Experts Matter. Find Yours.

How to create an engaging online presence for your experts at scale.

Tasked with creating or expanding how you promote your organization's experts? Delivering an engaging online presence is vital, yet scaling from a handful of experts to hundreds takes planning. While interesting content, modern layouts, and intuitive navigation are essential, the real test lies in managing and presenting the extensive knowledge each expert brings. What works for a few can become a complex, time-consuming, and costly endeavor as you attempt to scale to dozens or hundreds of experts and their content, leading to an underwhelming user experience and missed opportunities. These challenges are magnified as small marketing and digital teams face greater demands such as: How do I create and maintain up-to-date content for all my experts? How can I efficiently roll out this content across my website, beyond just the About Us/Team or Newsroom sections? How can I best facilitate audience interaction with my content, leading to valuable opportunities for both my experts and my organization? And perhaps most importantly… How can I minimize the use of marketing and digital resources, as well as costs, in building and maintaining all this content? Addressing these challenges requires a plan. The following highlights 4 areas to focus on when scaling your expert content to ensure an engaging user experience for your audience. 1. Create versatile content that’s engaging, timely, and relevant. The foundational importance of the quality and versatility of your expert content in designing an optimal user experience cannot be overstated. According to a recent report from the Content Marketing Institute, the majority 52% of B2B marketers plan to increase their marketing spend in 2025 on “thought leadership content”. This underscores the necessity of making relevant, high-quality expert content the backbone of delivering engaging and intuitive interactions with your visitors. Without this focus on content, it doesn’t matter how visually appealing your layouts are or how well structured your navigation, it won’t meet the needs of your audience. Expertly crafted content builds trust and credibility, as users perceive well-organized, comprehensive and authoritative information as a sign of a reputable organization with interesting and credible experts. "Content precedes design. Design in the absence of content is not design, it’s decoration". Jeffrey Zeldman - Renowned designer, author & speaker on web design. Ultimately, the integration of high-quality, versatile content into UX design is essential for creating meaningful and effective digital experiences that meet and exceed your visitor’s expectations. Keys to Scaling Share the Workload: Make content creation and management easier by using a purpose-built system that streamlines content creation and updates, vs custom designed page or need to provide access to the core CMS. Ensure the system allows multiple team members, including the experts themselves, to easily access and manage their content, making the process quick and efficient. Repurpose Existing Content Assets: According to the Content Marketing Institute, the failure to utilize pre-existing content is significant challenge (37%) impacting marketers' ability to scale. Leverage existing content assets, such as blog copy & imagery, and previously created videos, to enhance your expert content. This approach allows you to enrich your content without the need for expensive production, making the most of the resources you already have. Leverage Your Content Elements Together or Individually: Each content element should enable visitors to explore deeper insights from experts. Linking profiles to embedded videos and insightful posts or showcasing other experts within your organization can offer new and diverse perspectives. This approach enhances user engagement and provides a richer, more interactive experience. 2. Start with a home base, then grow your footprint. Creating a home base for your expert content, such as an "Expert Center" or "Speakers Bureau," within your website's newsroom or media section, or enhancing your "About Us" pages, can significantly elevate your organization's profile and improve user experience. This hub could also be tailored to highlight specific areas like "Research Expertise," depending on your primary audience—be it media, event organizers, or prospective clients. Establishing this destination for your expertise using a flexible integration option, not only provides a focal point for your owned content but also lays the groundwork for expanding your reach across your website. By categorizing and featuring your expert content strategically, you can engage a broader audience across various sections of your site. "Your website’s content should act as a doorway. Land new visitors with compelling stories, then expand their engagement by guiding them to explore more relevant content tailored to their interests."  Ann Handley, Chief Content Officer, MarketingProfs Keys to Scaling Establish & State Clear Objectives - Ensure you prominently state the goals of your initiative—whether it’s combating fake news, serving the community, or showcasing your organization's breadth of expertise. Clearly outline the types of inquiries you’re seeking to attract. This transparency not only sets expectations but also aligns visitors with your mission, fostering trust and engagement. Invest in Fresh Content - To keep your expert content hub dynamic and engaging, continually invest in new content. Regularly feature new experts and insights to encourage visitors to bookmark and frequently visit your site. Implementing a centralized, multi-access platform for content updates will streamline this process, making it scalable and sustainable. Link to Related Content - Utilize your expert content hub as a gateway to other areas of your website. Create links to related content, such as research initiatives, to help visitors explore and engage with your broader expertise. This not only enhances