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Many patients who are considering the Low-FODMAP Diet have concerns that they may be embarking on a bland-food regimen to obtain symptom relief, and that spicy foods such as chiles (chile peppers) will trigger symptom flare-ups. While many types of chiles have a low-FODMAP serving size, they have been found to contain the compound capsaicin, a natural compound that gives chiles their spicy quality.

To clarify, capsaicin is not a FODMAP. Individual tolerance levels for capsaicin vary and should be taken into consideration when preparing meals with chiles. (Source: Monash University Department of Gastroenterology).

“Many studies have shown that spicy food is associated with IBS symptoms in some people, and potentially more so in women with IBS,” said Kate Scarlata, MPH, RDN, and New York Times–bestselling author specializing in gut health and nutrition. “Capsaicin, found in hot peppers, may be the primary culprit. The science is a bit mixed in this area; however, it appears that capsaicin can increase GI transit and contribute to IBS-associated pain.

“Interestingly, capsaicin-induced pain appears to occur more commonly in individuals who don’t eat it often,” she continued. “It’s possible that regularly eating spicy foods actually desensitizes receptors in the gut associated with IBS pain. As with most food-related issues in IBS, it is not ‘one size fits all.’

People living with IBS should listen to their body and adjust diet triggers as needed. GI dietitians are best suited to help guide patients in detecting diet triggers for IBS symptoms. The least-restrictive diet to help manage symptoms is the goal to allow and foster a healthy relationship with food.”

The diet does not mean no FODMAPs. Instead, it’s a food plan based on serving sizes per meal in which foods that have tested to contain low levels of FODMAPs are encouraged for patients to consume, particularly during the beginning phase of the plan. High-FODMAP foods such as wheat-containing products and some chile peppers also have lesser, low-FODMAP portions. (Source: Department Of Gastroenterology Monash University, Online Patient Course).

Food swaps are also implemented. For example, white bulbs of onion have tested to be high-FODMAP and can be substituted with low-FODMAP green parts of scallions, chives and green parts of leeks.

Phase 1—Elimination

During this phase, patients consume low-FODMAP portions of foods. Jalapeño peppers were tested by Monash University, which maintains one of the largest FODMAP-tested food databases in the world.

Researchers found that fresh, raw jalapeño peppers are high-FODMAP at one medium-sized pepper per meal; however, one tiny jalapeño is considered to have a low-FODMAP rating and is compliant in the beginning elimination phase of the diet.

Phase 2—Reintroduction

Once the patient’s symptoms are under control, they methodically reintroduce moderate-FODMAP levels of foods. These are called food challenges, with three-day breaks between challenges. Patients test their tolerance to higher FODMAP consumption by eating low-FODMAP foods while introducing each subgroup (fructan, fructose, GOS, lactose, sorbitol, mannitol) separately, at moderate FODMAP levels to determine which trigger symptom flare-ups and those that do not. Patients can track their symptoms through a food journal to ensure the process is completed successfully.

Jalapeños contain fructose and have a moderate-FODMAP rating at one small pepper (slightly larger than tiny) per sitting. If symptoms are not triggered at this first serve size, patients may proceed to trial a higher-FODMAP serving size of one medium-sized jalapeño. If the challenge results in symptoms, patients then stop and try again later, in smaller amounts.

Phase 3—Personal Maintenance

While adding small amounts of trigger foods, patients identify their personal tolerances and develop a long-term, less restrictive dietary approach.

With regard to chiles, patients may choose to trial individual tolerance of serranos, cayenne powder, chipotle powder, and other spicy foods as they establish their personal balance.

Serrano chiles, cayenne powder and chipotle powder have low-FODMAP portion sizes. Fresh poblano peppers, fresh mild green chiles (including Hatch, Colorado Green, Anaheim, and Chiles Verde Del Norte) and canned mild plain green chiles have tested to contain low-FODMAP levels. (Source: Depart- ment Of Gastroenterology Monash University Smartphone App Database).

The Low-FODMAP Diet is not a lifetime food regimen. Millions of people following the diet find that in the reintroduction and personal maintenance phases they can tolerate varying portions of high-FOD- MAP foods and previous triggers. Personal sensitivities can change over time, opening countless possibilities in enjoying spicy, robust dishes such as fajitas, spicy tofu bowls and jalapeño poppers while maintaining calm digestion.

It is important for patients to be medically diagnosed with IBS by their gastroenterologist and work with a registered dietitian and healthcare professional when starting the Low-FODMAP Diet to tailor the plan to their particular sensitivities.

