, but they didn't know what. And they found us. And they found our physicians and our therapists and were able to turn the situation around. One girl that I'm thinking of, I mean, she was sleeping over 14 hours a day.

00;12;53;22 - 00;13;17;03
Jaeann Ashton
She wasn't eating, and she didn't know what was wrong. There wasn't something physically wrong, but there was obviously something mentally wrong. And so her mom was just...was struggling to know how to help her. And the transformation that she has had, it's truly life changing. She's in a completely different space now. She's back at school and she's thriving.

00;13;17;03 - 00;13;38;08
Jaeann Ashton
And so those stories just, like, warm your heart. But we've heard that in lots of different scenarios, in lots of different ways. And not everybody needs clinical care. Sometimes it's just they need to talk to somebody, or they just they just need to be heard. And so there's sometimes extremes where there is that clinical care needed, but not always.

00;13;38;10 - 00;13;48;14
Jaeann Ashton
And that's the beauty of this program is that there are lots of different options and different ways for people to get help if they even need help. Sometimes it's just as simple as having a conversation.

00;13;48;17 - 00;14;06;27
Jordan Steiger
Exactly. And I think that's why this program is so powerful, because it really reaches every child in whatever phase they're in, kind of, with their mental health. So I think you've done some really incredible work that others can really learn from. If somebody wants to learn more about Be a Mindleader, is there a place that they can go to get more information?

00;14;07;00 - 00;14;32;11
Jaeann Ashton
Absolutely. www.BeAMindleader.com is our website. As Jessica mentioned, we will have a Spanish version later this month very soon. But BeAMindleader.com has a lot of resources that are downloadable. Whether it's conversation starters, there's also blogs, there's videos. You can connect with our mental health navigator there. There is also social channels. So hashtag be a mind leader.

00;14;32;13 - 00;14;36;19
Jaeann Ashton
And we have Facebook, YouTube and Instagram where we're posting content daily.

00;14;36;22 - 00;14;42;29
Jordan Steiger
Awesome. I'm sure you will get some new visitors after listening to this podcast on your social channels and website.

00;14;43;01 - 00;14;59;23
Jaeann Ashton
We welcome that and people have also reached out about how to do this. How did you partner? Where did you start? And so we're happy to help. We think that mental health is so important and not just in our community. We know it's resonating everywhere. And so we're happy to help.

00;14;59;25 - 00;15;16;19
Jordan Steiger
I'm sure people will be very appreciative of that. And I'm sure you will be getting some outreach, from other members of AHA. So thank you so much to both of you for spending time with us today, sharing a little bit more about your work. And thank you for the work that you do for all of the children in your community.

00;15;16;21 - 00;15;23;14
Jessica Galo
Thank you so much. Thank you for having us. And thank you for putting a spotlight on mental health and Be a Mindleader.

00;15;23;16 - 00;15;31;28
Tom Haederle
Thanks for listening to Advancing Health. Please subscribe and write us five stars on Apple Podcasts, Spotify, or wherever you get your podcasts.

00;00;00;24 - 00;00;21;29
Tom Haederle
There are a host of medical and or psychological issues that can come with pregnancy and giving birth. For most new or expecting moms who may need some extra help, standard perinatal treatment programs will usually fit the bill. But not for everyone. An often overlooked aspect of pregnancy and motherhood is that some new mothers do better with intensive outpatient perinatal care,

00;00;22;07 - 00;00;33;28
Tom Haederle
an elevated level of support.

00;00;34;00 - 00;01;04;09
Tom Haederle
Welcome to Advancing Health, a podcast from the American Hospital Association. I'm Tom Haederle with AHA communications. Illinois based Ascension Alexian Brothers Behavioral Health Hospital is among a small number of caregivers who specialize in providing intensive outpatient perinatal care. They create unique treatment programs for patients, which could include medication management, sleep therapy, substance abuse issues, family counseling, and strategies to deal with a host of other issues that new moms may be struggling with.

00;01;04;12 - 00;01;26;20
Tom Haederle
In this podcast, Rebecca Chickey, senior director of Behavioral Health with AHA, speaks with two behavioral health experts associated with the Ascension Alexian Brothers Behavioral Health Hospital program, who share its formula for success. Doctor Xiaohong Yu is medical service director for the Perinatal Intensive Outpatient program, and Kimberly McCue is its clinical coordinator.

00;01;26;23 - 00;01;56;02
Rebecca Chickey
It is my honor to speak today to Dr. Yu, the medical service director of the Perinatal Intensive Outpatient Program at Ascension Alexian Brothers Behavioral Health, as well as Dr. Kim Kim McCue clinical coordinator of the Perinatal Intensive Outpatient Program. It is a delight to have these two experts here today to speak to this incredibly important and often overlooked aspect of pregnancy and motherhood.