the user experience but also maximizes the value and reach of your content across your site. 3. Always be thinking about Discoverability Creating expert content—from compelling profiles to thought leadership—is only valuable if it’s easy to find. If visitors can’t quickly locate the expertise they need, frustration sets in and user experience suffers. To make expert content truly effective, it must be optimized for search engines, clearly organized, and internally linked. This is especially important for audiences like media, event organizers, and potential clients who rely on quick access to credible information. Prominently featuring and properly tagging expert content boosts visibility, builds authority, and drives meaningful engagement. Keys to Scaling Homepage/Top-Level Navigation: Don’t rely solely on a menu option or link buried in a subsection like your Newsroom. Featuring menu items, graphics, and other call-outs on your homepage and main section pages will increase interaction and inquiries. Leverage Distribution Networks: Drive traffic to your expert content by promoting your experts and their insights on platforms like LinkedIn, Twitter, and expert-specific search engines like expertfile.com or mobile expert directory apps. Add Free-Form Google-Like Search: Provide visitors with a free-form search experience that encompasses all elements of your expert content, rather than just a series of tags, titles, and names. Ensure All Metadata is Available: Let Google do the heavy lifting by ensuring you have properly structured metadata and schema data for each piece of expert content. While most digital teams remember standard title and description metadata, powerful schema data that helps Google understand the context and authority of the content is often overlooked. Add Links to Common Recurring Communications: Leverage all your communication channels, including adding links to your About Us section in press releases and individual experts’ email footers. 4. Plan for your Success It is important to plan for the success of your Expertise Marketing program. A successful program will not only deliver valuable opportunities, helping drive reputation and revenue, but can also place increased demands on your marketing and digital teams, as well as your experts themselves. Your success will likely inspire interest from other experts or departments for inclusion in your program, necessitating tools and defined processes for efficient onboarding of new experts and integrations across your website. Equally important is managing the influx of inquiries from key audiences such as the media, event organizers, and prospective clients in a way that provides a seamless user experience and encourages repeat engagement. Addressing these challenges with a strategic approach will lay a solid foundation for a robust and scalable expertise marketing initiative. Keys to Scaling Inquiry Workflow: Putting a general email or phone # as a contact does not scale. Implementing an efficient inquiry workflow is essential for the success of your expertise marketing. This process starts by ensuring that inquiries from key audiences—such as media, event organizers, and potential clients—are promptly and accurately directed to the appropriate experts within your organization. An automated system can streamline this process by categorizing inquiries based on specific topics and routing them to the relevant experts, even filtering out unnecessary or harmful inquiries. This approach not only saves time but also ensures swift and professional responses, enhancing your organization's reputation and effectiveness. Capture and Act on Analytics: Continually monitoring your analytics is crucial for refining your content strategy. By analyzing which types of content and which experts resonate most with your audience, you can better plan future content creation and decide who to feature prominently. This data-driven approach allows you to tailor your expertise marketing efforts more effectively, ensuring that you consistently engage your audience and meet their needs. Share Your Success - By sharing your experts' achievements both within and outside your organization, you create a culture of recognition and aspiration. This not only encourages additional departments and experts to join your program but also enhances the overall value of your expert center. Expanding your program to include more experts and additional expert content transforms your website into a valuable destination for key audiences such as media, event organizers, and potential clients. Effective dissemination of success stories amplifies your reach, reinforces your organization’s credibility, and drives sustained engagement and growth. Successfully scaling your Expertise Marketing program while maintaining an optimal user experience presents unique challenges. It requires producing versatile, high-quality content that is consistently engaging and relevant. Establishing a centralized home base for this content, such as an "Expert Center," helps streamline navigation and enhance user interaction. Improving discoverability through effective SEO and internal linking ensures that your expert content is easily accessible to key audiences like media and event organizers. Finally, meticulous planning for content updates and inquiry workflows is essential to manage resources efficiently and sustain growth. By addressing these areas strategically, you can build a robust and scalable Expertise Marketing initiative that drives engagement and reinforces your organization's reputation. About ExpertFile ExpertFile is changing the way organizations tap into the power of their experts to drive valuable inquiries, accelerate revenue growth, and enhance their brand reputation. Used by leading corporate, higher education and healthcare clients worldwide, our award-winning platform helps teams structure, manage and promote their expert content while our search engine features experts on over 50,000+ topics. Download our "Guide to Expertise Marketing", book a demo and more here.

