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By [http://ezinearticles.com/?expert=Skip_Freedman] Skip Freedman Its no secret that today that health plans and managed care organizations are putting tremendous amounts of money into proactively managing the small percentage of their subscriber populations who consume the majority of their health care resources. Case management utilization review, medical management and disease management are some of the generic terms that are used to describe this process. Independent review organizations act as a key support element in the health care decision making process. They help case managers, utilization review and utilization management nurses improve the health care delivery process so that critical care populations are getting properly attended to with the right treatments, each time, every time. Only independent review organizations can provide for this critical decision support to the managed care organization. Managed care organizations, utilization review and utilization management departments attempt to perform these functions internally without using the appropriate specialists with the latest training in active practice run the risk of not being able to distinguish between necessary and unnecessary treatments. Such decision making is the role of an IRO. Case managers outsource their medical claims decision making to independent review organizations for a simple reason: They dont have the medical expertise and specialist knowledge in all areas of care management to make effective medical decisions concerning care recommendation for some patients. By involving an independent review organization in their decision making, case managers are able to allocate health care resources quickly and cost effectively to the right people with a high degree of confidence that those resources and those treatments were assigned effectively based upon the standard of care, medical necessity and whats in the plan language. Case managers who use independent review organizations are able to improve their service to their clients and to their patients, assuring effective health care delivery. At the same time, IRO help streamline the decision making process and allow for treatments to happen earliersometimes with the added benefit of saving lives or improving patient outcomes. Case managers and utilization review managers who actively use IROs for this purpose often comment on how fast and easy it is to get quick determinations that improve medical outcomes for their active cases. Weve seen many examples of case managers using an IRO to speed up treatments and improve patient safety and reduce the cost over the patient care life cycle. Case managers and utilization review nurses who deploy IROs also find that its a much faster and easier way to make healthcare decisions compared to waiting on internal or allied doctors. Since independent review organizations are in the business of supporting fast and quality patient health care decisions, theyre able to make decisions faster, easier and at a lower cost compared to other processes. This is why case management, utilization review and other types of medical management firms are increasingly turning to IROs as a key resource in their healthcare decision making toolkit. About AllMed Healthcare Management Founded in 1995, AllMed is a URAC-accredited Independent Review Organization (IRO) serving insurance payers, providers, TPAs and claims managers nationwide. Reviews are conducted by board-certified physicians in active practice. AllMed’s growing customer base for its [http://www.allmedmd.com] independent medical review and hospital peer review services includes premier organizations, such as Educator’s Mutual Life, IMS Managed Care, Tenet Healthcare Corporation, HealthGuard, several Blue Cross Blue Shield organizations, TriWest Healthcare Alliance, Allianz and many other leading healthcare payers. Read the AllMed [http://www.allmedmd.com/blog/index.htm] Medical News Blog and the [http://www.allmedmd.com/skipblog/] Independent Review Organization Blog. Article Source: [http://ezinearticles.com/?expert=Skip_Freedman ] http://EzineArticles.com/?expert=Skip_Freedman [http://ezinearticles.com/?Medical-Case-Management-Best-Practices&id=233253 ] http://EzineArticles.com/?Medical-Case-Management-Best-Practices&id=233253 lorazepam overdose affects side effects of ambien drug ambien and children sonata vs ambien