00;01;56;05 - 00;02;30;27
Rebecca Chickey
Ascension Alexian Brothers Behavioral Health has developed an exceptional program for perinatal care. I'm going to take just a moment to define briefly intensive outpatient, because some people may say, what is that? And how does it differ from outpatient? This is a very broad definition, so do not expect this to be on Wikipedia. But the real difference is when you go to outpatient therapy, often it's a 1 hour or 45 minute session and you may go to outpatient therapy once a week, sometimes twice or three times a week.

00;02;31;00 - 00;02;57;01
Rebecca Chickey
Intensive outpatient is just that. It is building on that. It is often two to three hours, sometimes four. Although when you get to four, you're often speaking about, a partial program for a different podcast. So, it is an acknowledgment, a program that's been designed to realize that 45 minutes or an hour, for some individuals in need of treatment is just not enough.

00;02;57;01 - 00;03;20;18
Rebecca Chickey
And often, as is the case in this program as you'll hear, when families are brought in that often adds to the need for and the value of IOP, which is the acronym that you can now add to your nomenclature. So, Dr. Yu, Dr. McCue: I'm going to start off with a pretty basic question, building on my definition of intensive outpatient.

00;03;20;20 - 00;03;33;20
Rebecca Chickey
What is the Ascension Alexian Brothers Behavioral Health Perinatal Intensive Outpatient Program? So tell our listeners not only what it is, but who does it serve? How is it staffed?

00;03;33;22 - 00;04;00;13
Kimberly McCue
This is a program that has a very unique curriculum that is aimed at meeting the needs of pregnant and postpartum patients, not just to assess behavioral health and support them in that way, but it's also medication management. It's focused on parenting efficacy. Sleep hygiene, nutrition. And it's very unique in that we're allowed to have babies in the milieu.

00;04;00;16 - 00;04;26;06
Kimberly McCue
So moms are encouraged to bring their babies with them to programing. And it is really designed to be all encompassing and have a very comprehensive curriculum. But moms feel more at home when every other patient in the room is in the same boat they are. Right? And it is - if I can brag on our staff for a bit - the the dream team.

00;04;26;10 - 00;04;53;27
Kimberly McCue
So it starts with Dr. Yu. She has such unique training in that she is uniquely trained to medically treat, psychiatrically treat pregnant and postpartum moms. When they're postpartum, they are often breastfeeding. So we have to take lactation into consideration. But she is also a board certified sleep specialist. And I think at no other time in a woman's life is she more sleep deprived than during pregnancy and postpartum when she brings the infant home.

00;04;54;00 - 00;05;23;02
Kimberly McCue
We are really aimed at meeting all the needs of moms and then, the rest of our staff all has unique perinatal training. But many of them have additional training in OCD and chemical addiction medicine and, you know, eating disorders in family care and family therapy and all that plays into creating unique treatment plans for individuals. While it is group therapy, each individual needs to be met where they're at.

00;05;23;05 - 00;05;42;27
Kimberly McCue
The two members of our team that really make things work are our perinatal mental health nurses. Each of them worked in labor and delivery for over 25 years. They had a full career in labor and delivery, and they came to us with all of that knowledge, all of that training, all of that certification. And then they went the extra mile

00;05;42;27 - 00;06;06;17
Kimberly McCue
and were trained in perinatal mental health. So they allow our team to collaborate with other providers. OB is maternal fetal medicine pediatricians. And they work so closely with Dr. Yu screening the patients daily for where they're at with their medications, side effects, what else is going on with them in terms of pregnancy and just women's health after giving birth.

00;06;06;19 - 00;06;08;25
Kimberly McCue
I'll let you, Dr. Yu, jump in.

00;06;08;28 - 00;06;40;09
Xiaohong Yu, M.D.
Thank you Kim. And thank you, Rebecca. It's my honor to be here today. Yeah I agree with Kim that our program is staffed by multiple disciplinary team. Including psychologists like me and also psychologists, social workers and nurses and, other mental professionals, including like chaplain, specialist and also a nutritionist. We also have lactation consultant to work together.

00;06;40;11 - 00;07;18;05
Xiaohong Yu, M.D.
So we provide comprehensive assessments and sometimes design individualized treatment plans. Intensive outpatient program means intensive, right? But it's not like inpatient, not like an E.R. setting. We treat patients in outpatient and let patient connect with outside better. So make sure them feel comfortable in the treatment settings, not here just intensive, but, also provide very comfortable care and provide a lot of support.