ChristianaCare Hospitals Earn Top Patient Safety Rating From Leapfrog Group

ChristianaCare’s Christiana Hospital, Union Hospital and Wilmington Hospital have each received an ‘A’ grade in the Spring 2025 Leapfrog Hospital Safety Grade, a national distinction that recognizes ChristianaCare’s achievements in protecting patients from harm and providing safe health care. “At ChristianaCare, patient safety is our highest priority and an essential part of our mission of service to the community,” said Kert Anzilotti, M.D., MBA, system chief medical officer and president of the Medical Group of ChristianaCare. “We are incredibly proud of this achievement. “This ‘A’ grade is not just a letter; it’s a testament to the hard work and passion of our caregivers, who strive every day to ensure our patients receive the highest quality care and feel safe throughout their journey with us.” The Leapfrog Group assigns an ‘A,’ ‘B,’ ‘C,’ ‘D’ or ‘F’ grade to hospitals across the country based on over 30 performance measures reflecting the prevention of errors, accidents, injuries and infections. This Leapfrog recognition comes on the heels of multiple other recent quality and safety awards that ChristianaCare has received, including: • ChristianaCare was recognized as one of the best hospitals in the nation by Money in its 2025 hospital rankings, making it the only hospital in Delaware to achieve this distinction. • ChristianaCare is ranked by Newsweek among the World’s Best Hospitals and rated by U.S. News & World Report as the No. 1 hospital in Delaware. • ChristianaCare earned the Beacon Award for Excellence from the American Association of Critical-Care Nurses (AACN) for three of its intensive care units: the Medical Intensive Care Unit (MICU), the Surgical Critical Care Complex (SCCC), and the Transitional Surgical Unit (TSU) at Christiana Hospital in Newark, Delaware. • ChristianaCare is the only four-time Magnet-designated health care organization in Delaware, recognized for continued dedication to excellence and innovation, high-quality patient care and experience, nurse engagement and work culture.

