Episode Length: 32 minutes

Struggling to recruit and retain top talent at your health center? The solution isn't ping pong tables or pizza Fridays—it's professional development. In this episode, Jill Steeley breaks down why professional development is the most powerful (and underutilized) strategy for building and keeping a high-quality team in 2026.

You'll discover the sobering statistics driving today's workforce crisis, the psychology behind why people really leave their jobs, and the five common mistakes executives make with professional development (plus what actually works instead).

Whether you're facing high turnover, struggling to fill positions, or watching your best people keep their resumes updated, this episode gives you a strategic framework and actionable steps you can implement this week.

1. The real cost of turnover and why nearly half your team is already looking for their next opportunity
2. Why professional development works when salary bumps and perks fail to retain talent
3. The three psychological reasons that make professional development a retention game-changer
4. Five critical mistakes most health center executives make with professional development
5. A four-step strategic framework for building development pathways that drive retention
6. Five actions you can take this week to start using professional development as a competitive advantage

"The exit interview tells you why people left, but it doesn't tell you why your best people are still looking."

94% of employees would stay at a company longer if it invested in their career development. (LinkedIn's 2024 Workplace Learning Report)

People don't just leave for more money. They leave because they feel stuck, because they don't see a future, and because they feel like nobody cares about their career trajectory.

Professional development signals investment: When you invest in someone's growth, you're telling them they're worth it and you see a future for them at your organization.

You can't build a culture of development if you're not developing yourself. Leaders must model continuous learning.

[00:00] Introduction

Why professional development is your secret weapon in the 2026 talent war

[02:15] The Crisis Is Real

Healthcare turnover rates, replacement costs, and the shocking statistic about how many of your employees are actively looking right now

[08:30] Why Professional Development Works

The three psychological reasons professional development drives retention and how it transforms your recruitment message

[14:00] What Doesn't Work

Five common mistakes health center executives make with professional development (and why most programs fail)

[22:45] The Strategic Approach

A four-step framework for creating development pathways that actually drive retention and results

[32:00] The CEO Bootcamp Connection

Why investing in your own development is essential to building a culture of growth

[36:15]...

Howard Archer

CEO, Fix HealthcareIT

Website: www.fixht.com

What if your health center is leaving $9,000 to $40,000 on the table every single month? In this episode, Jill Steeley sits down with Howard Archer, CEO of Fix HealthcareIT, to discuss how RetroCAID is helping federally qualified health centers (FQHCs) automatically recover hundreds of thousands—even millions—of dollars annually in retroactive Medicaid reimbursements.

Howard shares the shocking reality: 17% of uncompensated encounters become eligible for Medicaid reimbursement within timely filing, but most health centers are missing these opportunities because Medicaid eligibility is constantly changing. One of Jill's clients received a $58,000 check in their first month using RetroCAID—money that would have expired without automated monitoring.

Discover how this passive monitoring system works, why it requires zero EHR integration, and how health centers are implementing it in less than 60 minutes with guaranteed results.

What is Retroactive Medicaid? [5:30]

1. How Medicaid differs from commercial insurance
2. Why patients can be covered 60-90 days retroactively
3. The complexity of Medicaid's fluid eligibility system

The Problem with Traditional Billing [10:45]

1. Why "spot checking" eligibility misses more than it captures
2. How benefit profiles change daily (coverage, payers, benefit scope)
3. The cost of manual monitoring for thousands of encounters

How RetroCAID Works [15:20]

1. Passive monitoring vs. active checking
2. Daily monitoring of every uncompensated encounter for 365 days
3. Sophisticated algorithms that filter out non-reimbursable claims
4. Real-time alerts with complete billing information

Implementation Process [24:30]

1. Less than 60-minute phone setup
2. No EHR integration required
3. Results within 48 hours
4. How the custom reporting system works

Real Results & Case Studies [30:15]

1. Average monthly recovery: $9,000 to $40,000
2. Annual revenue increases: $120,000 to over $1 million
3. 17% of uncompensated encounters become eligible
4. Client success story: $58,000 first...

Join Jill Steeley and UDS expert Steve Weinman as they break down everything you need to know about the 2025 UDS report submission. From the history of this critical reporting requirement to the latest changes and common pitfalls, this episode is essential listening for any community health center leader preparing their submission.