Authors

  • Amy, an IBS patient, is the digestive-health author of “Calm Tummy Happy Heart,” the first low-FODMAP cookbook from the United States with Monash FODMAP-certified recipes inspired by the American Southwest.

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  • Kate is co-author of “Mind Your Gut: The Science-Based, Whole-Body Guide to Living Well With IBS.”

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A Guide for Clinicians and Young-Adult Patients

The landscape of cancer diagnosis is shifting, with an alarming increase in early-onset cases among adults under 50. Traditionally considered diseases of aging, colorectal, breast, pancreatic and other malignancies are now being detected in younger individuals at rates that have caught the attention of epidemiologists and clinicians alike. While advances in screening technology play a role, they do not fully account for the rise, suggesting that changes in lifestyle, environment, and other external factors are at play.

The Epidemiology of Early-Onset Cancer

Colorectal cancer, in particular, exemplifies this worrying trend. Once considered a disease of older adults, cases among those in their 30s and 40s have surged over the past two decades. The American Cancer Society now recommends colorectal cancer screening to begin at age 45 instead of 50, an acknowledgment of the shifting epidemiology. Breast cancer diagnoses in younger women are also increasing, with a particular rise in more aggressive subtypes that are harder to treat. Similarly, rates of pancreatic and gastric cancers are climbing among younger individuals, despite overall declining trends in older populations.

Several factors likely contribute to this phenomenon. Rising obesity rates, sedentary lifestyles, and dietary shifts toward ultra-processed foods have been linked to chronic inflammation and metabolic dysfunction, both of which create a fertile environment for carcinogenesis. The gut microbiome, which plays a critical role in immune regulation and inflammation, may also be influenced by modern dietary and lifestyle patterns, potentially contributing to increased risk. Additionally, environmental exposures—ranging from endocrine-disrupting chemicals found in plastics to air pollution and occupational carcinogens—are under investigation as possible contributors to early-onset cancers.

Modifiable Risk Factors

The role of lifestyle choices in modulating cancer risk is well established, but recent evidence suggests that the impact of diet, exercise and environmental exposures may be particularly pronounced in younger individuals. The widespread consumption of diets high in refined carbohydrates, added sugars and processed meats has been associated with increased risks of colorectal and other gastrointestinal cancers. These dietary patterns promote systemic inflammation, insulin resistance and dysbiosis of the gut microbiome, all of which can contribute to tumor development.

Obesity, a growing public health crisis, is a well-documented risk factor for multiple cancers, including those of the breast, pancreas and liver. Excess adiposity contributes to a pro-inflammatory state and alters hormone levels, creating conditions that may promote tumor initiation and progression. Compounding these risks, sedentary behavior has become increasingly prevalent, particularly among young adults engaged in screen-based occupations and leisure activities. Physical inactivity is linked to decreased insulin sensitivity, increased inflammation and lower immune surveillance, all of which may contribute to carcinogenesis.

Beyond behavioral factors, the role of environmental exposures cannot be overlooked. Endocrine-disrupting chemicals such as bisphenol A (BPA), phthalates, and perfluoroalkyl substances (PFAS) are ubiquitous in consumer products and have been linked to hormone-driven cancers.

Air pollution, particularly fine particulate matter (PM2.5), has been implicated in increased risks of lung and other cancers, even in nonsmokers. Additionally, occupational exposures to industrial solvents, pesticides and shift-work-associated circadian disruption may further contribute to the rising incidence of cancer in younger populations.

Looking Ahead

As these epidemiological trends become clearer, researchers and public health experts are focusing on how best to refine screening strategies, identify high-risk groups and shape prevention efforts. While more studies are needed to fully tease apart the impact of genetics, lifestyle and environmental triggers, there is already substantial evidence supporting measures like improved nutrition, regular physical activity and reduced exposure to known carcinogens.

With early-onset cancer diagnoses on the rise, staying informed on these epidemiological trends is not only essential for clinical practice but also for contributing to broader public health efforts aimed at reversing these concerning patterns. The future of cancer prevention and early detection depends on proactive engagement from all corners of the medical community, with a focus on understanding and mitigating risk factors that drive these alarming trends.

Author

(In Which I Finally Acknowledge the Ravages of Time)

Life is often like that, the best balancing on a knife edge, with the worst. ~ Laurell K. Hamilton

Eleven years.

That is how long my astoundingly patient orthopedic surgeon has cautiously suggested that I might enjoy a knee replacement… or two.