Virtual reality training tool helps nurses learn patient-centered care

University of Delaware computer science students have developed a digital interface as a two-way system that can help nurse trainees build their communication skills and learn to provide patient-centered care across a variety of situations. This virtual reality training tool would enable users to rehearse their bedside manner with expectant mothers before ever encountering a pregnant patient in person. The digital platform was created by students in Assistant Professor Leila Barmaki’s Human-Computer Interaction Laboratory, including senior Rana Tuncer, a computer science major, and sophomore Gael Lucero-Palacios. Lucero-Palacios said the training helps aspiring nurses practice more difficult and sensitive conversations they might have with patients. "Our tool is targeted to midwifery patients,” Lucero-Palacios said. “Learners can practice these conversations in a safe environment. It’s multilingual, too. We currently offer English or Turkish, and we’re working on a Spanish demo.” This type of judgement-free rehearsal environment has the potential to remove language barriers to care, with the ability to change the language capabilities of an avatar. For instance, the idea is that on one interface the “practitioner” could speak in one language, but it would be heard on the other interface in the patient’s native language. The patient avatar also can be customized to resemble different health stages and populations to provide learners a varied experience. Last December, Tuncer took the project on the road, piloting the virtual reality training program for faculty members in the Department of Midwifery at Ankara University in Ankara, Turkey. With technical support provided by Lucero-Palacios back in the United States, she was able to run a demo with the Ankara team, showcasing the UD-developed system’s interactive rehearsal environment’s capabilities. Last winter, University of Delaware senior Rana Tuncer (left), a computer science major, piloted the virtual reality training program for Neslihan Yilmaz Sezer (right), associate professor in the Department of Midwifery, Ankara University in Ankara, Turkey. Meanwhile, for Tuncer, Lucero-Palacios and the other students involved in the Human-Computer Interaction Laboratory, developing the VR training tool offered the opportunity to enhance their computer science, data science and artificial intelligence skills outside the classroom. “There were lots of interesting hurdles to overcome, like figuring out a lip-sync tool to match the words to the avatar’s mouth movements and figuring out server connections and how to get the languages to switch and translate properly,” Tuncer said. Lucero-Palacios was fascinated with developing text-to-speech capabilities and the ability to use technology to impact patient care. “If a nurse is well-equipped to answer difficult questions, then that helps the patient,” said Lucero-Palacios. The project is an ongoing research effort in the Barmaki lab that has involved many students. Significant developments occurred during the summer of 2024 when undergraduate researchers Tuncer and Lucero-Palacios contributed to the project through funding support from the National Science Foundation (NSF). However, work began before and continued well beyond that summer, involving many students over time. UD senior Gavin Caulfield provided foundational support to developing the program’s virtual environment and contributed to development of the text-to-speech/speech-to-text capabilities. CIS doctoral students Fahim Abrar and Behdokht Kiafar, along with Pinar Kullu, a postdoctoral fellow in the lab, used multimodal data collection and analytics to quantify the participant experience. “Interestingly, we found that participants showed more positive emotions in response to patient vulnerabilities and concerns,” said Kiafar. The work builds on previous research Barmaki, an assistant professor of computer and information sciences and resident faculty member in the Data Science Institute, completed with colleagues at New Jersey Institute of Technology and University of Central Florida in an NSF-funded project focused on empathy training for healthcare professionals using a virtual elderly patient. In the project, Barmaki employed machine learning tools to analyze a nursing trainee’s body language, gaze, verbal and nonverbal interactions to capture micro-expressions (facial expressions), and the presence or absence of empathy. “There is a huge gap in communication when it comes to caregivers working in geriatric care and maternal fetal medicine,” said Barmaki. “Both disciplines have high turnover and challenges with lack of caregiver attention to delicate situations.” UD senior Rana Tuncer (center) met with faculty members Neslihan Yilmaz Sezer (left) and Menekse Nazli Aker (right) of Ankara University in Ankara, Turkey, to educate them about the virtual reality training tool she and her student colleagues have developed to enhance patient-centered care skills for health care professionals. When these human-human interactions go wrong, for whatever reason, it can extend beyond a single patient visit. For instance, a pregnant woman who has a negative health care experience might decide not to continue routine pregnancy care. Beyond the project’s potential to improve health care professional field readiness, Barmaki was keen to note the benefits of real-world workforce development for her students. “Perceptions still exist that computer scientists work in isolation with their computers and rarely interact, but this is not true,” Barmaki said, pointing to the multi-faceted team members involved in this project. “Teamwork is very important. We have a nice culture in our lab where people feel comfortable asking their peers or more established students for help.” Barmaki also pointed to the potential application of these types of training environments, enabled by virtual reality, artificial intelligence and natural language processing, beyond health care. With the framework in place, she said, the idea could be adapted for other types of training involving human-human interaction, say in education, cybersecurity, even in emerging technology such as artificial intelligence (AI). Keeping people at the center of any design or application of this work is critical, particularly as uses for AI continue to expand. “As data scientists, we see things as spreadsheets and numbers in our work, but it’s important to remember that the data is coming from humans,” Barmaki said. While this project leverages computer vision and AI as a teaching tool for nursing assistants, Barmaki explained this type of system can also be used to train AI and to enable more responsible technologies down the road. She gave the example of using AI to study empathic interactions between humans and to recognize empathy. “This is the most important area where I’m trying to close the loop, in terms of responsible AI or more empathy-enabled AI,” Barmaki said. “There is a whole area of research exploring ways to make AI more natural, but we can’t work in a vacuum; we must consider the human interactions to design a good AI system.” Asked whether she has concerns about the future of artificial intelligence, Barmaki was positive. “I believe AI holds great promise for the future, and, right now, its benefits outweigh the risks,” she said.