By Ispas Marin A job fair represents a good opportunity for job seekers to meet with the job offers in persons, meaning with the employing companies representatives. If you are looking for a job, a job fair is an event you shouldnt miss. You will have the chance to interact personally with the employers and you will get a glimpse on the companies inside. You will also have the opportunity to meet a lot of employers in a short time and in the same place. And you may even get an interview right there if you are exactly what the employer is looking for. In order for you to best benefit from a job fair, here are some tips you should take into consideration. First of all, always do your homework before attending a job fair. Study the list of the companies participating to the job fair and select those you are interested in applying for a job. Keep in mind that you will have limited time at the job fair and you will not be able to meet all the employers. Therefore, make your own list of companies and do some research on them. Check their web sites; get familiar with their specific field of expertise. After putting together the list of target employers, prioritise them. Think of the information you will ask them and think of your job objectives. Adjust your resume to their requirements and make sure they fit the companys strategy (which you have previously studied on its web site!). Double check your resume for spelling or grammar errors and make sure it provides clear, easy to understand information. Make plenty of resume copies and add some extra just in case you will find some other interesting job offers at the job fair. Think of a short, concise speech about yourself, your working experience and your job objectives. Think of some questions you will ask the companies representatives about jobs or activity details in order to decide if a certain companys offer is what you are looking for. Always remember to dress up for the event. This doesnt mean you will need to wear an evening gown or a tuxedo. You will have to look serious and professional, so pay attention to your clothes as the employers will definitely pay attention to this aspect. And finally, think positive. You may not be the best prepared candidate for a certain job, but positive thinking and determination will help you overtake other job seekers. Keep in mind that employers are looking for professional, determined and committed persons, so be professional in your job hunting! Good luck! At http://www.asian-jobs.com we provide you with one central place to do all of your online recruiting to find bilingual/Spanish speaking individuals from all over the world. Article Source: http://EzineArticles.com/?expert=Ispas_Marin http://EzineArticles.com/?5-Tips-on-How-to-Deal-with-Jobs-Fairs&id=89677 ambien dose lethal order ambien online without a prescription ambien in pregnancy zolpidem ambien

By Terri Bennett Great tips to get your pre-pregnancy figure back! Post Pregnancy Weight is Part of the Pregnancy Cycle. In my opinion, post pregnancy weight is the hardest weight to lose. Weight control is a prevalent concern for many women after pregnancy. Incidentally, those who do gain weight over and above what is normal are the ones who struggle most with post-pregnancy weight loss, and fatigue. Are you anxious about losing that post pregnancy weight after having a baby? Most women experience a case of the “baby blues” after the birth of their child. There are ways though to gain back your pre-pregnancy figure. Other causes of weight gain during and after pregnancy is the strange sleep patterns strained on you by a newborn. It can disrupt your metabolism and make it difficult for you to lose your pregnancy weight. Gaining weight during pregnancy is inevitable; breasts are usually the first body parts that gain weight since there are many fatty cells in the tissue. So one great way to lose some of your pregnancy weight is to breastfeed! It pulls all of your abdominal muscles every time your baby suckles, as you well know the feeling. Its a fantastic way to tighten all those muscles. Diet and exercise will shed the post pregnancy weight. It can be controlled and reduced with an exercise program and healthy food choices. Through diet and exercise, it’s reasonable and healthy to lose about a pound a week, that said some women will lose their pregnancy weight in as little as six to twelve weeks. Usually, women usually lose most of the weight, but often a remaining ten pounds will refuse to budge. However, these tips will get you started to losing that mummy tummy: Stomach toning exercises. Sit-ups for example. You can watch your baby whilst doing these exercises. Enjoy a different routine of effective exercises. Such as yoga, Tai Chi etc. Consider joining a weight-loss program like Weight Watchers to keep the weight loss controlled. To ensure it doesnt creep back on. Breast feed- its the ideal way to sculpt those muscles back into shape! Remember; though to lose your weight safely. Exercise will help you regain muscle tone, lose weight and give you more energy. Terri-Leigh Bennett http://parenting-advise.info/pregnancy Article Source: http://EzineArticles.com/?expert=Terri_Bennett http://EzineArticles.com/?How-To-Lose-Pregnancy-Weight&id=412547 ambien from withdrawal how can i overdose on lorazepam 2mg ativan find best price on rx for 100 zolpidem in canada