However, like most in medicine, I love medical care, so long as it is not directed at me. Avidly I had been following the research into plasma, platelet and/or stem cell injections into knee capsule to grow new articular cartilage in osteoarthritic joints—it seemed a great fad, one all the cool kids indulged in. However, on a telephone consultation with a blue-ribbon institution doing the research (rather than the freestanding clinics happy to take your platelets or butt fat and inject it in various locales without scientific oversight) the researchers acknowledged that the data was that cartilage could grow, just not in a well-organized or durable fashion. By the way, did you know that it is fairly unregulated to have someone take your own tissue and inject it into yourself? Truth.1

This fall, while prepping for a West Virginia hiking trip with friends (that preparation included steroid injections in both knees so that I could keep up) I threw in the metaphorical towel. The cartilage regrowth advocates had moved on to investigate a new technique—that of building a scaffold of material similar to resorbable suture material, inserting this pad into the knee space, and then trying to get cartilage to grow there with exercise-stimulated piezoelectric charges before the scaffolding dissolved. In rabbits.2

Yeah. Not gonna happen in humans anytime soon.

Time to move on so I can get a move on.

A wise doctor does not mutter incantations over a sore that needs the knife. ~ Sophocles

I had gone down swinging. Boswellia, turmeric, strawberries were all researched. Stretching, resistance exercise, Pilates, yoga, weight management techniques were all employed. And a serious ton of ibuprofen.

It was simply time for a new knee, a knee that would enable me to walk without restriction, to climb and descend stairs with an alternate gait, without discomfort or unease. Time to have the tool I needed to best enjoy my retirement of travel, gardening and physical exertion and long-term health.

This December I took a “trip of a lifetime.” Invited to attend an international women’s rights conference in Thailand, I followed that two-week amazing opportunity to meet remarkable women with a nine-day guided tour of Japan and a brief trip to Cambodia and the Angkor Wat temple area—all adventures included extensive temple and historic relic tours with their integral stairs, and seemingly random boulders. The trip was a month long and tested my ibuprofen supplies and walking sticks to their limit.

Yes, it was indeed time. I had scheduled my surgery prior to departure for January 2025, to take advantage of both my high-deductible pre-Medicare health insurance and my garden’s off season.

I’m not the sharpest knife in the drawer, but I do know how to count. ~ Mickey Gilley

So here I am, at 14 days remaining pre-op. (By the time-travel miracles of publishing, I should be done with my six-weekish home recovery and be walking with a cane as needed by the time you are reading this, although all well wishes are appreciated). Which brings us to the heart of this article.

I am counting down the days, off my NSAIDs, off my supplements (as most might lead anesthesia to put a last-minute kibosh on my procedure), on acetaminophen alone and creaking like the pre-lubricated Tin Woodsman … but there’s still time to enhance my post-op outcome.

I’m stretching, beach walking, doing exercise class, yoga, gardening, eating a vegan/vegetarian diet. I am also engaging in knee “PREhab.”3

What’s that, you might ask? Studies indicate that starting your knee rehab in the PREperative period has a positive effect on pain and function out to six months postoperative, although the non-prehab group catches up in a year. Prior to visiting Asia, I had an intake visit with my local physical therapist, as the exercises in the pre-op brochure from my surgeon seemed elderly-level wimpy to me.

While doing my walking of Asia, I did my prehab exercises with bands in the hotel. With two weeks to go, like an athlete training for a marathon, I am kicking my prehab into high gear. I will do my prehab exercises three times daily, although I’ll be fair and substitute a round of prehab 1:1 with water aerobics, exercise class, and hauling loads of the mulch mountain inhabiting my driveway.

So, even though my management plans have changed to embrace the knife, in both pre- and post-op I play a major role in determining my knee outcomes.

“A knife is a humble tool that can create wonders in the hands of a skilled craftsman.” ~ Unknown

Know when to move on—when it’s time to embrace going “under the knife.”

Author

  • Pat is a retired gastroenterologist and educator savoring the 3rd third of her life in coastal Virginia. She completed her gastroenterology fellowship at the Medical College of Virginia oh, so long ago, and after a 30-year gastro practice in south- eastern Virginia and thriving professional speaker and broadcast career, is a popular provider of second opinions in gastroenterology for 2nd MD, now educating people one by one. You will likely find her in her greenhouse or gardens, either propagating fig trees or growing much of her vegan diet organically with donated rabbit poo.

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Do You Don and Doff Properly?

OSHA’s regulation on occupational exposure to bloodborne pathogens requires employers to identify tasks and positions that might put employees at risk for exposure to blood and/or other body fluids, and to take appropriate measures to protect those employees from exposure. The regulation includes requirements for appropriate personal protective equipment (PPE). The type of PPE might vary according to the tasks to be performed. According to OSHA, however, the PPE selected must “not permit blood or other potentially infectious materials to pass through or reach the employee’s work clothes, street clothes, undergarments, skin, eyes, mouth or other mucous membranes under normal conditions of use and for the duration of time which the protective equipment will be used” (29 CFR 1910.1030).