Four-Peat! ChristianaCare Achieves Magnet® — the Top Recognition for Nursing Excellence — for the Fourth Time

Hundreds of nurses and their colleagues at ChristianaCare gathered in a conference room at Christiana Hospital and listened through a livestream across the organization’s campuses and practices for an announcement they’ve been anticipating for many months. “For your commitment to nursing excellence and quality care, we are thrilled to recognize ChristianaCare with its fourth consecutive Magnet designation,” said David Marshall, JD, DNP, RN, chair of the American Nurses Credentialing Center’s Commission on Magnet Recognition. “This accomplishment is a powerful testament to your dedication to the nurses who practice there, the entire health care team, and — most importantly — the patients you serve.” Shouts erupted, balloons and streamers floated up and, in the happy commotion, there was even a little cowbell. As the only four-time Magnet-designated health care organization in Delaware, ChristianaCare has achieved this global recognition — the highest honor in nursing practice — for continued dedication to excellence and innovation, high-quality patient care and experience, nurse engagement and work culture. “Magnet designation recognizes ChristianaCare nurses are simply the best!” said ChristianaCare President and CEO Janice E. Nevin, M.D., MPH. “A fourth Magnet designation is an incredible achievement and reflects the vital importance and commitment of our nurses as we serve together with love and excellence.” ChristianaCare has more than 3,000 nurses, and they make up the largest segment of ChristianaCare’s workforce. ChristianaCare is the largest nonprofit organization and private employer in the state of Delaware. This most recent designation for ChristianaCare includes Christiana Hospital, Wilmington Hospital, ChristianaCare HomeHealth and Community Care Services, through early 2029. What it means to be Magnet “Our fourth consecutive Magnet designation means that our nurses and all of our caregiver colleagues have upheld the ANCC’s very high standards in patient care since our first recognition in 2010,” said ChristianaCare Chief Nurse Executive Danielle Weber, DNP, RN. “That is a long time to bring your ‘A’ game every day — through 15 years of change, including a pandemic — and to sustain growth in professional practice, innovation and culture. Magnet recognition raises the bar for patient care and inspires every member of our team to achieve excellence every day.” The Magnet Recognition Program — administered by the American Nurses Credentialing Center, the largest and most prominent nurses credentialing organization in the world — identifies health care organizations that provide the very best in nursing care, exceptional nurse engagement and professionalism in nursing practice. The Magnet Recognition Program serves as the gold standard for nursing excellence and provides consumers with the ultimate benchmark for measuring quality of care. The ANCC Magnet Recognition Program® has conferred Magnet status to less than 10% of hospitals and health systems in the United States. There are 621 Magnet-designated health organizations internationally. ChristianaCare was the first in Delaware to achieve Magnet designation, in 2010. For nurses, Magnet Recognition means education and development through every career stage, which leads to greater autonomy at the bedside. For patients, it means the very best care, delivered by nurses who are supported to be the very best that they can be. While Magnet is a nursing-led initiative, the designation reflects the work of caregivers across the organization. Magnet redesignation itself is a rigorous process. Health care organizations must reapply for Magnet status every four years and demonstrate adherence to the Magnet concepts for nursing excellence and engagement and measurable improvements in patient care and quality. The ANCC commended ChristianaCare on these exemplars: Advocacy for and acquisition of organizational resources specific to nurses’ well-being. particularly through the Nursing Integrative Care Program. An innovative strategy to address the shortage of certified registered nurse anesthetists in Delaware through a partnership program between ChristianaCare and Wilmington University to launch the state’s first Nurse Anesthesiology program. Outstanding nursing research engagement and growth of the nursing research enterprise especially through the Nursing Research Fellowship in Robotics and Innovation.