By Jim Stroud It is sometimes a comedy of errors to observe the (sometimes) disconnect from reality between recruiters and well-meaning hiring managers. A recent article in VOIP Magazine discussed how a certain HR manager of a certain cable broadband provider contacted a certain expert for assistance in finding experienced IP communications people. It seems that this certain company had made a decision to deploy Voice over IP next year to round out a consumer package. What this certain HR manager wanted specifically, was a Director Of VoIP Operations. Since Director Of VoIP is a brand spanking-new position, involving a new technology, and a new service model for the company, whomever landed that gig would need an excellent understanding of emerging technologies and a crystal clear view of the impact that this service would have on this cable broadband provider’s business model. The writer of the article was not wholly optimistic of the HR manager’s success. Why? Long story short, there are not many people around that fit the job description the HR manager described. And this had me thinking. “Self,” I said to myself, “How would you go about recruiting Bigfoot candidates?” “Bigfoot candidates?” “Yes,” I continue to say to… ummm… myself. “Bigfoot candidates are those candidates that some people believe exist, but most folks accept them as general myth.” Bigfoot citings are not uncommon in HR, as they usually occur whenever new technologies become popular. Case in point, when the JAVA programming language was released in 1995 (or was it 1996?), it was not uncommon to see job postings for Java developers with 5 years (or more) experience. This was laughable on one level and frustrating in every other sense for both recruiters and hiring managers alike. How was a recruiter going to find the perfect candidate when (overall) they did not exist as the technology itself was barely a few months old? I ran into this when I was recruiting Executive and Technical personnel for startup companies in the 90’s. So what happenned back then? Well, some businesses changed their mind on how they chose to proceed on certain projects, delayed their initiatives (until the dotcom bubble burst), or dropped them alltogether. If I could go back in time, I would rattle off a list of what they could do (or I could have done) to find Bigfoot candidates skilled in Java or any other hot new emerging technology. Alas, I can not go back in time; but perhaps you dear reader can benefit from these finite pearls of wisdom. When you are asked to find a candidate with years of experience in a technology that is only a few months old, do one (or all) of the following: 1. Look for the best of the best in last year’s technology. Ask yourself this, “What technology out there is like (fill-in-the-blank) technology?” If (fill-in-the-blank) technology does the same thing as (last year’s technology), but faster, perhaps I can find a potential hire from someone who is really good with (last year’s technology) and potentially could take it to the next level? I should focus on those candidates that innovated (last year’s technology) and really stretched it in different ways. 2. Convince the business to add training time into its development cycle. Explain to your client that experts in (fill-in-the-blank) technology are in short supply and that it would be infinitely easier, more productive and cost effective to train the engineers already on the payroll in (fill-in-the-blank) technology and factor their training with the development cycle of the new product. 3. Consider the source Every technology, has a creator, so consider recruiting the people who invented the (fill-in-the-blank) technology (or buying the company they started). 4. Forget about Beta, go Alpha! Get a working prototype online ASAP and post it online for people to kick around. Pay close attention to those who give the best technical feedback and recruit them. 5. Use your Lego building blocks Look for technology that can perform a portion of what the (fill-in-the-blank) technology can do and then find another and then another. Imagine putting these technologies together (like a Lego set) as a means of competing against the (fill-in-the-blank) technology. Once you have all of the parts together, search the patents behind each piece of technology. Every artist signs his work, so find out who was good at making these pieces and then recruit them as well. 6. Spill the beans This is a risky play and worth it in the end, but I advise doing this ONLY with the full approval of the company (especially the tech department). Leak reports on what you are doing to the blogosphere and study the reactions. I speculate that you will find: A. People who will debunk it as heresay. B. Who will be impressed and speculate on the final product. C. People who will not be impressed and cite other companies who are doing similar things and doing it better (at least, in their opinion). You want to pay closest attention to “C.” Why? Elementary my dear Watson, they are providing you information on companies and/or technology that you might not have been aware of. This is intelligence you can use to find more potential hires. Its a sneaky play, but works VERY well if executed correctly. Ummm… At least, I have heard that it works well (wink). When confronted with a Bigfoot search, convince your customer of the time wasted in finding what does not exist (or is extremely rare at best) and steer them in the direction of training the developers they have in the latest technical fashion trend. Afterall, it is easier to build a “Bigfoot” than