Send us Fan Mail

👉 Free RECOVER Diagnostic: eligibility.natrevmd.com/recover-diagnostic 

The exact framework we use when we walk into a new practice. Takes five minutes. Results are immediate. 

Missed Part 1? EP196: https://podcasts.apple.com/us/podcast/196-%24112-000-buried-by-a-billing-manager-who-was/id1624182351?i=1000777197553

──────────────── 

A billing manager with seven years of experience and a certified coding credential took a job at an independent practice doing $300,000 a month. Six months later she was gone. The practice was $40,000 short. Not because she lacked skills. Because the moment she hit a problem she had not seen before, she buried it for three months rather than admit she did not know what she was doing. 

The credentials were real. The mindset was wrong. 

This is the close of the two-episode arc we opened in EP196. Part 1 was about the culture cost: culture is a revenue decision. Part 2 tells you which decision. The mindset you hire is the culture you build. 

What Microsoft Actually Proves.  In 2014, Satya Nadella inherited 220,000 people operating under stack ranking, a performance system that rewarded knowing things and punished not knowing. The result was a workforce where the safest strategy was ensuring someone else failed before you did. Nadella named the framework he wanted to replace it with in four words: from know-it-all to learn-it-all. He did not fire 220,000 people. He changed what he selected for, what he rewarded, and what he modeled. 

Hiring for Mindset Over Credentials.  Skills can be developed in six months. Mindset takes years. Three interview questions do most of the work: tell me about a time you were wrong at work; what have you learned in the last six months that changed how you do your job; walk me through a denial pattern you found that the practice had not noticed yet. 

High Performance vs High Potential.  These are not the same thing. A high performer executes the current job excellently. A high-potential employee also demonstrates the capacity for significantly more complex responsibility in the future. Four signals: learning agility, emotional intelligence, proactive problem-solving, influence without authority. The HiPo you do not recognize and develop will leave, and it will look like a resignation instead of the talent management failure it actually is. 

Graduating Responsibilities.  As individuals develop, their role in the practice must change with it. The billing coordinator builds mastery. The senior coordinator builds ownership. The billing manager builds strategy. The graduation must be structured explicitly, or the promoted employee does two jobs for one salary and burns out. 

Role Level Focus Reference 

Billing Coordinator 

Primary focus: Queue execution, denial processing, eligibility verification

Stop doing as they advance: Nothing yet, this is the mastery phase 

Senior Coordinator / Lead 

Primary focus: Process ownership, protocol updates, training new staff 

Stop doing: Working claims the coordinator can handle 

Billing Manager 

Primary focus: Denial trend analysis, weekly reviews, reporting to leadership 

Stop doing: Queue work, individual claim decisions 

Director of Operations 

Primary focus: Revenue cycle strategy, vendor oversight, cross-site performance 

Stop doing: Managing individual billing staff daily tasks 

Three Actions This Week 

• Change one interview question. Replace one credential-verification question with: tell me about a time you were wrong at work and how you found out. 

• Name your one high-potential employee. Schedule 15 minutes with her this week and ask: what part of your work do you find yourself most drawn to. 

• Map one responsibility graduation. Identify one task a higher-level person is doing that a lower-level person should be. Write down the task, the person, and the transition date. 

Episode breakdown 

00:00 — The $40,000 hire with the perfect resume 

02:30 — What Microsoft actually proved 

06:00 — The four-word framework 

09:15 — Hiring for mindset over credentials 

13:40 — The three interview questions 

17:00 — High performance vs high potential 

21:00 — The four signals of high potential 

25:00 — Graduating responsibilities 

28:00 — Three actions this week 

30:00 — Free resource + close 

👉 RECOVER Diagnostic (free, 5 minutes) 

eligibility.natrevmd.com/recover-diagnostic 

Website: natrevmd.com 

Trusted Resources: natrevmd.com/trusted-resources/ 

Referenced in episode: 

Hit Refresh by Satya Nadella 

Mindset: The New Psychology of Success by Carol Dweck