Episode 96 | Managing Pharmacy Care for Employees on Worker’s Comp with Dr. Paul Peak

Dr. Paul Peak  00:00

In pharmacy in general, there’s always just been this kind of opaque model in place where it’s really kind of a convoluted ecosystem, where you have manufacturers, you’ve got wholesalers, you’ve got the pharmacy benefit managers, you have the physicians, you have the pharmacies, then you have the patient, and it’s unique in the fact that you have this kind of ecosystem where it’s really one of the one industries, where you as a patient will show up at the pharmacy and you have no idea what you’re going to pay for this medication. You just know you have to get it.

Voiceover  00:04

Welcome to the “Lead at the Top of Your Game” podcast, where we equip you to more effectively lead your seat at any employer, business, or industry in which you choose to play. Each week, we help you sharpen your leadership acumen by cracking open the playbooks of dynamic leaders who are doing big things in their professional endeavors. And now, your host, leadership tactics, and organizational development expert, Karan Ferrell-Rhodes.

Karan Rhodes  00:37

Welcome back to the podcast, and thanks for joining another episode designed to help you better lead at the top of your game. As you know, for season three each month, we’re featuring leaders who have fascinating roles in a particular profession or industry. And today’s episode is part of our special series featuring leaders in the healthcare industry. And now enjoy the show. Hello, my superstars. This is Karan, and welcome back to another episode of the Lead at the Top of Your Game podcast. We’re so thrilled that you are joining our special series this month on leaders in the healthcare arena, and we have an absolutely fantastic guest with us today who’s going to give us a unique view of being a leader inside of a bigger enterprise level organization, we are so pleased to have on today’s show, Dr Paul Peak who’s the VP of Clinical Pharmacy at Sedgwick. And Sedgwick is a company that they take care of their people after stressful events with technology enabled risk benefits and integrated business solutions for various industries and market. I probably still murdered that, but we’re going to give Paul a minute and a second to clarify and give us more details about said. But before we do so, we want to first welcome him to the podcast. So welcome Paul,

Dr. Paul Peak  02:05

Thanks, Karen, thanks for having me. Glad to be here.

Karan Rhodes  02:07

Oh, we’re so happy to have you. I can’t wait to dig into your job and your thoughts on leadership, but before we do so, we always love to learn just a tad about our guests. So for as much as you feel comfortable. Would you mind giving us just a sneak peek into your life outside of work? Yeah,

Dr. Paul Peak  02:24

I’m married and have a family with four kids, and right now that takes up a lot of my time outside of work. I’ve got kids ages 11 through 17, almost 18 year old. So I’ve got three of my kids are teenagers and of driving age, so I spend a lot of my time right now, just making sure everyone stays safe. Yeah, getting their hours and reps in before getting their licenses and all that. And with two about to go to college, I’m spending a lot of time just trying to soak it all in, you know, when they’re still at home. So, yeah, a lot of that.

Karan Rhodes  02:54

Do you know what you your kids have are of such great age ranges, and they’re experiencing life in different ways. So I’m sure that’s super fun for you and your entire family.

Dr. Paul Peak  03:05

We’re enjoying it. It’s it’s fast paced, but we’re just trying to soak it all in.

Karan Rhodes  03:08

Oh, we’ll do because, as a recent empty nester, it is a shock and Time flies by. Still remember my little six pound baby girl, the last one out, but she is fearless in the world these days. So that is wonderful. Thank you so much for sharing that we appreciate it. All right. Well, I am first gonna allow you to to give more information about what Sedgwick does and your role at Sedgwick…Sedgwick… I cannot speak today. Sorry, listeners, I’d love for you to give more clarity to that, because I think I murdered that a little bit, but I want the listeners to really understand the world that you are leading in right now.