to waste time looking for one. Still, I am reminded of all those explorers who refuse to believe what is most likely true and pursue a mythical beast that has been seen (only) with a shaky camera. For those recruiters who service clients with similar folktale faith, you have my pity. About The Author Jim Stroud is a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant. Quite recently, Jim Stroud launched “Jim Stroud 2.0,” which is a blog where he rants about the recruiting industry, explains innovative sourcing strategies and whatever else comes to mind. Jim Stroud was nominated for a “Best Blog Award” by Recruiting.com in 2005. Visit Jim Stroud’s blog at: http://blogcharm.com/jimstroud Article Source: http://EzineArticles.com/?expert=Jim_Stroud http://EzineArticles.com/?Bigfoot-Recruiting:-How-to-Find-Talent-That-Does-Not-Exist!&id=141447 side effects ambien ambien er cheap ambien online ambien effects

By Dr. Gary S. Goodman Youve seen it happen countless times. Someone you know gets a big promotion at work, or scores a conspicuous success in the world, and youre left shaking your head. I cant believe hes making it! you might be telling yourself, because youre more talented, a harder worker, or youve simply always outdistanced your pal in the past. Why HIM? you ask the heavens. The answer simply may be that hes a better self-promoter than you are. A few years back I was part of an elite team that trained 18,000 senior Navy managers to be more effective at their jobs. One evening, our group was having dinner and relaxing in Cape Cod, and the most senior member held forth about consultants. Considering we all fit that description, he had a rapt audience. He said: Consultants are basically the same. The only thing that really determines whether one is more successful than the next, is marketing. I disagreed, silently. I felt I was vastly superior because of my credentials and depth of knowledge in certain fields, and I heard what he said and thought: Thats too simplistic! But Ive come to see the wisdom in his words. Marketing matters, a lot! There are zillions of consultants, chiropractors, dentists, accountants, and you name it. Why does one earn an exceptional living while the rest aggregate closer to the mean? Marketing. Professionals that hustle, keeping their names in front of clients and prospects, creating differentiation from the pack, are the ones who win the most business. Talent is trumped by persistence, by tireless self-promotion. And this fact applies to nearly every walk of life. Dr. Gary S. Goodman, President of Customersatisfaction.com, is a popular keynote speaker, management consultant, and seminar leader and the best-selling author of 12 books, including Reach Out & Sell Someone and Monitoring, Measuring & Managing Customer Service, and the audio program, The Law of Large Numbers: How To Make Success Inevitable, published by Nightingale-Conant. He is a frequent guest on radio and television, worldwide. A Ph.D. from USC’s Annenberg School, a Loyola lawyer, and an MBA from the Peter F. Drucker School at Claremont Graduate University, Gary offers programs through UCLA Extension and numerous universities, trade associations, and other organizations from Santa Monica to South Africa. He holds the rank of Shodan, 1st Degree Black Belt in Kenpo Karate. He is headquartered in Glendale, California, and he can be reached at (818) 243-7338 or at: gary@customersatisfaction.com.For information about coaching, consulting, training, books, videos and audios, please go to: http://www.customersatisfaction.com Article Source: http://EzineArticles.com/?expert=Dr._Gary_S._Goodman http://EzineArticles.com/?Professionals-Take-Note:-Marketing-Makes-All-The-Difference!&id=187242 ambien online ordering ativan wikipedia ambien sleep aid ambien fedex

By Jewel Goodwin If you are having a Halloween party this year, why not send each guest home with a photo of themselves in costume, in a hand-decorated frame? You will need: Strong cardboard Black tissue paper Halloween sequins Halloween ribbon, or orange ribbon Glue Sharp scissors or craft knife First, decide what size photo you will use. If you are going to use a Polaroid camera, you will need to cute the frames to fit a Polaroid. If you are using a 4 x 6 print, you will need to cut the frames to fit that. Whatever size photo you choose, cut the cardboard 2 inches bigger than the photo size. For a 4 x 6, you would cut 1 x 8 pieces. Now, cut the middle out of the cardboard inch smaller than the size of the photo. For a 4 x 6, you will cut an opening that is 3 by 5 . You should now have a cardboard frame with an opening in the middle that will fit your photo. Cover the frame with black tissue. Depending on how thin or thick the tissue is, you may need more than one layer. Hold the tissue over the cardboard and see if it is thick enough. If not, fold it over for the second layer, and glue it like that. If you have several of these black frames set out, along with glue, sequins and ribbon, you can let your guest decorate their own frames. Alternatively, you can decorate a frame for each guest and present it as a gift. Once