Steve Weinman - FQHC Consultant and CEO Bootcamp Partner

1. Email: sdweinman@fqhc.org
2. Has completed UDS reports every year since 1984
3. Specializes in helping health centers ensure accurate, compliant submissions

1. Evolved from Bureau Common Reporting Requirements (BCRR) starting in 1984
2. Became the UDS in 1996
3. Used to report to Congress on how 330 grant funding is spent
4. Directly impacts your patient targets and funding levels

1. Table 3B: SOGI data now optional (will be eliminated in 2026)
2. Tables 6A & 7: Minor housekeeping changes to ICD-10 and CPT-4 codes
3. Table 9E: COVID-related revenue lines removed
4. Relatively minor year compared to the major 2026 overhaul coming

1. Table 4: Managed care utilization reporting ELIMINATED (huge time saver!)
2. Table 5:
3. Service categories renamed (enabling services → patient support services)
4. QI personnel now lumped with IT personnel
5. Selected service detail addendum removed
6. Table 6A: Significant changes including removal of some women's health and dental metrics
7. Table 8A: Complete overhaul - overhead vs. direct costs replaced with salaries/benefits vs. other costs
8. Table 9D: Greatly simplified - retroactive collections eliminated, managed care categories combined
9. Major shift: Moving from cash basis to accrual basis reporting

High-Impact Errors:

1. Undercounting or overcounting patients (affects funding targets)
2. Miscategorizing staff FTEs on Table 5

In this enlightening episode, we engage with Attorney Matt Stevens to explore the vital topic of risk management within Federally Qualified Health Centers (FQHCs). Stevens, with his extensive background in healthcare law, articulates the myriad legal challenges that these health centers confront, particularly in the domains of employment law and compliance.

He elucidates the importance of understanding the unique regulatory landscape that governs FQHCs, emphasizing that a nuanced approach to risk management is essential for safeguarding their operational integrity and financial viability.

The discussion further delves into the intricacies of employment-related legal issues, highlighting how outdated practices and inadequate compliance measures can expose health centers to significant liabilities.

Stevens advocates for the implementation of comprehensive training programs for staff and the establishment of clear protocols for legal engagement, ensuring that health centers are adequately prepared to navigate legal complexities.

This episode not only serves as a critical resource for health center leaders seeking to enhance their risk management frameworks but also inspires a proactive approach to legal compliance that is indispensable for the future of community health.

Takeaways:

• Understanding the intricate compliance landscape of Federally Qualified Health Centers is imperative for risk management.
• Employment law presents frequent vulnerabilities that leaders must address to mitigate potential litigation risks.
• Effective contract management requires thorough review processes to prevent overlooked compliance issues and ensure adherence.
• The dynamic nature of healthcare necessitates ongoing training and education to adapt to evolving legal and regulatory landscapes.
• Utilizing skilled legal counsel can significantly reduce the risk of costly mistakes in contract negotiations and employment policies.
• Healthcare leaders must remain vigilant regarding emerging risks, including increased claims and regulatory pressures, as the landscape evolves.

Links referenced in this episode:

• jillsteeley.com/partnership
• jillsteeley.com/partners
• providerlegal.com

Most clinical directors don’t get to build their team from scratch — they inherit habits, frustrations, and unwritten rules. If you’re a new medical or dental director trying to “make it work” with a team you didn’t choose, this episode will help you lead with confidence.

Jill shares her proven 5-step approach to building trust quickly with inherited teams, even when they’re resistant, burnt out, or unsure about your leadership.

• Why new directors feel pressure to fix everything fast
• The #1 mistake most new leaders make
• How to run Jill’s 20-minute “get to know you” conversation
• Identifying your carriers, coasters, and question marks
• Why stabilizing the team must come before optimizing
• How one small “quick win” creates instant trust
• Setting expectations with compassion (and accountability)

• You can’t lead people you don’t yet know.
• Listening builds more credibility than early changes.
• Stabilize your team before you try to improve productivity.
• One small quick win can shift the entire culture.
• Compassion + clarity = effective leadership.

• Jill’s Leadership Academy Masterclasses
• New Clinical Director’s Survival Guide (January launch): jillsteeley.com
• Sponsor — RetroClaim

When Jill’s health center rebranded in 2015, brand recognition surged from 23% to 94% in just two years. They gained 1,000+ new patients annually and finally recruited providers after years of trying.

In this episode, Murray Steinman, CEO of Flying Horse Communication, explains why confused brands lose patients, how to repair reputations, and the signals that your brand is holding your mission back. If patient numbers are flat or your community doesn’t understand who you serve—this episode is your wake-up call.

• Why healthcare branding is more competitive than you think
• The “confusion problem” that pushes patients away
• The 4-step branding sequence that works
• How humor builds trust and likability
• Overcoming board and staff resistance
• How a strong brand improves recruitment
• Whether you can repair a damaged reputation
• Warning signs it’s time to rebrand

Founder & CEO of Flying Horse Communication, helping FQHCs like Riverstone Health, Purview Health, and Allian build the bridge from their current situation to their preferred future.

• Confusion = “no.”
• You already have a brand—just not always the one you want.
• Identity is destiny.
• Resistance to change is fear of leaving safe harbor.
• Strong brands attract; weak brands repel.