Dr. Paul Peak  03:52

Sure. So Sedgwick is a leading global provider of claims management, loss adjusting and technology enabled business solutions, and so our company provides a broad range of resources for clients needs tied to casualty property, marine benefits and brand protections and other lines beyond that. My specific role, though, is within that casualty so you think about workers compensation, my role is within that group. And then within that we have what we call, of course, manage care to support our workers compensation, injured workers and our clients. And so I work within that pharmacy group that makes sure if you’re hurt on the job and you need medications, we want to make sure you get the right medication at the right time to help you recover and get back to work. So that’s my main focus within Sedgwick,

Karan Rhodes  04:38

Wonderful. And I know it’s not just you. You have a team, correct?

Dr. Paul Peak  04:42

I do. So we have about five other pharmacists that work. Work on our team. I also work on our vendor network side. So I work with our pharmacy benefit manager management partners, and so I kind of have, I kind of have feet in both segments, so I get to have that 50,000 Foot view of seeing what’s happening from a pharmacy perspective across our book of business, and look at our spend and our savings on behalf of our clients, but also get to work with our pharmacist and see what they’re doing at that 500 foot view, as far as working with providers on impacting the type of care that our injured workers receive. So I was brought in over 10 years ago, when the opioid epidemic was at its height, right? And so you think about 2014, 2015 a lot of opioid overuse within not just workers compensation, but across the whole healthcare sector. Of course, you know people, a lot of unnecessary deaths tied to opioid use and drug use in general, but that’s still a big issue. But of course, that was a big problem within workers compensation 10 years ago, so I was brought on to help address that clinically, talking to providers about how we could decrease the doses of those opioids and find other safer medications. And so that program has continued to kind of grow, and still is very necessary within workers compensation and making sure that there’s there’s medications that can harm the injured worker or the patient, and there’s medications that can hamper or delay recovery. But we want to make sure we find ways to get them those, those medications that actually help them, that help and help them with with getting better, getting back to work, and have that value, right? And I think that’s a big part of pharmacist these days, is making sure that patients have again the right medication at the right time to help them recover and get back to their healthy lives.

Karan Rhodes  06:28

Absolutely, I know just a smidge about this area, because I actually worked for four years for Blue Cross, Blue Shield in Florida and in Miami. I believe they’re still based there, but in Miami at the time, and this was telling my age. It was way back before the opioid crisis was big in the news. I mean, it was probably what the 1518, years ago. But even back then, there were still medications. It wasn’t in the news as it is as much now, but there were still problems and with people abusing certain pain meds, and we were having conversations back then on how to best collaborate with, you know, the doctors and the patients for optimal care at that Time. And then you fast forward to these days, and you add the opioid crisis into it. I mean, it just blew it to another level. So I can definitely understand the deep value of the work that you and your team bring to your clients everywhere. It’s so needed, so very much needed. What trends are you see you and your team seeing right now as it relates to the education, and I am assuming your team helps approve or not approve, or works with suppliers to approve and not approve, on a case by case basis. I’m just curious what trends that you’re seeing in the arena that you are working in right now, both from a client perspective and with your partner relationships.