00;07;18;06 - 00;07;48;21
Rebecca Chickey
That's exceptional. So just to summarize, I think I heard a couple of key words. One, multidisciplinary treatment team. Two, meeting the patient or individual where they are. Three, it's not just treating that individual. It's treating the family, the infant, the settings. Bringing in and addressing the perhaps unique challenges of, home life that often impact the mental well-being of all of us.

00;07;48;22 - 00;07;50;06
Rebecca Chickey
Would that be correct?

00;07;50;09 - 00;08;14;24
Kimberly McCue
Absolutely. That's correct. one of the most important parts of our treatment is to treat the entire family, to treat the the dynamic between mother and baby, mother and her partner. Oftentimes there's other children, so incorporated with our treatment we do family sessions. We have to support partners. We have to support whoever the system is that helps mom out.

00;08;14;24 - 00;08;32;29
Kimberly McCue
And oftentimes that might be her mom, a mother in law, a sister. We bring everyone into the treatment, and we have found over the years that that helps get mom back to her baseline quicker. It helps her to feel surrounded and supported in ways that she's just not asking for help.

00;08;33;01 - 00;08;48;20
Rebecca Chickey
That's wonderful. So let me back up a bit. Please share with me your journey to create this program. What were the first couple of steps? Was hospital or health system leadership involved? How did you get it off the ground?

00;08;48;22 - 00;09;24;27
Xiaohong Yu, M.D.
My journey and interest in helping create this program actually started in May 2015. It's around my birthday, actually. One of our leading psychologists - his name is Dr. Saper - he introduced me to one of the coordinators, Mrs. Lita Samanas, who is also coordinator for, Postpartum Support International. It's the organization for, you know, support in guiding women and families through the pregnancy and postpartum mental health conditions.

00;09;24;29 - 00;09;53;21
Xiaohong Yu, M.D.
So they ask me, hey, do you have interest in helping women? Also, sometimes postpartum. The vital signs or one of the critical complaints is sleep problem, right? Sleep deprivation or lack of enough sleep or, you know, sometimes miserable because taking care of themselves and the baby. I said, sure, of course. So in 2015, I started to be interested in this program.

00;09;53;21 - 00;10;17;00
Xiaohong Yu, M.D.
And then we came with, very, very great group, including Dr. Kim McCreary. And the nurses. So far, it's been great, rewarding experience to help women with mental health issues during the perinatal period.

00;10;17;02 - 00;10;46;05
Kimberly McCue
It's a great question, Rebecca. It was quite a journey. Our goals were to build on the great programing at Alexian Behavioral Health Hospital. There's a number of specialized programs there. Women were being screened during pregnancy and postpartum, and they were being referred to more general adult IOP programing. The feedback was it's good treatment, but I feel like a fish out of water because my needs are so different than the rest of the patient population.

00;10;46;08 - 00;11;13;04
Kimberly McCue
And so to Dr. Yu's point,  Samanas - who has been in the perinatal field for years - had asked the administration if this is something that we can start looking at. The administration at Alexian and the rest of our leadership was incredibly supportive, and they sort of put us out on a mission to see what are the unique needs of this population.

00;11;13;04 - 00;11;35;06
Kimberly McCue
How do we get a program like this off the ground? The perinatal mental health field is growing. But eight years ago, nine years ago, it was very small. And so we talked to our colleagues across the nation. Really, we were the first to launch in Illinois. And we are at this point, I think, the only still running at this level of care and intensive outpatient level of care.

00;11;35;09 - 00;12;08;09
Kimberly McCue
So we were looking to see how we can overcome the barriers that moms face, including very simple things like parking, bringing baby with them, strollers, car seats, diaper bags, all of these things. And how do we create a space in the hospital that allows moms to be comfortable with their babies and still receiving mental health? And we've always taken the approach of and, and we literally meet almost daily during, you know, program time:

00;12;08;12 - 00;12;13;26
Kimberly McCue
What worked for us, what do we need to change? And that has been consistent for the last eight years.

00;12;13;28 - 00;12;42;27
Rebecca Chickey
So leadership has definitely been involved. They've been supportive not only both physically reaching out, checking touching base with you, but also providing resources. You know, some of the listeners are wondering, okay, how are they financing this? Because the health care system landscape is continually challenged to do more with less. I see a lots of nods for those of you who are just listening in on this.

00;12;43;03 - 00;12;50;17
Rebecca Chickey
We all know, we're continually challenged. So how are you able to support and sustain these kinds of programs?

00;12;50;19 - 00;13;17;20
Kimberly McCue
Ascension Illinois maintains one of the largest and most comprehensive behavioral health services in the Midwest. And we're just very thankful to receive philanthropic support for our services and have worked hard to ensure that our patients have access to the very best care. And, you know, Doctor, you had mentioned the pandemic. We had to switch to telehealth medicine. That was meeting the needs of our moms during the most difficult time bringing the therapy into their homes.