you have the photo, you can glue it into the frame. You can create a back for the frame by adding a solid piece of cardboard inch smaller than the size of the frame, and gluing it on the back. Another idea is to add some sticky-backed magnets to the back of the frame, so it can stick to the fridge or the freezer. Alternatively, you could create a frame making kit and send it home with guest. Include a black frame in a baggie with some decorations and instructions on how to glue them on. Why not give these out to trick-or-treaters? Jewel Goodwin is a mother of two and an avid crafter. She loves to take tried and true methods and add an innovative twist to make her own unique crafts. Arts and Craft Tips Article Source: http://EzineArticles.com/?expert=Jewel_Goodwin http://EzineArticles.com/?Spooky-Halloween-Photo-Frames&id=326598 ambien patient assistance ambien high does ativan cause low blood pressure ambien 10mg 30 days 28at29 249900

By Ian Finlayson Ginkgo has been used in traditional medicine to treat circulatory disorders and enhance memory. Ginkgo Biloba is perhaps the most widely currently used herbal treatment aimed at augmenting cognitive functions–that is, improving memory, learning, alertness, mood and so on. Germany recently approved the extract for treating dementia. Modern studies have also demonstrated the significant effect that Ginkgo biloba has on the cardiovascular system, relaxing blood vessels, acting as a circulatory stimulant and anti-inflammatory. One of the most important active ingredients, ginkgolide, has been clinically shown to be just as effective as standard pharmaceutical drugs in treating irregular heart beats. Improving blood flow throughout the body, Ginkgo biloba can also reduce blood ’stickiness’, which lowers the risk of blood clots. Studies have showed that the Alzheimer’s patients who received ginkgo performed better on various cognitive tests than did patients who received a placebo. Improvements were evident in standardized tests measuring attention, short-term memory and reaction time; the average extent of improvement resulting from ginkgo treatment was 10 to 20 percent It was reported that ginkgo’s effect was comparable to that of the drug donepezil, which is currently the pharmaceutical drug of choice for the treatment of Alzheimer’s. In a study in France a small group of elderly people with mild, age-related memory impairment were given a fairly high dose of Ginkgo. An hour after the treatment, the subjects’ memories were tested by rapidly presenting short lists of words or drawings and then asking the patients to recall the lists immediately afterward. Their ability to recall the rapidly presented material increased significantly after ingestion of ginkgo. This finding raises the possibility that short-term, rather than long-term, biological actions provide the basis for ginkgo’s reported effects on cognition Ginkgo should only be taken under the guidance of a knowledgeable medical professional. Taken with anticoagulant or antiplatelet drugs, Ginkgo can increase the risk of bleeding. It is also possible that ginkgo might interact with certain psychiatric drugs and with certain drugs that affect blood sugar levels. Ian Finlayson is chief writer and Webmaster of The Herb Spiral a website dealing with medicinal and culinary herbs. His articles aim to provide a balanced insight into the known and traditional therapeutic properties of commonly used medicinal herbs. The Herb Spiral also provides current news comment and a variety of articles on each herb discussed. Additional information on Ginkgo Biloba can be found here Article Source: http://EzineArticles.com/?expert=Ian_Finlayson http://EzineArticles.com/?Ginkgo—An-Herb-For-The-Brain&id=479349 ambien breast feeding ambien and morphine hallucinations and ambien cheap ambien cr

By Mohit Puri The word Ayurveda is made up of two Sanskrit words ayur and veda meaning life’ and knowledge’ respectively. Taken together they mean the science of life’; in a more limited sense, the term is used to imply the science of medicine. Legend has it that Brahma, the Creator (a part of the Hindu holy trinity of gods) first perceived it and taught it to his sons, Daksha Prajapati. Subsequently, Lord Dhanwantri, the God of healing and the teacher of the medical sciences passed it on the prominent Hindu sages Atreya, Bharadvaja, Kashyapa, Sushruta, Parashara and Charaka. Sage Atreya’s disciple Agnivesha is said to have written the original Agnivesha Samhita around 1000 BC which has come down to us in the form of Charaka Samhita. This text is considered an authoritative pronouncement of Ayurvedic doctrine. The universe is made up of the pancha mahabhutas or five primary elements: Fire (Agni), Water (jala), Ether (akasha), Earth (prithvi) and Air (vayu). An individual similarly according to Vedic philosophy, is made up of five layers: the physical body which is the outer layer and four inner layers: the astral body, the psyche, the intellect and the layer at which complete bliss can be felt. Mohit Puri Article Source: http://EzineArticles.com/?expert=Mohit_Puri http://EzineArticles.com/?Ayurveda—The-Natural-Remedy&id=56005 discount phentermine without prescription order phentermine online cheap phentermine without a perscription top pharmacy phentermine