Dr. Paul Peak  08:05

Yeah, it’s interesting, because we are in a bit of a niche market within workers compensation. Workers comp is such a small percent of the larger whole as far as healthcare goes. You think about these, the larger pharmaceutical industry that’s really kind of supporting Medicare, Medicaid, the commercial side of it, work comp is very different, and so we’re aware of what’s happening within workers compensation, but also what’s happening outside of work comp. So for us, specifically in workers’ compensation, our issues are a bit more niche because we’re seeing things like medications dispensed out of the provider’s office. We see things like high cost topical medications, where you and I might get, perhaps an over the counter lidocaine patch or cream, something like that, over the counter and pay 2030 bucks for it in workers’ compensation, because in our world, the patient doesn’t have any kind of copay that’s all kind of paid for by the employer. Those medication costs are astronomical, and so we’re seeing a lot of those things impacting us from a spin perspective. But I think the larger area of pharmacy is becoming very interesting as medications continue to get more expensive. And so we’re aware of that as well. We’re not seeing as much of that as the commercial side is. But in the commercial side, you think about there’s one segment of pharmacy we call specialty pharmacy, and these are medications that require very specific administration storage, usually often in injectable medications, and these are really driving up costs. And so the average cost of a specialty medication might be two or $3,000 per month, right? But that sector of pharmacy is growing because a lot of the newer medications coming to the market are within that specialty sector. So over half of the new drugs that come to market these days follow within that specialty side. So I know that the commercial side is seeing these increases in cost, and that’s driving a lot of the issues. And I think there’s a big tension here with the patients wanting to have access to affordable medications, but the new. Medications being more expensive, and how do you address that? Not to mention, there’s just a in pharmacy in general, there’s always just been this kind of opaque model in place where it’s really kind of a convoluted ecosystem, where you have manufacturers, you’ve got wholesalers, you’ve got the pharmacy benefit managers, you have the physicians, you have the pharmacy pharmacies, then you have the patient, and it’s unique in the fact that you have this kind of ecosystem where it’s really one of the one industries, where you as a patient will show up the pharmacy and you have no idea what you’re going to pay for this medication. You just know you have to get it. And so it’s got a lot there’s a lot of tension there with kind of that lack of transparency and what drives a lot of these costs? And so we’re aware of that as well making sure that our clients have access and our patients are being provided medications that are are more value driven and as far as reasonably, reasonably priced, but also been, more importantly, just as effective, right? So we have a team of folks that we work with our clinical team, and we have an intern program, and so we spend a lot of time each week reviewing the clinical literature. We want to make sure we know, hey, what medications that are coming to the market? What are those drugs and then, what’s the value do they bring? Are they just like the medication that came out six months ago, it has a similar type of adverse effect profile, or are they showing new, new better abilities as far as what they can provide for a patient? And so we’re aware of all those aspects, including, of course, the GLP ones, the weight loss medications that you’re probably you’ve heard a lot about in the news that were originally, of course, and still used for diabetes treatment. And so we’re keeping up with things like that. Like, how does that in how is that impacting the commercial sector, but also our sector? So you think about workers compensation, you might think, well, I don’t know why someone who’s hurt on the job would need a medication that helps them lose weight, but if you think about certain situations, there might be a need, right? If someone is overweight and in order to have a surgery, they need to lose maybe 10 to 15% of their body weight. Is just a medication we should consider. So we look at all those things, trying to stay in the loop and staying up to date on the latest trends and what’s happening within the pharmacy market. And just for me, is in my role too. It’s staying educated, right? Because, again, there’s not a lot of transparency in this world, and knowing the different players, all the acquisitions that happen from time to time, the consolidation of these larger health insurance groups, buying up these PBMs and these specialty pharmacies, and kind of aligning in certain ways, and knowing who those players are. So it’s a lot to keep up with, but I enjoy it. It’s important to know kind of what’s driving this, this world, and kind of how it operates, that’s that’s part of the trick to it. So,

Karan Rhodes  12:45

No, it makes a ton of sense. I’m curious because your department, if you will, is just one of multiple departments at your company. So I’m curious in how you try to keep your team’s North Star in alignment with the overall company goals, and how do you advocate for the fantastic work that you and your team are doing?

Dr. Paul Peak  13:11

Oh, we have great leadership here. I think that’s one big piece for us, is having leaders who understand within managed care and above the important parts that each segment place so and getting to actually even work in different sectors. So recently, I’ve been asked to kind of help pilot and work with our team that’s putting together something specific to physical therapy, right? So we have a I think, is working for folks who understand the larger managed care and just the larger idea of healthcare, that it’s not just what you take medication wise, it’s also the activities you do, it’s the it’s your mental health. And so we have within managed care, we have a department on behavioral health. We now have physical therapy. I’m getting to kind of work with them. And so it’s kind of getting collaborate with different areas and see how these things kind of all work together, and realize that, you know, when I came to food pharmacy school, I think it didn’t take long to realize that there’s way more than just medications, right? That are important for health. It’s what you eat, it’s it’s your level of activity, it’s your mental health, it’s how you interact with your community. And so I think I’ve seen that play out in my work life, realizing we have all these other departments that also care about these various issues, and seeing these things kind of interplay together just shows you that healthcare in general is just not, it’s not just one stream. It’s, it’s really many streams coming together and helping people recover in the right way. So, yeah, I’ve it is, it’s, I think it’s because Sedgwick does so many different things, and we’ve kind of got professionals in these various areas, and we kind of, we have our experts in a number of different places. I think it really helps us provide a comprehensive solution in that way. So I’ve enjoyed that aspect of it. I’ve never felt like the pharmacy world wasn’t getting its attention. I think we kind of all understand the role it plays and how that ties to, you know, whether it’s uterus you are, you are review or physical therapy, or behavioral health, whatever it might be, telephonic case management, the things, other things that we’re. Doing as a team. They all kind of work together for one.