The use of PPE is not optional.

It is the responsibility of the employer to provide the appropriate PPE, ensure it is used, and document and investigate failure to comply. All employees should be trained in both the appropriate protective attire to be worn for the tasks they perform and the potential health and disciplinary consequences if they fail to do so. This training should be documented and routinely verified as part of departmental competencies.

Recommended PPE

Because of the potential for soaking of clothing, splashing, and the aerosolization of fluids and contaminants, and the consequent need to protect employees from exposure to both microorganisms and chemicals, appropriate PPE in the scope cleaning area includes the following items (ANSI/AAMI ST91 2021):

  • General-purpose utility gloves and a liquid-resistant covering with sleeves (for example, a backless gown or surgical gown). Processing personnel should use a style of glove that prevents contact with contaminated water. Gloves that are too short, do not fit tightly at the wrist, or lack cuffs might allow water to enter when the arms move up and down. Exam gloves should not be used for decontamination. General-purpose utility gloves fitted at the wrist or above should be used.
  • A long-sleeved, impervious (fluid-proof) or fluid-resistant gown or jumpsuit. When there is a possibility that attire can become soaked with blood or other potentially infectious material, as when items are being washed by hand, a Level 4 gown (as defined by ANSI/AAMI PB70) should be used.
  • A fluid-resistant face mask and eye protection. PPE used to protect the eyes from splash could include goggles, full-length face shields, or other devices that prevent exposure to splash from all angles.
  • Fluid-protective shoe covers with slip-proof bottoms. Shoe covers are recommended when there is the potential for shoes to become contaminated with blood or other body fluids. Shoe covers should be removed before leaving the scope cleaning area in order to contain microorganisms and other contaminants (OSHA 29 CFR 1910.1030).

Reusable gloves, glove liners, aprons and eye-protection devices should be decontaminated, according to the manufacturer’s written IFU, at least daily and between employees. If the integrity of an item has been compromised, it should be discarded. Personnel should remove torn gloves and thoroughly wash their hands before donning new gloves. They should remove PPE worn during processing and wash their hands. Before handling disinfected endoscopes, personnel should don clean PPE (ANSI/AAMI ST91).

The PPE should be located as close to the entry of the scope decontamination room (if a two-room design) or at the entry to the soiled area of the scope processing room (in a one-room design). It is important that staff or visitors (e.g., service personnel) do not have to walk through the decontamination or soiled areas to don PPE. In storage, PPE should be protected from contamination (e.g., on a covered cart, in covered tote bins).

PPE should always be used in the scope cleaning area and when handling contaminated items. Not only is PPE required (OSHA), but just as important is the need to know how to appropriately don (apply) or doff (remove) the PPE to ensure staff is protected and do not contaminate themselves or their clothing. In an observational study published in the American Journal of Infection Control, JaHyun Kang and associates discovered that healthcare personnel contaminated themselves in almost 80 percent of the PPE simulations. Eighty percent.

Before leaving the cleaning area, employees should remove all protective attire—being careful not to contaminate the clothing beneath or their skin—and wash their hands. Per ANSI/AAMI ST91, designated areas with the necessary containers should be provided for donning and removing protective attire.

Staff members are not always educated and trained in the proper sequence for donning and doffing PPE. This information should be documented in the employee’s orientation guide.

According to the Centers for Disease Control, the correct sequence for donning and doffing PPE is as follows. This recommended sequence is based largely on 2004 CDC guidelines; however, the document does not address shoe covers.

Donning (Applying) PPE

1) The shoe covers should be donned first. Then wash your hands.

2) The gown should be donned next.

To don a gown, first select the appropriate type for the task and the right size. The gown should open in the back. Secure the gown at the neck and waist.

3) The mask should be put on next and should be properly adjusted to fit.

Some masks are fastened with ties, and others with elastic. If the mask has ties, place the mask over your mouth, nose and chin. Fit the flexible nosepiece to the form of your nose bridge. Tie the upper set of ties at the back of your head and the lower set at the base of your neck.

4) The goggles or face shield should be donned next.

Position either the goggles of the face shield over your face and/or eyes and secure it to your head using the attached earpieces or headband. Adjust it to fit comfortably. Goggles should feels snug but not tight.

NOTE: Safety eyeglasses are NOT a substitute for goggles or a face shield.

5) Gloves are donned last.