By Rick Lee I am currently working on a site to feature my own personal design separately from my work with Form Creative . Despite just feeling a little better when I have a current and fully developed portfolio ready to go, I am going to be targeting businesses that are frightened off by the perceived cost of hiring an agency. It is a bit of a strange phenomenon, actually, and one that stuck in my mind as a great example how creative alone can be such a powerful force in marketing in any medium. When we started Form Creative, our goal was to create a different kind of agency. A virtual agency that had embraced 21st century technology and leveraged it to bring together some really smart people at strategic thinking and tactical execution while skipping the big agency fees. This was in 2001 and at that time, that idea was not such a cliche’. We laid out our strategy and developed our materials, including our web site, to fulfill our strategy. In short order, we had grabbed some big business, at least in the context of our little agency. Not terribly long after that, the virtual model really caught on industry-wide and we found ourselves competing with a slew of other very talented people and our new business opportunities began to diminish. We retained the lion’s share of clients that we had acquired but it was becoming harder and harder to win new business. There are multiple reasons for this (as any entrepreneur will tell you) but one of the consistent messages we heard was: “We can’t afford to go with a big firm on this. We just don’t have the dough…” At first we were all a little taken aback. What were these people talking about? Did they not read our materials? We are practically the champions of little guy! Bringing agency quality thinking and execution without the huge agency fees!! Then we started to poll people. We started asking prospects their impressions of our materials. For the prospects that had passed us over in favor of another firm, the overwhelming and consistent response was: “Oh we didn’t even go through your Web site. We all sat around my computer and hit your home page and realized we couldn’t afford you” Certain people in our organization were elated at this, of course, as it’s a huge compliment to those who created the site. But we as the groups leadership, realized that we had missed our mark and that our own talents had outstripped our strategy. We had deployed the best graphic design we could to showcase our abilities in an attempt to illustrate that we were indeed as good as the larger agencies and in doing so, positioned the perception of our little slice of the web squarely in the big agency space. And we did it all with the creative - both the design and the copy. Won a few awards for it too, but had to redo it. The design was too slick. The copy overladen with industry catch phrases that made perfect sense to us, but scared off our prospective clients. The Lesson for Creatives Think hard about target audience and what message is being broadcast and how that message needs to be perceived . Apply the correct creative solution to the strategy. Favor ‘problem solving’ over ‘award winning’ and both may occur. Could I design and develop a site that is fully Flash enabled with all of the slick animations and visually dynamic interface elements? Sure. But what problem does that solve? What is the perception that such a site would impart on the consumers of my material? It would certainly help me catch the eye of the designers and art directors that I am competing against but is it going to leave the targeted audience with the same impression? In 95% of the cases it is going to alienate them and distract them from why they sought me out in the first place - to solve their business problem. The Lesson for Marketers Great design is not measured by aesthetic value alone. It is measured by its ability to communicate a message using tactics that appeal to an aesthetic. When hiring a creative professional, be it a freelancer or mega agency, evaluate their commitment to purpose first, only then their tactical execution skills. Insist that they take the time to understand and work to fulfill your strategy. Don’t let them go off on creative tangents that do not solve your business problem or worse, leave your prospects with an erroneous perception of your business. Work perception into your strategy and stick to the strategic focus that you know is right for your business. Article Source: http://EzineArticles.com/?expert=Rick_Lee http://EzineArticles.com/?A-Spotlight-on-Perception&id=157991 buy phentermine com buy phentermine overnight cheap phentermine cod phentermine 30 mg no prescription

