Change is coming to your clinic… and your nervous system knows it. Improved software, more visibility, “efficiency initiatives” – no wonder everyone’s on edge. This blog pulls back the curtain on what’s really driving that anxiety and gives you plainspoken, practical ways to handle it. Whether you’re frontline staff, a manager stuck in the middle, or a leader who can’t share every detail, you’ll get specific scripts, mindsets, and moves to lower the stress and increase real cooperation. 

You think leadership is about being respected… until it costs you sleep, friendships, and your “nice boss” reputation. This week I talk about the brutal, unfiltered price tag of leading a small O&P practice: making decisions that hurt people you care about, being quietly resented for doing what’s best, and biting your tongue when rumors swirl. If you’ve ever wondered, “Is it just me, or is this supposed to feel this hard?”—you’re exactly who this was written for. 

Medicare just slammed the brakes on new DMEPOS enrollments—and honest O&P providers are suddenly guilty until proven otherwise. Are your notes strong enough to save you in an audit, or do they look like they were written by a robot after the fact? Discover why documentation could quietly prove or destroy your credibility, how CMS is using timestamps and metadata against sloppy suppliers, and what smart practices are doing right now to stay off the revocation list. 

I went to the Academy meeting expecting the usual sessions and handshakes—but what happened this week left me genuinely inspired. Barriers that once divided pedorthics and O&P melted away, replaced by collaboration, generosity, and a powerful sense of purpose. A six-figure donation, a lifetime achievement award, and a room full of people who care deeply about this profession reminded me: our future doesn’t just happen—it’s built by those who show up, speak up, and dare to make things better.

If your team looks “fine” on paper but feels fried, this one is for you. You don’t need a new system; you need a new way of leading through the one you already have. In Part 2 of my “Truth in Action” series, I want to show you how to build a practice where results and relationships actually feed each other—through the way you design work, run meetings, and manage pressure. Three small leadership experiments could reset the entire nervous system of your organization. 

You say you value people, but does your leadership behavior agree—or are you quietly sacrificing relationships on the altar of results? In O&P care, it shows up in rushed huddles, drive by decisions, and workflows that treat people like widgets. The cost is higher than you think: burnout, turnover, and flatlined performance. In this blog, I want to look at why the real sweet spot is results and relationships—and how three simple engagement modes might be making or breaking your practice. ​

In today’s post‑truth world, your brain is being hacked—and you probably don’t even notice it. Patients arrive with “Google truths,” staff repeat hallway narratives, AI floods your feeds, and suddenly your leadership decisions feel shakier than ever. This week’s blog unpacks a quiet superpower that cuts through the noise: discernment. Discover how your worldview, your emotions, and your habits are shaping what you treat as “true” —and what to do about it. 

In today’s post‑truth world, your brain is being hacked—and you probably don’t even notice it. Patients arrive with “Google truths,” staff repeat hallway narratives, AI floods your feeds, and suddenly your leadership decisions feel shakier than ever. This week’s blog unpacks a quiet superpower that cuts through the noise: discernment. Discover how your worldview, your emotions, and your habits are shaping what you treat as “true” —and what to do about it. 

In today’s post-truth world, your “facts” don’t automatically earn respect, loyalty or action. Your carefully crafted strategy can still die in the hallway gossip. This article breaks down why messages fall flat, how trust has quietly become your most valuable leadership asset, and three specific shifts leaders must make to turn skeptics into committed, aligned stakeholders who actually follow through. 

If you’re like most people, your 2026 resolutions are already on life support. You don’t need more willpower, a new planner, or a perfect streak—you need a better comeback strategy. In my first blog of the year, I’m sharing why “never missing a day” is overrated, how to bounce back after real-world chaos, and simple ways to change your attitude and workflows without burning out. Ready to make this the year your habits actually stick? 