Karan Rhodes  15:03

Love that on them well, because you do manage a team, and then you’re also probably part of the leadership group as well at your company, I’m curious about what your approach to leadership really is, and how do you personally strive to build a high performing team within the pharmacy group.

Dr. Paul Peak  15:26

Yeah, for me, I I’ve learned over the years that I’m all about the people. I try to be a good people person, and it’s, it’s making those connections and building that that trust with others that I work with. I think initially for me, when I first kind of, you know, being trained as a pharmacist. I didn’t go through business school. I didn’t go through anything that necessarily gave me leadership training, per se. But I think as I’ve kind of come along, just as a human being, right? And having kids, I’ve learned the importance of, I mean, the growth mindset for me has been a big piece that I think was new for me as I grew up as a I’m still a recovering perfectionist, right? So I grew up knowing, oh, this is what I have to work very hard to perform and make sure that I I’m showing up in the right way, and that people really love what I’m doing. And I think in that mindset when you’re when you’re more about fixed mindset, and not in a growth mindset. For me, initially, for most of my career, until probably the last five to 10 years, my mindset was like, All right, I can do these things well, and no one touch it right, like never really being courageous enough to kind of take a risk or kind of go outside that zone. I think the growth mindset and understanding more and more that, Hey, it’s okay to kind of be a human and fail every so often and actually learn from those mistakes and the gifts that come from that, and the growth that comes from accepting that was a big piece for me. So as a leader, I try to accept those values and realize, ultimately, as a human being, and knowing a bit more about you know, my own needs and my own vulnerabilities and where I struggle, and being okay with those things makes me a better leader. Because I can tell you, one of the biggest things someone said to me a while back was, you have more power, more power than you’re showing up with. And I think what they meant was, is you’re kind of holding back because you’re afraid to make a mistake, and if you would just let those things go, there’s more to you to bring to the table that could really help and encourage people. And so I try to be a leader that first and foremost, cares for the people he works with and makes that connection. I’m a big believer in the energy we bring to the workday, especially in this work from home environment where it’s, I think we’ve just lost so much. I’m actually in the office, and I’m I like to come to the office. There’s not as many people here as there used to be, but I just like that human interaction. I feel like the connections we can make as humans are really critical, just to give someone a bit more of a boost and get that energy. And I’m all about making those connections, building trust with folks, because I think when you have that, then you can speak into the challenging things, right? You can kind of bring, you can kind of lean into those hard conversations when you have to, because they understand, hey, this person is for me, and this is for is for my good, even though they’re giving me some feedback that maybe is is difficult to take in. So I’ve tried to accept that’s kind of how I’m wired, and that’s how I I like to lead.

Karan Rhodes  18:19

Wow, you know, we have so much in common, Paul, because one of my former bosses told me that I had, you know, I was had a great perform performance review, and they were saying we used to give peer feedback and leader feedback. And on the peer feedback side, they said, your peers want to see even more from you, and they love you know the ideas and insights and things you have, but they couldn’t find anything constructive other than saying they wanted absolutely more. And that resonated with me in the sense that I’m an idea person, I always have thoughts and perspectives, but because I’m so sensitive and am a people person, I never wanted anyone to think I was showboating or taking over the conversation, or or what have you. And I know that was probably my own psyche that was having issues with but um, just for that feedback to say, you know, hey, you know, share even more, it opens the doors for even richer conversations and even deeper connections. And so that was a lesson I learned probably middle into my career as well. So that was something we have in common there.

Dr. Paul Peak  19:34

I totally relate to that completely.