• Free Brand Checklist: jillsteeley.com/brand-checklist
• Flying Horse Communication: flyinghorseagency.com
• Sponsor — RetroClaim: jillsteeley.com/partners

Takeaways:

• In today's competitive healthcare landscape, branding is essential for attracting new patients and retaining existing ones.
• The rebranding process requires a deep understanding of organizational goals and the community's perception of the health center.
• Effective branding goes beyond aesthetics; it encompasses the total experience of how patients feel about the services received.
• Community health centers must convey a clear message about their services to dispel misconceptions and attract diverse populations.
• Investing in brand development is crucial for federally qualified health centers to differentiate themselves in a crowded market.
• Building relationships with media can significantly enhance a health center's visibility and community trust.

Is your recruitment problem… actually a culture problem?

In this solo episode, Jill Steeley shares the uncomfortable truth most clinical directors eventually discover: you cannot out-recruit a broken team environment.

If you’re constantly interviewing, raising salaries, offering bonuses, expanding your search radius—and STILL can’t fill (or keep) provider positions—this 15-minute episode will reframe everything.

• How broken team culture creates a never-ending recruitment loop
• Why great candidates can feel dysfunction—and quietly walk away
• How new hires absorb negative culture instead of fixing it
• Why recruitment fatigue keeps you from repairing the real issues

The three foundations of culture repair:

1. Clear, non-negotiable standards
2. Transparent communication rhythms
3. Fast, decisive action on toxic behavior

Jill also shares a powerful real-world example: an FQHC that went five years without recruiting a single doctor—until culture changed. Salaries stayed the same, schedules stayed the same… but retention and recruitment immediately improved.

This episode will help you understand:

• What’s actually driving your turnover
• Why it’s not your fault—but it is your responsibility
• How culture repair makes recruitment exponentially easier

Clinical Director’s Survival Guide — Launching January

A step-by-step guide for your first 90 days: assessing your team, setting standards, addressing toxic behavior, and building a culture where recruitment becomes easy.

Get notified: jillsteeley.com

You cannot out-recruit a broken environment. Fix the culture first—and everything else gets easier.

What if you could sit across the negotiation table from a commercial payer who's also been an FQHC CEO? In this revealing conversation, Jill Steeley interviews Justin Murgel, Senior VP of Provider Networks at Mountain Health Co-Op and former CEO of an FQHC. Justin shares insider knowledge about what payers are really looking for, the biggest mistakes health centers make, and exactly what data moves the needle in contract negotiations. If you've ever felt intimidated by payer negotiations or haven't renegotiated your rates in years, this episode is your roadmap.

Guest: Justin Murgel, Senior Vice President of Provider Networks and Health Innovation, Mountain Health Co-Op

Justin brings a unique dual perspective having spent:

• Nearly 1 year at Mountain Health Co-Op (Senior VP of Provider Networks and Health Innovation)
• Nearly 2 years as CEO of an FQHC in Helena, Montana
• 8 years with a private health insurance company as payer contract specialist (Montana and Idaho)
• 15 years doing behavioral health services as CEO of a mental health center

This combination of payer and provider experience makes him uniquely qualified to share what really works in payer negotiations.

Jill's discovery as Provider Network Director: When she joined a commercial payer, not a single FQHC in Montana had renegotiated their rates in probably 10 years. Most didn't even realize they could.

The problem: FQHCs feel intimidated by payer negotiations and don't understand their leverage points.

The opportunity: You have more power than you think. Payers need you.

What it is: CMS dictates what network adequacy looks like through "geo access pinging" (time and distance requirements)

What payers must demonstrate:

• How far members have to travel to essential community providers
• Access to primary care, family physicians, dental, behavioral health
• Access to specialists (dermatology, anesthesiology, chiropractic, etc.)
• Both time AND distance requirements

Why it matters for FQHCs: In rural areas, health centers are often the ONLY way payers can meet network adequacy requirements. That's leverage.

Annual process: Payers submit network adequacy reports to Department of Insurance, then to CMS. If they don't have adequacy, they must explain how they'll meet it (telehealth, other means).

Top 3 Things Payers Evaluate:

Network adequacy needs (Do they need you to meet CMS requirements?)

Access to care

• If it takes 6 months to get into larger system but health center can get them in within 2 weeks, that's valuable
• Captures wellness visits and risk scores (additional CMS funding)

Service array and enabling services

• Behavioral health and substance use treatment
• Ryan White programs (big focus in CMS audits)
• Case management and care coordination
• Clinical pharmacy services
• Team-based care approach

The key question payers ask: How can we build a more robust network with access to primary care and enabling services?

What sets health centers apart:

✓ Enabling services already embedded (case management, care coordination)

• Payers want to pay PMPMs so larger systems can hire someone to manage...