Belonging. Presence. Truth told kindly. As the year winds down, a simple encounter on a recent trip stopped me in my tracks and re-centered how I think about human connection at work. It reminded me that four short phrases can radically change the way we show up for patients, families, colleagues—and even ourselves. In this piece, you’re invited to slow down, reflect, and choose one small shift that could transform your everyday interactions in the new year. 

In O&P care, the science gets you to “good”—but it’s the art that makes you unforgettable. Last week, I was slacking off…I went to Napa with my sister.  That trip inspired this blog.  While visiting a Napa winery that turns the same grape varietal from the same vineyard into very different wines, It made me think.  This blog explores how small, intentional nuances can elevate both patient care and staff development. Rather than “blending” people into protocols and roles, you’ll be challenged to notice and cultivate the unique strengths in each person you serve, moving everyday work closer to truly exceptional. 

This week we’re discussing how aligning your people, processes, and tools with strategically crafted mission, vision, and values statements can transform your business. Learn why cultural fit is crucial and how to create a unified, purpose-driven organization that thrives. Take your company from good to great! 

If you have been reading my blogs for a while, you know that I cite John Spence from time to time. He is clear and emphatic about the problem of ambiguity in organizations and leadership. His central message is: "Ambiguity breeds mediocrity." He asserts that when roles, goals, or expectations are unclear, organizations experience confusion, accountability drops, and results suffer. But I wonder…can our desire for clarity distort the best and create unnecessary structure? ​

This week I got a letter from a customer that inspired this blog.  It reminded me that behind every successful O&P practice is a community of innovators who challenge, question, and push the limits—and many of them use OPIE Software to do it. From startup clinics to multigenerational practices, these professionals aren’t just users; they’re builders of something bigger. Fueled by purpose and powered by data, OPIE users are leading a movement toward smarter, more efficient, and truly patient-centered care. Meet the incredible people transforming O&P from the inside out—and discover what makes OPIE so much more than software. 

Think you're ready for 2026? Think again. Discover the insider event that’s rewriting the rules for OPIE practices—one hands-on session at a time! The OPIE Summit in Jacksonville (Nov 13–15) is your ticket to mastering digital-first workflows, tackling billing chaos, and boosting your clinic’s bottom line. Why just adapt when you can lead? Secure your spot, transform your team—and leave your competitors scrambling to catch up. Read about it here. 

What if the toughest person to lead… is you? In a profession where burnout and bureaucracy threaten to dull your purpose, the real breakthrough isn’t mastering others—it’s mastering yourself. Discover The Three Agreements that separate managers from game-changing leaders and why your growth, not your workload, might be the key to transforming your team culture. Healthcare leadership just got personal—and the results might surprise you. Read the full story: Becoming a Better Leader. 

If you’ve ever rolled your eyes at a compliance email or sighed when your admin manager flagged “one more issue,” this one’s for you. The people you call nitpickers and naysayers? They might just be the reason your practice survives its next crisis. In the fast-paced world of healthcare, especially in O&P, it’s easy to see caution as a slowdown. But what if those quiet voices of resistance are your greatest advantage? Here’s why your “slower” people might be the smartest investment you’ll ever make. 

Can you believe it?  Here we are entering the 4^th quarter. Every role in your practice has evolved in ways you may not have fully recognized—and mismatched talents can cost you momentum heading into 2026. The fix isn’t firing people—it’s understanding the core functions, skills, and aptitudes every role needs to thrive. From strategic workflows to tech-savvy problem-solving, uncover how to identify the right fit for each role so your team isn’t running upside-down and backwards (metaphorically speaking!). 

Last week I hit on the importance of your referral sources.  I fully understand the frustration of being relegated, by Medicare law, to the role of “Supplier,” in spite of holding advanced education and deep clinical expertise that often exceeds that of the prescriber.  I also understand that this can lead to resentment or even a feeling that the regulations absolve you of responsibility.  From both a moral and a legal perspective, those feelings can be disastrous.  I want to consider a strategy that may help you champion collaboration that honors both the letter and the spirit of federal regulations, all while promoting optimal patient outcomes.