Villanova Professor Sees Costs and Benefits in Corporate and Federal Return-to-Office Mandates

In early February, federal agencies submitted plans in accordance with an executive order to initiate an estimated 1 million government employees’ full-time return to their duty stations. The departments’ actions are among the latest in a series of RTO moves enacted since the start of 2025. Notably, they follow policy changes by corporate giants Amazon, AT&T and JPMorgan, who in January began requiring five days of in-person work for select staffers, with justifications ranging from strengthening culture to improving performance. With more employers expected to require in-office work in the coming months, some predict that 2025 could be the “year of the RTO mandate.” But, given the arguments from those pushing for these policies, it’s worth asking: Are these return-to-office requirements truly justified? Do they actually improve communication, strengthen teams and boost productivity, as supporters claim? According to Kyoung Yong Kim, PhD, whose research focuses on telework, strategic human capital management and employee-organization relationships, the answer is complicated—and highly circumstantial. Dr. Kim says that, by gathering coworkers around the proverbial water cooler, RTO policies can in some cases facilitate dialogue, promote teambuilding and foster organizational success. Yet, in other instances, work-from-home (WFH) arrangements can significantly boost employee morale, efficiency and output. “In a recent paper, my colleague Ijeoma Ugwuanyi [a professor at Hong Kong Metropolitan University] and I examined how social distancing initiatives, which reduce interactions among people, impact working relationships,” says Dr. Kim. “We found that they can actually help improve negative ones, at least in employees’ minds.” Analyzing data collected on 105 working relationships among 43 full-time personnel at a South Korean healthcare company, Dr. Kim and Dr. Ugwuanyi discovered that, when afforded extended WFH privileges, colleagues previously at odds were given the space necessary to reassess their outlooks and improve their dynamics—especially when the individuals involved were viewed as competent and warm. As a result, these repaired relationships generally empowered more effective collaboration in the long run. Additionally, employees with positive in-person relationships maintained a solid rapport even when geographically apart. “These findings are particularly relevant as corporate and government workers increasingly return to their offices,” says Dr. Kim. “Managers need to remember that, according to the research, employees are willing to reset negative relationships they had previously. That said, returning to the office also offers a chance to strengthen relationships and make them more positive, which is crucial since team dynamics are a key determinant of team performance.” Per Dr. Kim, in order to best position themselves for success on the RTO front, organizations need to take a measured, sympathetic approach in facilitating their in-office policies, with an eye toward mitigating negativity. They need to remain cognizant of the logistical and interpersonal challenges that could emerge in the wake of a return, address their employees’ concerns in an attentive manner and foster a “supportive climate characterized by supportive behaviors.” It’s a situation that Dr. Kim says bears parallels—perhaps somewhat counterintuitively—to the mass shift to telework that occurred during the COVID-19 pandemic. As he found in his research on that phenomenon, employees responded best to changes in their working arrangements when organizational leaders and managers took the time to explain and actively discuss the reasoning behind them, especially in mission-driven terms. “Essentially, an important implication of the findings is that, to sustain employees’ positive attitudes and behaviors, it is crucial to frame these moves in a way that highlights how working in the office benefits both employees and the organization,” says Dr. Kim. In turn, RTO-focused organizations should recognize that their words and messages have a very real impact, particularly when scrutinized by workers who may not be happy about resuming their morning commutes. “Amazon, for instance, appears to be taking a thoughtful approach by emphasizing the value of collaboration with colleagues and the enrichment of organizational culture,” says Dr. Kim. “One potential drawback, however, lies in their message about the consequences of non-compliance, specifically that failure to adhere to the in-office policy could jeopardize employees’ chances of promotion. “A more positive framing, emphasizing how such policies support professional growth as well as employees’ well-being, could enhance favorable perceptions and work behaviors.” In the event organizations remain attuned to such situations—taking their employees’ perspectives into account, actively communicating their intentions and presenting clear value propositions—Dr. Kim thinks a year of the RTO mandate could potentially be a less daunting prospect. And maybe, with time, the transition back from Zoom to the boardroom could be a beneficial one.

