Meta Description: Planning to get a breast augmentation or a nose lift? But how do you know who the best plastic surgeon is? Keep on reading the article to know more.

Are you thinking of having plastic surgery? If so, you’re not alone – over 15 million cosmetic procedures were performed in the United States in 2017, according to the American Society of Plastic Surgeons (ASPS). But with so many options out there, how do you choose the right plastic surgeon for you?

There are a few things to keep in mind when choosing a plastic surgeon. Here are some tips:

• Make sure the surgeon is certified by the American Board of Plastic Surgery (ABPS). This means that the surgeon has completed a residency in plastic surgery and has passed a rigorous set of exams. You can check a surgeon’s credentials on the ABPS website.
• Look for a surgeon who has experience performing the specific procedure you’re interested in. Ask to see before-and-after photos of the surgeon’s work. There are many plastic surgery procedures, so it’s important to find a surgeon who is experienced in the procedure you’re interested in.
• Choose a surgeon whom you feel comfortable with. You should feel like you can ask the surgeon any questions you have and that he or she will take the time to answer them. You will be spending a lot of time with your plastic surgeon, so it’s important that you feel comfortable with him or her.
• Ask about the surgeon’s credentials and training. Make sure he or she is up-to-date on the latest plastic surgery techniques. Your surgeon should be able to answer any questions you have about his or her qualifications.
• Ask about the surgeon’s experience with plastic surgery complications. All surgeries come with some risk of complications, so it’s important to find a surgeon who has experience dealing with them. Ask the surgeon what his or her complication rate is for the specific procedure you’re interested in.
• Make sure the surgeon has hospital privileges. This means that the surgeon is able to perform surgery at a particular hospital. Check with the hospital to make sure the surgeon you’re considering is credentialed to perform surgery there.
• Ask about the surgeon’s office policies. For example, find out if the surgeon sees patients for follow-up appointments after surgery and how he or she handles post-operative care. The clinic should have a plastic surgery EMR in place. This will ensure that your medical records are well-organized and easily accessible.
• Ask about the surgeon’s fees. Be sure to get a breakdown of all the costs associated with the surgery, including the surgeon’s fee, anesthesia fee, facility fee, and any other charges. Make sure you understand all the fees before you commit to surgery.

This is just a starting point – there are many other things to consider when choosing a plastic surgeon. The most important thing is to do your research and make sure you’re comfortable with your choice. Don’t be afraid to ask around or consult with other plastic surgery patients for their recommendations. And remember, you should always feel free to get a second opinion if you have any doubts.

While many people envy CEOs and corporate heads, it’s worth pointing out that these high-level executives tend to age fast and die earlier. If the success of your company seems to rely on the talent of a few talented people then you might want to consider getting key person insurance (also known as key man insurance).

This is a kind of life insurance policy that’s used by big and small businesses.

But what is key person insurance? And what should you look for when choosing a policy? Keep on reading and we’ll take you through everything that you’re going to want to know!

What Is Key Person Insurance?

Key person insurance is a business insurance policy that’s bought by a company to insure the life of one of the company’s workers. It’s meant to help the business recover from the death of a worker who contributes greatly to the company.

An employer might choose to insure highly visible workers, executives, and top salespeople.

Similar to other life insurance policies, key person insurance has three main players. First, the owner is the person or company who buys the policy and pays the premiums. This entity has the ability to change, sell, or transfer the policy.

The insured is the person upon whose death the policy would pay out the benefit.

Lastly, there is the beneficiary. This is the person or company who received the benefit if the insured person dies while they are being covered.

As you might be able to tell, the company is both the owner and beneficiary when it comes to key person insurance. Of course, the owner needs to tell the insured that they’ll be taking out a policy in their name and get their permission to buy the policy.

Look for the Types of Key Person Life Insurance Available

Any kind of life insurance policy can be structured to fit a key person life insurance policy. This includes either of the two main categories for life insurance.

You can get key person life insurance as a form of permanent life insurance or term life insurance.

When it comes to term life insurance, you are going to get coverage for a certain amount of time, such as ten or twenty years. This is going to cost you a lot less than permanent life insurance.

If the employee is old or has a set retirement date then you can use this kind of policy and set an expiration date.