Insert each hand into the appropriate glove and adjust as needed for comfort and dexterity. If you are wearing an isolation gown, tuck the gown cuffs securely under each glove to provide continuous barrier protection for your skin.

Doffing (Removing) PPE

To remove PPE safely, it is first necessary to identify which sites are considered “clean” and which are considered “contaminated.” In general, the shoe covers, the outside front and sleeves of the gown, and the outside front of the mask and goggles or face shield are considered contaminated, regardless of whether there is visible soil. The outside of the gloves is also contaminated. Areas considered clean are the parts that will be touched when removing PPE: the inside of the gloves; the inside and back of the gown, including the ties; and the ties, elastic or earpieces of the mask and goggles or face shield. The sequence for removing PPE is intended to limit opportunities for self-contamination.

1) The shoe covers are considered the most contaminated pieces of PPE and are therefore removed first.

2) The gloves are next.

With a gloved hand, grasp the opposite glove and peel the glove off.Hold the removed glove in the gloved hand. Carefully slide the fingers of the ungloved hand under the top of the remaining glove (at the wrist) and peel that glove off over the first glove removed. Discard the gloves.

3) The goggles or face shield

Because the outside of the goggles or face shield is considered contaminated, remove the goggles or face shield by grasping the earpieces or headband. Using ungloved hands, grasp the “clean” earpieces or headband and lift them away from your face. If the goggles or face shield are reusable, place them in a designated receptacle for subsequent reprocessing. Otherwise, discard them in the waste receptacle.

4) The gown

Unfasten the gown ties with the ungloved hands. Slip your hands underneath the gown at the neck and shoulder and peel away the gown from your shoulders. Slip the fingers of one hand under the cuff of the opposite arm. Pull your hand into the sleeve, grasping the gown from the inside. Reach across and push the sleeve off the opposite arm. Fold the gown towards the inside and fold or roll it into a bundle. (Only the “clean” part of the gown should be visible.) Place the gown into a waste or linen container, as appropriate.

5) The mask

Do not touch the front of the mask to remove it. Untie the bottom tie and then, using the upper tie, lift off the mask. Discard it into a waste container.

6) Although not considered part of the PPE, the head cover should be removed last before you leave the decontamination area.

Lift the head covering off the head by grasping it in the center and lifting it upward. Discard in a waste container.

7) Thoroughly wash hands.

This procedure should be followed when personnel leave the scope cleaning room, and personnel should immediately wash their hands. Additional information on the removal of PPE can be found in Lisa Casanova’s PPE protocol published in the journal Emerging Infectious Diseases, which provides CDC’s recommendations. A poster depicting the process of donning and doffing PPE can be obtained on the CDC website (www.cdc.gov) and posted in your department.

PPE is required to protect staff members from an exposure to blood and/or body fluids. The type of PPE should be based on the potential for an exposure. Samples should be obtained before purchase or changing to another type of PPE to ensure it meets with the requirements. However, the correct procedures for donning and doffing PPE are just as important and need to be addressed for staff safety.

Author

  • Nancy Chobin, RN, AAS, ACSP, CSPM, CFER, is the president and CEO of Sterile Processing University, LLC, an online education and continuing education website.

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Hudson Crossing Surgery Center

Hudson Crossing Surgery Center (HCSC) in Fort Lee, New Jersey, is a multi-specialty surgery center that offers a variety of procedures, including sports medicine, spinal fusions, and cataract surgeries. The team also handles delicate cases like pediatric surgeries, according to Sterile Processing Department Lead Technician Alfonso Rodriguez. “One of our greatest sources of pride is our work with endoscopes,” Rodriguez said. “Our SPD department, while small, is highly efficient and equipped to tackle all sterilization needs.” The team consists of Rodriguez, and technicians Darius Rankin, Ronnie Ella and Jody Campbell.

Each team member is highly trained, with some certified as CRCST (Certified Registered Central Service Technician), and some seeking additional certifications as CHL (Certified Healthcare Leader) and CER (Certified Endoscope Reprocessor). (For more information on these certifications, see the Healthcare Sterile Processing Association’s website.) “Jody Campbell is our newest addition,” Rodriguez said, “and has already integrated seamlessly into the team.”

Some of the elements that make the Hudson Crossing team so effective include their talent, adaptability, shared values, and leadership, according to Rodriguez. “Each member brings unique expertise to the table, making our team a powerhouse of skills,” he said. “There’s a strong collective sense of purpose within the team, and we carry this through every task we perform. I strive to set clear goals, provide guidance, and inspire the team to stay focused. I empowereveryone to take the initiative and contribute to the team’s success.”