How Philadelphia Eagles' head coach achieves Super success with 'Ted Lasso' management style

Not long after Nick Sirianni was hired by the Philadelphia Eagles in 2021, fans started noticing similarities between the head coach and TV’s Ted Lasso. The University of Delaware's Kyle Emich can discuss how Sirianni's team approach compares to the more top-down structure favored by Kansas City Chiefs coach Andy Reid. Like Lasso – a high school football coach on the Apple TV show of the same name who takes over an English soccer club with no prior experience – Sirianni is responsible for the culture, first and foremost. He relies on his coordinators, who call the plays. In essence, he is a more collaborative leader. By contrast, Reid is a top-down coach who currently calls the plays and always has, dating back to his time as coach of the Eagles. Philadelphia fans became more than a little weary of him saying "that's on me" at post-game press conferences following disappointing losses. With back-to-back Super Bowl titles under his belt with the Chiefs, it's difficult to argue with the success of Reid's style now. This could be fodder for sports talk radio, but it's also something Emich, a professor of management, can discuss from an academic perspective. The professor says there's advantages and disadvantages to both: • "The main advantages for the top-down approach are speed of decision-making and extreme novelty (you can do whatever pops into your head). The advantages of the coordinator approach are a larger information base to draw from and specialized knowledge." • "The more team-based approach has a lot of potential, but is difficult to execute well because it requires coordination." Emich, who has discussed management and sports teams several times in the past (including Super Bowl LII, when the Eagles defeated the New England Patriots), is available for interviews.

Expert Spotlight: Suicide Prevention and Health Care Acccreditation

Recently, Michael Johnson, MA, CAP, CARF International Senior Managing Director of Behavioral Health joined Adam Chu, MPH, from the Suicide Prevention Resource Center, and Kasie Pickart, MPH, from Hope Network in an interesting panel discussion where they shared insights on implementing the Zero Suicide model and integrating CARF's comprehensive suicide prevention standards. The discussion highlighted these key elements: Introduction to Suicide Prevention Resource Center The center's mission is to advance suicide prevention across diverse populations using training, consultation, and resources. CARF accreditation standards:  CARF's consultative approach emphasizes quality improvement through peer-surveyed standards. Alignment with the Zero Suicide framework, incorporating risk assessments, safety planning, and care transition protocols. Hope Network's implementation journey: Leveraged a SAMHSA grant to adopt Zero Suicide practices across 200+ Michigan locations. Aligned practices with CARF standards for comprehensive suicide prevention. Developed standardized tools and a suicide care pathway for consistent risk management. Outcomes and challenges: Improved training and organizational culture around suicide prevention. Challenges include ensuring cross-team communication and sustaining practices post-grant funding. View the webinar: The discussion concluded with insights into maintaining long-term quality improvement and the benefits of CARF accreditation for suicide prevention efforts. Michael Johnson is the CARF International Senior Managing Director of Behavioral Health. If you are looking to know more or connect with Michael, view his profile below to arrange an interview today.