If you have a young executive who intends to stay with the company indefinitely then you might want to take out permanent life insurance. You’ll get coverage for life and a cash value amount that will grow as time goes on.

The cash value is an asset that the business can use as collateral for a loan. If you go with a mutual insurer then the company might be able to get dividends too.

A permanent key person life insurance policy will gain in value over time. You can sell the policy in a life insurance settlement if the company decides that they don’t want the coverage anymore.

Look for How Much Insurance Coverage You Can Get

If the company is borrowing money then the lender might want a certain amount of key person coverage. Otherwise, the amount of coverage that you’re going to want to get is going to depend on your business and the specific key person.

You want to buy enough insurance so that the value of losing the employee will be close to zero. To do this, you’ll have to consider the profit and revenue that is due to that employee. You’ll also need to think about the cost to replace that worker, the company’s cost structure, and the soft skills that you’re losing when the employee dies.

Depending on which person you want to cover, the calculation for how much coverage you need is going to vary greatly. It might be fairly easy to figure out how much coverage you need for a salesperson but likely much harder for a popular CEO.

Evaluate the Costs

When you’re shopping for insurance providers, you want to go with a company that is affordable and reliable, such as Shelter Bay Financial Corp (https://shelterbay.ca/key-person-insurance/).

Some factors that might affect the cost of your insurance policy will depend on the health and lifestyle of the employee, the policy death benefit, and the kind of policy.

If you are insurance a worker who’s not healthy or old, then you’re going to pay a relatively high amount for the policy. You might not even be able to find coverage at all if the person is really unhealthy.

If this is the case, then you’ll have to look into other alternatives, such as a loan. It’s also important that your company has a succession plan in place if you have key employees with serious health problems.

Find the Key Person Insurance Policy That Works for You

You wouldn’t run a company without having the proper business insurance place. And you likely don’t want to run a company that could lose a significant amount of value if one of your key employees dies.

After reading the above article, you should now have a better idea of what to look for in a key person insurance policy so that your company can stay protected.

Are you looking for other useful articles like this? Check out the rest of our blog today for more!

Did you know that 67% of projects fail outright, and that of those that succeed businesses reported an estimated 11% in wasted resources? What could you accomplish if you could improve productivity by 11% and complete more of your projects on time and under budget?

To do this you need to choose the right project management methodology for your team. Don’t worry if you don’t know where to start because you’re in the right place. Keep reading to learn everything you need to know about the lean methodology vs scrum and how they can work for your team’s next project.

What Is Lean Methodology? 

Just as the agile method is more of a philosophy rather than a strict process, so too is the lean methodology. Because of this, lean has translated well across many different industries and business models.

The lean method evolved out of the manufacturing process and focuses on eliminating waste within your production process. This method works best in businesses that produce similar or the same product continuously such as manufacturing products or the publishing model.

The premise behind lean is to eliminate waste both in your processes and in the product you create. You can start by identifying where your processes can improve and then working to continually improve until you eliminate all waste. As you get started you should consult a lean methodology guide to help you plan your processes.

What Is Scrum? 

Another agile method that many teams successfully use to create quality products quickly is the scrum method. This method is based on working in small teams throughout a pre-defined sprint, usually around four weeks. During this time the team will meet daily to discuss progress and define their next steps.

The Scrum method is a great tool for projects that are singular in nature rather than continual as you’ll find in the lean process. With each sprint you run, you’ll assess your progress and make adjustments accordingly. You can also check out the official scrum guide to see how the creators of scrum suggest you implement their philosophies.

Key Lean Methodology vs Scrum Differences

Both the lean and scrum methodologies focus on improvement and team collaboration. These systems move away from the traditional waterfall method that focuses on creating an ultimate plan before starting the process and following through until completion. Instead, both lean and scrum empower your team to start quickly and iterate their processes until they succeed.

To see the key differences between these two methods, let’s look at their frameworks and how they tackle timelines, outcomes, and management styles:

Lean

• Eliminates waste
• Repeatable processes
• Improves processes
• Reduces costs
• Focuses on continuous processes

Scrum

• User centered-products
• Sprint-driven rather than continual processes
• Works in incremental phases
• Develops new solutions

As you can see both solutions provide a great method for achieving your outcome goals albeit through different methods and processes. Choose the best one based on what your overall outcomes goals are and whether you create user-centered products or use a repeatable manufacturing or development process.