Karan Rhodes  19:36

Yes, and for your team, how do you encourage them to share ideas or improvements or give feedback or give you a heads up about things that they’re hearing or reading out in the market. How do you encourage that on your team?

Dr. Paul Peak  19:52

I think, first and foremost, we make this space for it so we have the time, and we’ll get very clear the intentionality of, hey, this is the time to what are you hearing? What are you seeing? Actually have, again, dedicated a meeting every week about, hey, what’s new, and the literature, and what are you hearing, what are you seeing? But also have made time with with my direct reports about talking through different things I’m learning as a human whether it’s a book I’m reading and kind of walking through those things like, hey, when I when, actually, when I first read, the growth mindset, I took that to my team and we talked through it. I think it’s important for folks that I work with, also even people that report to me, to hear that I’m always learning. I’m always wanting to learn new things. I don’t have it figured out that it is a journey, because I think there’s just something again, there’s something that get a good energy from a new idea or thinking of some new perspective. And so I’m always trying to encourage that when I can. Don’t always do it perfectly, but that’s part of the process, so I think it’s making that time, but also as me, as a leader, kind of modeling that, as far as what I’m picking up on, or the latest book I’ve read, of the podcast I’ve heard, I try to share those things when I can. So they kind of pick up on the pick up on that idea of, hey, the growth always continues, and we’re always as humans, trying to find new ways of doing things, and so that’s a big, important part for me.

Karan Rhodes  21:05

And also Paul, from what you observe and hear from your team, what do you think your staff’s major concerns are, maybe say for the next six to 18 months in the field of healthcare. Do you do you hear they have concerns that are top of mind, either from them, personally or professionally, or things that are going on in the industry? What are some of the themes of the main conversations that they have with you?

Dr. Paul Peak  21:36

Yeah, I think from an industry perspective, I think the folks I’m working with were always, I think the things that concern us are always, how can we improve the way things are done? I think, you know, there’s no perfect system. Workers Compensation has its own issues, like the rest of healthcare, and I think there’s always a bit of a breakdown between the, you know, the intent and the desire of what the provider is trying to do and the medications that they’re prescribing and how those are impacting the patient and us trying to intervene. I think we’re always looking for better ways to to interact and to have better conversations around those things, or even better solutions. I think, of course, technology is a big part of that for us too, is finding new ways to better service folks. So within managed care, with where I work, we’re doing a lot of cool things with AI to more efficiently, really kind of see within the medical documentation, like, what are the issues, and kind of more quickly figure out what needs to be addressed, and also using that type of technology to help figure out, okay, who should be looking at it. So I think we’re always looking for ways to, you know, I think solve problems with technology when we can just to make things work better and more efficiently for on behalf of our clients and the folks that we serve, as far as the patients. So those are probably some of the two bigger things. I think, as far as maybe personally, what I hear, it’s not so much complaints, but I think I’m always, again, going back to making sure the folks that I’m working with feel, feel that sense of connection, and you’re collaborating. I think, you know, we’re still only a few years into this post pandemic world and and really still figuring out what work looks like today. And so I’m, I’m always intrigued and interested on how to find new ways of doing things and keeping those connections. So because I just, I’ve always sensed like, once again, once you, if you’re kind of working on your own for a while, and think of the love again to work by themselves, and that’s that’s energizing for you. And I think that’s true, but I do feel like at some level, every human needs that sense of connection. And I do, I find myself concerned that there’s kind of this, sometimes unnoticed, maybe sense of loneliness that’s kind of there for certain people that we’re not quite attuned to. And the hands of building that connection and having those conversations, like, there’s a newer kind of product I’m supporting, and we have a newer employee, and so I’m making sure I’m connecting with him every day, if I can, to make sure there’s conversation. And doesn’t have to be work focused. It can just be, Hey, how’s this thing going in your personal life? And I just think it helps us more move towards better collaboration and just a better sense of overall mental health. And we have those types of connections in our life. We spend way too much time at work. I feel like to not kind of lean into those relationships. I know it’s, you know, Boston direct reports. Sometimes we get concerned about keeping it all about business. I think it’s something really important about creating that human connection, especially in this new age. If you think about it, Karen that we have colleagues coming to work today who are new to our industry or new to working in general, out of college, they’ll never know what it’s like to work in an office, and so that’s that’s a new, new framework to consider, and so trying to kind of make sure we build that level of connection and have a good sense of checking in when we need to on other people and and having those conversations.

