Trillium Insights

Thoughts and Insights from Trillium's Practice Leaders

HIPAA Compliance is way bigger than IT

HIPAA Compliance is way bigger than IT

We recently completed another Security Assessment and remediation plan development for a client that maintains HIPAA data.  In this instance, the organization’s maturity was relatively low in areas of data access rights and controls around data access.  For this client, there was an Information Access and Controls policy that had been developed, but the procedures for how the policy was to be implemented were incomplete, and there were no controls in place to prove that the policy was being adhered to.    

When we presented our findings to the leadership team, the presentation turned into a productive conversation.  It became clear to HR that they had a key role in maintaining HIPAA compliance by needing to notify IT when a person had been terminated to ensure that their systems access was revoked.  They realized that not notifying IT about the termination was putting the company at risk.  The leadership team then talked openly for the next 10 minutes about ways to notify IT about the termination.  After talking through that example, we walked through the remaining remediation plan for the other areas of focus and it was clear that the leadership team “Got It”.   Different members of the leadership team took on the areas of the remediation plan that affected their organization.  When we met a few days later, we were quickly able to finalize and prioritize a remediation plan that had full buy-in by the leadership team.

5 Signs of a Strong Leader

5 Signs of a Strong Leader

I read several articles over the holiday weekend about the traits of an effective leader.  It is a topic that I am passionate about, so I want to share some of what I read and what I took away from the articles.  

1. They build trust.

Strong leaders know that trust is essential to building a strong team and fostering growth. A leader who fosters an environment of honesty enables an organization to talk openly.  It also builds a culture of knowing that the organization will support them.

2. They give their team rewards and recognition.

This can be done on a regular basis by providing verbal acknowledgements and praise or small tokens of appreciation for the work that their team has done.  People remember those special moments.


3. They champion people development.

Strong leaders know that the key to building a great organization is to help their team grow.  Organizations are now realizing that it is better to help a team member hone a strength instead of developing a weakness. 
 

4. They give their people space.

Strong leaders give their people a chance to recharge by taking a break, taking a walk or listening to music.  Overworking employees causes burn out and demotivates their sense of belonging.
 

5. They have a positive attitude.

Strong leaders keep their teams motivated towards continued success by keeping their energy levels up. Whether that means providing snacks, coffee, or even relationship advice, remember that everyone on your team wants to  enjoy their work.  This is much easier in a positive work environment.

Finding Human Capital Data

Finding Human Capital Data

Unlike the skills needed in finding the answers to trivia questions, when it comes to finding and identifying qualified and talented people based on their resumes and social media profiles and updates, the information is often incomplete, and in many cases, critical bits of identifying data are simply not present. For example, how do you find someone with "Spring MVC" experience when many people don’t mention it on their resume, nor on LinkedIn, Twitter, blogs, etc.?

There is an entire world of Human Capital Data in LinkedIn – direct keyword, title, and even concept/relational search methods, used by humans or algorithms, that can only retrieve results based on existing text. Quite simply – if the text isn’t there to be retrieved or analyzed, a semantic search/NLP algorithm can’t do anything with it. There is much more to high-level sourcing than keyword and title search/match. Good recruiters really do “read between the lines” of both the job description and requirements as well as the human capital data they are searching for and analyzing.


There have been semantic solutions on the market for quite some time that can do keyword, title and concept matching reasonably well (as well as some that claim to, but don’t). The issue with those solutions that no one seems to (or wants to) realize is that they have limitations – they find some matches, exclude some, and bury others. The real question is who, how, and why are some matches found and ranked highly, while others are excluded, and others ranked lowly but actually represent the best talent?

Likability Matters More

Likability Matters More

I was debriefing with a client recently to understand their thought process for choosing a Project Manager to lead one of their strategic initiatives, and my takeaway was a reminder that "People do business with people they like".

The consultant we presented for the role was imminently qualified.  She has managed over two dozen implementations like the one our client was looking to have managed.  Our consultant has all of the skills and competence to enable our client to address the time sensitive implementation.  During the client interview, our consultant identified risk areas and missing artifacts in the current project and how she could get the project back on track, which emphasized her skills and abilities to do the role.

In my debrief, the client acknowledged that our consultant had better skills and had more experience than the consultant that they ultimately chose, but they felt that the other candidate had a “can do” attitude and focused on how to achieve success.  Relying on your skills will only get you so far.  Culture and likability are key to closing your next opportunity.