Choose the Best Process for Your Team

Both lean and scrum offer solutions to teams working towards increasing productivity while delivering a quality product. The differences between lean methodology vs scrum center around the way you create your product and your timeline used so choose accordingly as you create your own method for success.

For more great information on this and other topics, check out the rest of our blog.

When writing survey questions for employee assessment, there are certain things you should keep in mind. There are a few different formats to choose from, including Single-, Double-, or Multiple-choice. In addition, the questions you choose should reflect the kind of response you want to obtain. In addition, there are different types of questions, including Agree-disagree, Likert-scale, and Rating scale questions to be included when writing your own surveys.

Double-barreled questions

Double-barreled survey questions are used in various types of research and political surveys. They ask people about two different things, making it harder to provide honest feedback. The wording of these questions is also often murky, making them more difficult to answer honestly. In addition, these questions are commonly accompanied by a single, more vague question that relates to two separate topics. Depending on the level of hierarchy in your company, the results of your survey can be confusing to your respondents.

When designing double-barreled surveys, make sure to avoid using questions that ask about two separate things. These types of questions are often difficult to answer accurately, and they are more likely to lead respondents to respond in a biased manner. This is particularly true for questions that are accompanied by words like “and” or “or.”

Leading questions

Several types of leading questions are commonly used in employee feedback surveys. These questions measure how employees feel about workplace regulations and responsibilities. These questions can also measure whether employees feel appreciated for working overtime or think bonuses are a valid form of motivation. Direct implications are a form of leading question based on a future event or perception. They help survey respondents consider possible outcomes if they are not sure what the answer is.

Specific questions focus on the specific attributes of employees and can help you make decisions about the company and its performance. However, the tricky part is making specific questions simple and understandable. If you are unsure of how to craft the right questions for employee assessment, consider consulting with an employee engagement specialist. These experts can teach you how to write the right survey questions to get the highest quality feedback. Then, when evaluating employee performance, the results will be more meaningful.

Rating scale questions

If you’re using a rating scale in an employee assessment, you’ll need to choose the correct kind for your workplace. A five-point scale limits the amount of detail you can include. The 10-point scale is better for a variety of reasons, including the ability to account for “in-between” responses. If you’re using a five-point scale, make sure you use naming conventions that will help employees understand the differences between the different ratings.

When writing your rating scale questions, always tie them to the job description. Be sure that you’ve defined the key expectations and behaviors for each role. Then, you can write questions that measure those behaviors. Ultimately, this will make the whole process more effective. Hopefully, these tips will help you write a more effective rating scale question. So, get writing! Remember: a rating scale is not an essay. The goal of the employee assessment is to gain insight into the work of the individual.

Agree-disagree format

If you want your employees to give accurate feedback on your company’s policies, it is vital that you write your survey questions in an agreed-upon format. This is often referred to as the Agree-Disagree format. Although this format requires more time and energy, it will produce more accurate results. You can reuse the Agree-Disagree format for existing surveys and compare results to the latest trends. But if you’re writing a survey for the first time, you should avoid this format and focus on the question directly. Don’t make statements, just ask the respondent whether they agree or disagree.

You can use the Agree-Disagree format for your survey questions. The most common way to ask people to answer a survey is by stating it as an affirmative or negative statement. Although it may seem like it’s easier to ask people to agree or disagree with a statement, studies show that it’s often more accurate to have them choose the “yes” or “no” option. This is a form of affirmative feedback and is most accurate when respondents’ answers are unaffected by the interviewer.

Using a decision-maker to understand the purpose of each question

Use a decision-maker to understand the purpose and design of your survey. The purpose of a survey is to understand the needs and concerns of your employees. It is important to avoid rambling questions or topics that do not make sense to employees. Your survey results may be compromised if employees are asked questions that are not related to their work. Instead, use a decision-maker to understand the purpose of each question before you start writing surveys.

Before you start writing your survey, determine how your employees will respond to each question. Try asking employees to think of two questions. This way, you can use the data to refine future surveys. The same logic applies to open-ended comments. They give you an in-depth look at what the employees think. You can ask them as follow-ups to driver items or as a general input at the end of the employee assessment survey.