Karan Rhodes  24:55

You’re so right about that, because they they will miss out. I mean, of course. I love people. I’m chatty. You can tell I mean, I really valued, and continue to value relationships at work, but they won’t get the experience of the meeting in the coffee room, you know, and talking about, I don’t know, the Super Bowl, or spontaneous conversations or interacting with each other every day, because you end up noticing people and their mannerisms and things, and that deepens your knowledge and understanding of them. There’s a, you know, a whole psychology around that, which, I won’t bore you around, but you’re so spot on, that there’s a whole generation that will miss a lot of that unless we, you know, turn back a little bit more. But I think about the pandemic, we were kind of pressed to one end of that spectrum when we were almost totally caught up, cut off. And, you know, we still talk about the amount of depression and loneliness and mental stress everyone went through. And then, in some ways, we switched the pendulum to the other side. I think me, personally, I think it’s going to be critical for everyone to find the right balance for them and for what’s right for the businesses as well in order to thrive. But that’s just Karan’s perspective.

Dr. Paul Peak  26:17

Iagree, and I couldn’t agree more on that.

Karan Rhodes  26:18

But for you, Paul, what do you do to help balance work and life or prioritize work and life?

Dr. Paul Peak  26:25

That’s always a such a good question. I’m always trying to find new tricks for that. I think one thing someone shared with me recently that’s been super helpful is I got four kids, so for me to come home, it’s to be engaged and to show up right and right, to be present. I think I, my wife will tell you, I fight to be present, and sometimes I’m, you know, it’s a struggle with certain situations at work happening, but for the most part, I really try to do that. And one thing that someone shared recently was learn to parent your phone, meaning putting my phone away and parenting it, letting it have a break for 12 hours, and not touching it or looking at it. So I’ve done more of that recently, even taking even the weekend, more more time away from my phone, I think, is super critical. Even as I’m a parent trying to figure out how to parent my own kids with a device, right? Which is an unknown, an unknown world that I think we cannot get get educated on enough, I know. So I think for me, it’s just that. It’s just fully, I think, and that’s part reason why I come to the office. You know, I have a home office. I can work there if I need to. My wife’s also at the house, but we have, you know, the two dogs who, for me, sometimes can become a bit noisy. So I, I like being here, though, because I come here like I can be fully present when I’m at work. And when I shut that laptop down at five o’clock, I feel like I’m done. I’m good for today. And of course, if something pops up, you know, my head to jump on later, but I like to be at the house and then fully engage with whatever’s happening there and rest until the next day. And so that’s what I’ve had to learn how to do. Is really for me, it’s keeping the devices away when I need to and parent the device and realize it’s got to be somewhere else, and I can be with my kids and my and my wife.

Karan Rhodes  28:06

Oh, that is fantastic. And you know what? As far as I can tell, the world hasn’t blown up because you put your phone down for just a few hours.

Dr. Paul Peak  28:13

Yea. It hasn’t. Truth.

Karan Rhodes  28:15

I love that. Well, Paul, before we I let you go, because we’re about needing to close we’d always love to ask our guests a signature question about which of the leadership tactics that I write in my book really resonated with you, and all seven listeners are equally as important, but we always love to see which one pops for our guests. And Paul, you were so kind to mention that leading with executive presence really resonated with you, and for my new listeners, the way we define this is your ability to make clear and convincing, you know, either oral or written presentations or have those kind of conversations in order to influence others to follow your lead. So it’s basically about making your case for whatever you’re leading in such a way that energizes and compels others to want to participate as well. Dr Paul, curious minds want to know why did leading with executive presence really resonate for you?