And, of course, trust.“Trust is fundamental to our success,” Rodriguez explained. “We’ve created an environment where each team member feels valued, respected, and supported. By fostering open communication and providing constructive feedback, we have built a team dynamic that thrives on mutual trust. Every member knows they can rely on each other, and that sense of camaraderie strengthens our performance.”

Hudson Crossing boasts a dedicated decontamination room that includes air and RO water hoses, a leak-testing machine to ensure insulation integrity, a Scope Buddy Plus machine for step-by-step cleaning, a CT digital borescope (scope inspector) for visual inspection, a protein tester kit for the inner chamber, a Medivators DSD Edge automated endoscope reprocessing system for high-level disinfection, and an Innerspace cabinet for safe drying and storage of endoscopes.

“Our team ensures that each endoscope is meticulously cleaned, inspected, and sterilized before returning it to the drying cabinet,” Rodriguez said.

He believes chemistry between team members is essential to a team’s success. While it can sometimes be a challenge, he said, “I believe that knowing how to handle weaknesses and embracing our differences helps create a supportive environment. I’ve worked with the team to ensure we approach challenges with a problem-solving mindset, fostering a culture of mutual respect. This has allowed us to overcome numerous obstacles, particularly when dealing with high-pressure situations or tight deadlines.”

Team member Darius Rankin said Rodriguez’s leadership makes a positive difference. “Alfonso has been a true leader to our team,” he said. “He’s always available to provide guidance, whether it’s on a technical issue or just offering support during a tough day. His calm and organized approach helps keep everyone grounded, even when we’re under pressure. I’ve learned so much from his leadership, especially how important it is to lead by example. He sets the bar high and encourages all of us to continually strive for excellence.”

But Rodriguez said he learns from his team, too, and one of the most important lessons is the value of continuous learning and adaptability. “In our field, things change quickly—whether it’s new technology, new procedures or new challenges. We all embrace this philosophy of lifelong learning, which helps us stay at the top of our game. Additionally, we all take pride in creating a safe and organized environment—from ensuring every scope is cleaned and sterilized properly to making sure that communication is clear and concise within the team. This commitment to excellence and attention to detail is what sets us apart.”

Author

Does FODZYME Powder Work?

Are you in search of assistance with digestive ailments, for yourself or your patients? If so, you may find an article on page 24 of interest that discusses a digestive enzyme known as FODZYME. It is a white powder that has the goal of alleviating digestive symptoms in individuals who are sensitive to foods with high levels of FODMAPs. What in the world are FODMAPs? They’re fermentable carbohydrates (sugars) naturally present in some foods.

If individuals with irritable bowel syndrome eat FODMAP carbohydrates, they can experience symptoms of the digestive system. IBS affects one in seven people, and 70% to 75% experience relief of their symptoms on a low-FODMAP diet. The diet is useful but is a pain because it involves an elimination diet with an astonishing number of foods, some of which are nutritious. Once one knows which FODMAPs cause them the most issues, it’s recommended that they eat less of them (or none at all). The silver lining, however, is that if one wishes for a solution beyond simply avoiding FODMAPs, a digestive enzyme by the name of FODZYME is available.

I’ve long believed that I’m sensitive to FODMAPs, so I began to play around with the FODMAP diet. The diet explained some enigmas for me. For example, I used to prepare a tasty salad that I felt wonderful about because it was healthy, but I always noticed that after 10 hours or so, I’d be bloated. So frustrating, because that salad was totally healthy! Greens, peaches, cherries, almonds and avocado. It blew my mind to discover that nearly the whole salad was high in FODMAPS.

I haven’t given up any of those foods, but I do cut back on them. For example, I am a guacamole addict, but I now eat smaller servings of it. I believe these adjustments benefited my digestion, and now I have another weapon as well: FODZYME. It exists either in a jar or a box full of small, single-serve packets. The powder is sprinkled on food, or added in. I was dubious because it sounded yucky to sprinkle what I thought was medicine powder on my food. I thought it would ruin the texture and would definitely have a flavor. Sure, you can put some in water and drink it, but research indicates that the enzymes function optimally when sprinkled over food or added to it. So, okay, I tried the stuff.

Guess what? No taste. It literally doesn’t taste. I have given some of the FODZYME to my mother—who has awful IBS and is a picky eater—and she agrees that there’s no taste. I tried the “put it in water and drink it” method too, and that’s the only time that it almost tastes. It also makes the water cloudy too, so no thanks. But on my food, it absorbs right into it. Even on my precious avocado. It’s such a tiny amount of powder for a dose (about a quarter teaspoon) that it really isn’t a problem. Now I sprinkle it on food as freely as salt. My young daughter questioned what it was, and I told her it was fairy dust.