00;13;17;22 - 00;13;40;12
Kimberly McCue
And then when we returned back to in-person, you know, we're back in the hospital, but now we have both. We continue to have a virtual version of our program so that we could treat moms across the entire state of Illinois. But we're also able to overcome some barriers that moms might have to coming in person, like they have older children, they don't have transportation.

00;13;40;15 - 00;13;54;24
Kimberly McCue
Some of these moms that we're treating are in a sandwich generation where they're also caring for a parent. So we are meeting all of their needs. We are just trying to overcome any barriers that a mom would have to treatment.

00;13;54;26 - 00;14;20;26
Rebecca Chickey
Well, it's interesting you bring up philanthropy. I've been in the field of behavioral health now since the mid-80s, dare I admit. And I would say in the 80s and the 90s that wasn't something that you often saw foundations or individual families giving to. Specifically to mental health, psychiatric or substance use disorder programs. But that has changed.

00;14;20;29 - 00;15;05;02
Rebecca Chickey
Nationwide Children's, which is a pediatric hospital in Columbus, Ohio; Big Lots donated $50 million to Nationwide a few years back to to support the creation of a child and adolescent psychiatric hospital treatment center and research center. So for those of you who are listening, note that they said, you know, philanthropy has been a strong factor in supporting the work that they're doing. AQd the attitude of philanthropists around giving to psychiatric and substance use disorder treatment programs has definitely shifted, to the better.

00;15;05;04 - 00;15;22;04
Rebecca Chickey
I'm a little biased, but definitely to the better. So I'm going to shift this just a little bit, looking at time. If you had to pick, could you name maybe two key elements? I've heard a couple, funding, leadership support, but maybe beyond that.

00;15;22;07 - 00;15;50;10
Kimberly McCue
I would have to say, focusing on the unique needs of the population. From how the space is created that they program in, making sure that literally, the room itself is meeting the needs of the moms. So, having all the baby supplies, having, you know, the seating, the lighting, everything, to meet the unique needs of having babies in the milieu.

00;15;50;13 - 00;16;03;23
Kimberly McCue
I would say the individualized treatment plans. This is group therapy, but we are meeting every single patient where they're at and creating a treatment plan that is meeting each patient's needs.

00;16;03;26 - 00;16;36;11
Xiaohong Yu, M.D.
The key point for me, I think you know, the awareness, right? About perinatal mental health condition is very important, too. We try to provide the best service with multidisciplinary team to the patient who is in need. And also, we have all of the staff members in that team have passion to help the woman who is in need of the help.

00;16;36;13 - 00;17;07;29
Xiaohong Yu, M.D.
Sometimes we use our extra time. You know, even after work, we text each other, provide service for the patient. When patient is imagined situation, we're able to provide service for them as well. So, yeah, that's very key for our team. And, another thing is, you know, I just want to say there is a door open from our team, from our perinatal IOP program.

00;17;08;01 - 00;17;17;08
Xiaohong Yu, M.D.
If you need help, please knock on the door or please just reach out to us and we're there for you and available for you.

00;17;17;11 - 00;17;40;22
Rebecca Chickey
Thank you so much. It's clear that there is a need for programs like this. Not everyone needs intensive outpatient. And you said that at the beginning, but there are many who do, and there are many who are not seeking help. So reducing the stigma, I agree, is very important. I'll point the listeners to a resource on AHA's webpage.

00;17;40;25 - 00;18;09;13
Rebecca Chickey
It's called People Matter, Words Matter. It's a series of posters pointing out words or phrases that do nothing but accelerate and reinforce stigma around mental health and substance use disorders, and providing alternative words and phrases that you can use that decrease the stigma and normalize seeking care. One of those posters is around maternal mental health so I wanted to connect the listeners with that.

00;18;09;13 - 00;18;35;12
Rebecca Chickey
We also have a webpage where you can find other resources related to maternal mental health. So that can be accessed at AHA.org/behavioralhealth because this podcast is incredibly important. Thank you so much for your time, for sharing that you're treating the whole person, that looking at the full continuum of care that is needed.

00;18;35;12 - 00;19;03;29
Rebecca Chickey
And when I say that not just inpatient, outpatient IOP, but the continuum in terms of during pregnancy, post pregnancy and even months after delivery that you need to look and treat the whole person. So I thank you so much for: One, creating the program and doing that, but for being willing to share of your time and expertise and inspiring others to do the same.

00;19;04;02 - 00;19;05;22
Rebecca Chickey
Thank you so much.

00;19;05;25 - 00;19;14;06
Tom Haederle
Thanks for listening to Advancing Health. Please subscribe and write us five stars on Apple Podcasts, Spotify, or wherever you get your podcasts.