By Glory Borgeson In a job interview, is it ever all right to ask the interviewer why the person previously in the position is no longer there? I recently heard on the radio that a friend of mine resigned her position as president of one of the largest women’s organizations in the U.S, citing “irreconcilable differences.”When I heard the news, my thoughts went immediately to the day when she told me she accepted the position. A few years ago, we were at the health club where we both worked out. She told me she accepted the position and that she would be moving to Washington D.C. shortly. Since I was familiar with the organization since the early 1980’s, I knew that the original president had only stepped aside less than a year before, and another president was named at that time. I thought to myself that the new president’s departure seemed so soon. After congratulating her, I asked, “Do you know why the previous president left the organization?” She replied, “Jane Doe?” (Right…not her real name!) I said, “Yes.” She said, “No, I don’t.” It was then that my intuition clicked into high gear. Still, because she had already accepted the position,I backed off from questioning her further. However, my thoughts were something like this: Did the previous president leave because the responsibilities of the position, combined with her personal responsibilities, were too much? Did her husband’s employer transfer his job to another part of the country? Or did Jane Doe leave the position because she and the board of directors could not work something out between them? I also remember thinking that, if I was offered that position, I would want to ask each of my interviewers, in person, why the previous president left. First, I would want to see his or her facial expression and body language while answering the question. Second, I would want to “file in my mind” their answers and ponder their responses for a few days. My hunch was that the previous president left because of a serious problem or issue that could not be worked out. Since the timing of my friend’s departure from the organization was during an election year, which is critical for this organization, I knew that she didn’t resign lightly. This organi-zation has an executive director position, and that person runs the day-to-day business of the organization. The president is the chief spokesperson, tapes a daily radio show, and appears on the organization’s behalf on television shows such as CNN’s Crossfire. So, does she regret taking the position at all? The jury is still out on that one, since I have not had the chance to talk with her as of this writing. A reader of The Business Express took a new position several months ago. She was a candidate for the same position about a year before, but wasn’t given an offer at the time. When they made the offer to her almost a year later, she accepted, but with reservations. After working at the new job for just a few weeks, she found out why they could not keep people in the position. Her position is “lended out” to projects within the company. While her boss was fine, a particular project manager was not fine. This project manager crossed trust boundaries time and time again. My friend started to speak up about the situation to her boss, and I encouraged her to keep doing so. Finally, they gave her a new project. Sometimes, the position you interview for is a new “growth” position and you would not be replacing someone who left. In these interview situations, you just have to go with your gut. About 10 years ago, I interviewed for a new “growth” position in a competing company. During the interview, there was just something about the manager that I didn’t like. (Let’s call him John Smith.) I recall that, instead of answering questions I asked, John answered questions I didn’t ask. There was also something hidden about him that I couldn’t put my finger on at the time. Well, the job involved more travel than I wanted, so during the drive back to my office, I decided that I didn’t want the job. When I got back to the office, I saw one of my co-workers who liked to travel, and I mentioned that he might really like this job at the competing company. He replied, “I don’t think so. That would mean working for John Smith, and he’s a @$%#!” I said, “Oh. You know John Smith?” He said, “Yeah. I worked with him at another company. I don’t want to work with him again.” Score another point for intuition. Getting back to my original question, is it all right to ask your interviewer why the person previously in the position left the company? Yes. It is. Please do it. It’s your life, for crying out loud! As the interviewer answers your question, if he or she squirms, gets beads of sweat on the forehead, or cannot look you in the eyes, take some time to assess if you really want the position. Go with your gut. 2006 Borgeson Consulting, Inc. Glory Borgeson is a business coach and consultant, and the president of Borgeson Consulting, Inc. She specializes in working with executives in the”honeymoon phase” of a new position (typically the first two years) to coach them to success. Glory is the newly appointed executive’s Secret Weapon!. Top athletes have a coach; why not you? Click here for Borgeson Consulting, Inc. This article was originally published in The Business Express, Borgeson’sfree monthly ezine. You may subscribe by clicking here:Ezine. 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