Does it work? I believe so. Sure, the effects are difficult to monitor. I’m not exactly conducting a science experiment here—nor is my mom—but we both believe FODZYME has decreased our bloating. That was one of the main symptoms for both of us. Now that I know the stuff really works, I sort of enjoy sprinkling it. How else is my child going to think I have anything to do with fairies? In this issue there’s also an accompanying article about how to handle spicy foods if you’re following a low-FODMAP diet. Both these methods—the diet and the enzymes—are great tools and can work in conjunction, as well.

Author

  • Michelle has worked as a journalist, editor in chief and communications professional for more than 20 years with 12 years specializing in healthcare, including as editor in chief for the EndoNurse media brand. She’s the editor, ghost author and co-author of several books.

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What to Choose and Use

Our small intestine is host to a finely tuned microbiota machine, performing countless functions to digest and process stomach contents and move things toward the large intestine. But any imbalance in this tiny ecosystem can throw a cog in the machine—including bacteria.

Paulina Roszkowska and associates wrote in a review in Biomedicines that “SIBO is defined as an increase in the number of bacteria (103–105 CFU/mL), an alteration in the bacterial composition, or both in the small intestine.” Symptoms can include chronic diarrhea, weight loss, malabsorption, nutritional deficiencies and osteoporosis. Or they can be as common as bloating, distension, fatigue and weakness. Severe cases can present with steatorrhea.

Complications include malabsorption and fat-soluble vitamin deficiencies leading to neuropathy. But as with so many disorders, these symptoms can indicate other diseases, too, which is why a substantive diagnosis is so important.

Working For a Living

We already know that our intestinal microbiota play a significant role in the body’s immune function. To riff on a catchphrase, “If the gut ain’t happy, ain’t nobody happy.” Our microbiome works hard to ensure the gut’s “happiness” and efficacy. It not only breaks down food, empowers metabolism and enables the synthesis of certain nutrients, but it also protects the body against potentially pathogenic bacteria.

Put simply, our microbiome is full of a spectrum of amazing multitaskers. And this team never takes a vacation.

But our happy microscopic community can be affected by many factors, including the host’s age, food choices, use of pharmaceuticals, lifestyle and stress, among others. Starting in the mouth, which can host up to 700 species of bacteria, the microbiome alters in size and composition in the stomach, small intestine, large intestine and colon. Stomach acid kills off a lot of interlopers, but it’s in the intestines where things really get interesting, with the number and diversity of microorganisms increasing as the food progresses through digestion. Bacteroides, Lactobacillus and Streptococcus species dominate the jejunum, while in the ileum, microorganisms such as Enterococcus, Veilonella and Enterobacterales join the party. By the time we’ve arrived at the large intestine, we’re sharing space with about 800 species of symbiotic, opportunistic, and pathogenic bugs, predominantly anaerobic.

In SIBO, we see a proliferation of small intestinal bacteria, including those “Gram-negative aerobic and anaerobic species,” according to Roszkowska, et al. “In the physiological state, there are mechanisms to prevent excessive colonization of bacteria in the small intestine, such as acidic stomach pH, pancreatic enzymes, the intestinal immune system, small intestine peristalsis, the ileocecal valve, and the intestinal barrier itself. However, when changes in any of these mechanisms occur, SIBO can develop.”

And develop it does. For such a diverse community, it doesn’t take much to throw the system out of whack.

Historically, it was thought SIBO presented only when there was some type of anatomical abnormality or trauma, motility disorder or post-surgery issue. But according to Andrew Dukowicz, Brian Lacy and Gary Levine, SIBO may be much more common than previously thought. They wrote, “…although data are limited, the prevalence rates of SIBO in young and middle-aged adults appear to be low, whereas prevalence rates appear to be consistently higher in the older patient (14.5–15.6%); these rates, however, are dependent upon the diagnostic test used (see below).   A number of diagnostic tests are currently available, although the optimal treatment regimen remains elusive.”

According to Irina Efremova and associates, SIBO can be associated with a laundry list of previously existing conditions, including functional dyspepsia, IBS, abdominal bloating, constipation, diarrhea, short bowel syndrome, chronic intestinal pseudo-obstruction, lactase deficiency, diverticular and celiac diseases, ulcerative colitis, Crohn’s, cirrhosis, metabolic-associated fatty liver disease (MAFLD), primary biliary cholangitis, gastroparesis, pancreatitis, cystic fibrosis, gallstone disease, diabetes, hypothyroidism, hyperlipidemia, acromegaly, multiple sclerosis, autism, Parkinson’s, systemic sclerosis, spondyloarthropathy, fibromyalgia, asthma and heart failure, among others.