Dr. Paul Peak  29:16

I think for me, it kind of goes back to that, you know, being a good leader means being a good human. And I think as if we’re I think as I’ve kind of gone through my own trials of life and as my own sense of growing and who I am, it’s learning that knowing where I’m going is really critical about where I’m trying to go as a human, how I’m trying to care for my family and my kids and care for others and neighbors and things like that. But I think knowing your direction is just so important and then knowing how to bring people along. And I think a lot of that goes back to having the right and really kind of showing up with the energy of the presence that you have. I think the way that we show up with people is just so important. I know. At times, I’ve been on a call with someone and I’m not listening really well. I have to kind of check with myself, because I think that you know, listening well to the people that you work with important and really hearing them for what they’re saying and not just what you’re going to reply with, and really showing up in and having an impact with with your leadership style is important. I think that executive presence is just really important. Because I think ultimately, at the end of the day, when we get to the end of our careers, I think we’re going to look back and say, like, Hey, how did that show up for the people I worked with? You know, last month, was at a retirement dinner for a colleague of mine who just, who just left our company, and she was here when I joined, and she was such a critical part of what we do here. And if you were to listen to all the toasts and the speeches given, there’s very little talked about business or decisions made. It was way more about how she impacted people as a leader and as a human. People were, you know, were emotional, and really had a lot, there’s a lot of impact. And that took a lot from that, just a good reminder of that’s the kind of leader I want to be, that at the end of the day in people, they talk about what I did or didn’t do well at the end of my career, it won’t be so much about he made this decision or not this decision, or he had this type of revenue growth. It’s more about how was I when I showed up? Did I show up in the best way possible? And so that’s why I think executive presence is such an important part for me as it relates to leadership style.

Karan Rhodes  31:24

I love that. And you know what? From my perspective, Dr Paul, I think you’re doing an excellent job in showing up and making a difference.

Dr. Paul Peak  31:32

Thanks, Karan. I appreciate that.

Karan Rhodes  31:34

Well, we are about needing to close, unfortunately, but listeners will have a ton of information in the show notes, Dr Paul Peak’s bio, how to learn more about Sedgwick and a lot of other resources that are going to be in the show notes. But always love to give our guests the opportunity in the airtime to also share with you where they you can find more about them in the company. So Paul is where can folks find more about Sedgwick and you?

Dr. Paul Peak  32:06

Well, we have an online website for Sedgwick that they can go to, I believe sedgwick.com you can check that out. There’s a whole online presence for our clients and those who are looking to know more about us. I’m also on LinkedIn. You can find me there. I don’t get other places in social media to kind of keep myself present, but you can find me on LinkedIn, for sure.

Karan Rhodes  32:25

That’s wonderful. Well, Paul, we really and truly appreciate the gift of your time today. This has been an absolutely fantastic conversation, and we’re so happy that you were able to make time for us and share insights a little bit about industry that most don’t get an inside peek into.

Dr. Paul Peak  32:45

Thanks, Karen, so glad to be here. I’ve really enjoyed the time with you today.

Karan Rhodes  32:48

Thank you so much. And thank you to listeners for the gift of your time, because, as I always say, there are literally millions of other podcasts that you could be listening to, and we don’t take your patronage lightly at all. All that we do. Ask that you do is please like and subscribe to the podcast and share with just one friend, because by doing so, so that will help us all to learn how to better lead at the top of our game. Thank you so much again, and see you next week. Take care, And that’s our show for today. Thank you for listening to the lead at the top of your game podcast, where we help you lead your seat at any employer, business, or industry in which you choose to play. You can check out the show notes, additional episodes, and bonus resources, and also submit guest recommendations on our website at leadyourgamepodcast.com. You can follow me on Twitter, Facebook, Instagram, and LinkedIn by searching for the name Karan Rhodes with Karan being spelled K a r a n. And if you like the show, the greatest gift you can give would be to subscribe and leave a rating on your podcast platform of choice. This podcast has been a production of Shockingly Different Leadership, a global consultancy which helps organizations execute their people, talent development, and organizational effectiveness initiatives on an on-demand, project, or contract basis. Huge thanks to our production and editing team for a job well done. Goodbye for now.