Return to Office Mandates: Top 3 Challenges for Employers and Employees

Full time return-to-office (RTO) mandates – most recently from JPMorgan Chase, Amazon and now the U.S. federal government – have made headlines across the country and caused consternation among remote and hybrid employees. Whether one is – or is not – a supporter of remote and hybrid work, the challenges that arise with RTO and with remote/hybrid arrangements are important to consider from both sides – employers and employees. Baylor University management expert Sara Jansen Perry, Ph.D., who studies employee stress and well-being, including the role of remote/hybrid work and leadership, said working from home has existed in some form for decades, and research suggests it will continue to be an option for many workers and organizations. "We know many employees value remote work so much as a benefit that they will choose jobs based on whether it is an option,” Perry said. “Fortunately, we have seen many benefits of remote work as well, including employee productivity, cost savings, enhanced work-life balance and well-being, to name a few. Even if employees return to the office a few days a week, these benefits can still be realized, including longer term organizational benefits in terms of retention and applicant attraction. However, if an organization is set on returning to office full time, there are some challenges they should consider and proactively address.” Perry highlights 3 key challenges about Return to Office mandates from the perspectives of both employers and employees, applying foundational topics in organizational psychology, among them leadership, trust, culture, performance management and retention. Those three key challenges are a must read and part of the entire article attached below: Are you a journalist looking to know more?  The let us help. Sara Jansen Perry, Ph.D., The Ben Williams Professor of Management in the Hankamer School of Business at Baylor University, is a nationally recognized researcher on employee stress and well-being, including the role of remote/hybrid work and leadership. Sara is available to speak with media about the recent Return to Work announcement for the federal bureaucracy. Simply click on her icon now to arrange an interview today.

What does the Israel-Hamas ceasefire mean

After 15 months of war Israeli Prime Minister, Benjamin Netanyahu, announced Wednesday, January 15, his in the process of receiving approval for ceasefire from his security Cabinet in order to further the truce with Hamas. This ceasefire is not only expected to stop a war that has taken more that 46,500 lives, but also the phased release of dozens of American hostages and hundreds of Palestinians. Reports reveal that the ceasefire may be in effect by the end of the week. How will American citizens respond to what appears to be a resolution to the conflict in the middle east?  International relations expert, Dr. Glen Duerr, has been a reliable source on the events occurring in the Middle East. Here are three valuable insights from a recent interview: Prime minister Benjamin Netanyahu needs the support from his security and full Cabinet to receive approval on will be a roughly six-week initial ceasefire phase. The Israel Supreme Court has up to 24 hours to approve The Prime Minister's ceasefire. It is estimated that the ceasefire will take full affect Sunday. What can we expect in the Middle East during the wait of the ceasefire? It was announced that there will be an emergency cabinet meeting held tomorrow renegotiating the deal after Prime Minister Netanyahu's office accused Hamas on reneging on part of the of the ceasefire. However a Hamas spokesperson Sami Abu Zuhri denied all accusations of Hamas reneging on the terms of the ceasefire. Is the conflict and delay of the ceasefire a prediction to the conflict that is to come? The first stage of the ceasefire will take about 6 weeks, allowing the phased release of American and Palestinian citizens. Hamas is expected to release at least 2 American citizens during the first phase and a a Senior administration official during the second phase. It is expected with each hostage released by Hamas a number of Palestinian detainees will be released. How will the phased release of Hamas hostages affect the culture of Americans?  If you are a journalist covering the ceasefire between Israel and Hamas, look no further than our experts for valuable insight and expert knowledge. Dr. Duerr is an expert on this subject and is available to speak to media regarding this ongoing conflict in the Middle East and the ongoing the war between Israel and Hamas – simply click on his icon to arrange an interview. Or schedule an interview by contacting Mark Weinstein at mweinstein@cedarville.edu

Santa Ana Winds: Nature's Power and Its Impacts on Communities

The Santa Ana Winds, a defining phenomenon of Southern California, are more than just a weather pattern—they are a powerful force shaping the region's environment, safety, and culture. These hot, dry winds can dramatically exacerbate wildfire risks, affect air quality, and even influence human behavior. Understanding the Santa Ana Winds is vital for addressing broader issues of climate change, disaster preparedness, and community resilience. Their far-reaching effects provide journalists with a range of compelling story angles, such as: The meteorological science behind the Santa Ana Winds and why they occur Their role in intensifying wildfires and efforts to mitigate these risks Health impacts, including effects on air quality and respiratory conditions Psychological and behavioral studies linked to wind-driven stress and aggression Historical and cultural significance of the Santa Ana Winds in Southern California How climate change might alter the frequency and intensity of these winds If you're covering the massive fires in California, let us help with your ongoing coverage. Connect with an expert about the Santa Ana Winds: To search our full list of experts visit www.expertfile.com