The disorder can be especially pernicious in patients with Crohn’s disease, according to Anna Greco and associates, because it mimics a Crohn’s flare. Renal failure can cause SIBO, as can chronic alcohol use. But something as simple as antibiotic use or a disturbance in the gut’s immune function can catapult a patient right into SIBO.

Once the imbalance is created, the body’s inflammatory response can make the problem even worse and foment bigger issues. “Analysis of small bowel biopsies in elderly patients with bacterial overgrowth revealed blunting of the intestinal villi, thinning of the mucosa and crypts, and increased intraepithelial lymphocytes,” Ducowicz, et al., wrote, noting that antibiotic treatment reversed the symptoms.

Motility disorders are a red flag for SIBO. Gastroparesis—a problem for long-term diabetics or those with connective tissue disorders, a viral infection, or ischemia—can lead to SIBO. And Ducowicz, et al., wrote, “Impaired gastric peristalsis can lead to SIBO due to stasis of food and bacteria in the upper GI tract.” Anything that delays that gastric emptying can feed the problem—hence, the laundry list.

People who are immune deficient are also at higher risk. However, Ducowicz and associates wrote, “Patients with deficiencies in humoral or cellular immunity do not appear to be predisposed to SIBO, as they have normal intestinal microflora.”

One element frequently overlooked in diagnosing and treating SIBO is also the most pernicious element of Western culture: diet. In the journal Nutrition, Eliza Knez and associates wrote that, aside from the anatomical and physiological factors interfering with the myoelectric motor complex, the activity of gastrointestinal transit is conditioned by diet. “Indisputably,” they wrote, “the Western type of nutrition is unfavorable.” Food affects the microbiome, “and diet should prevent bacterial overgrowth and exhibit antimicrobial effects against pathogens. Therefore, knowledge about proper nutrition is essential to prevent the development and recurrence of SIBO.”

Trouble In Paradise

The test for diagnosis generally has been a small bowel jejunal aspirate of >10 5 CFU/ml, according to Hammad Zafar, Brenda Jimenez and Alison Schneider in Current Opinion in Gastroenterology. But this method has drawbacks, including cost, invasiveness, and the potential for sample contamination by oral and pharyngeal flora—the lab equivalent of stomping all over your birthday cake with hiking boots. Determining a positive aspirate is tricky. Additionally, wrote Roszkowska, et al., “the standard processing of material in the microbiology laboratory does not allow for the detection of all gut microbiome species.

“New molecular techniques based on sequencing of the 16S ribosomal RNA gene (which is present in all bacteria) and metagenomic approaches have recently been introduced to overcome the shortcomings of current SIBO testing methods,” they added. “This is expected to lead to the discovery of new bacterial species, as well as a better understanding of their involvement in SIBO and the associated impacts on related diseases.”

That said, glucose and lactulose breath testing offer advantages such as ease of accessibility, lower cost, and its noninvasive nature, which is making this test more common in clinical settings. These recent advances in testing—which also include capsule and urine-based testing—have improved the diagnostic yield in SIBO.

Another perk of the breath test is that it can be performed at home—a definite benefit for those concerned about Covid-19 and other disease transmission, and/or those with patients who have compromised immune systems. (See Commonwealth Diagnostics International website at commdx.com for more information.)

Dukowicz wrote, “All breath tests rely on the recovery and quantification of an exhaled gas produced by the bacterial metabolism of the ingested substrate. The development of inexpensive, commercially available gas chromatographs to measure exhaled hydrogen and/or methane has led to the widespread use of breath testing for the diagnosis of bacterial overgrowth.”

The ease of the breath test makes it especially appealing for pediatrics (although most adults certainly wouldn’t say no to avoiding an endoscopy). The patient ingests 10 grams of lactulose or 75 grams of glucose, then spends the next three hours exhaling into a breath analyzer at 20-minute increments. The analyzer is testing for the presence of hydrogen or methane. Generally, glucose simply gets sucked up by the small intestine. But when SIBO is present, the bacterial overgrowth causes fermentation, which results in gas—roughly 20 percent of which ends up being metabolized through the lungs. If hydrogen rises 20 ppm above baseline for 90 minutes, or if methane is greater than or equal to 10 ppm at any time within two hours, you have your first criterion.

The second check mark you’re looking for is the “double peak,” wrote Roszkowska, et al., “which consists of an initial hydrogen peak before 90 min, then a decrease of more than 5 ppm in two consecutive samples, followed by a second hydrogen peak when the substrate enters the cecum.” This gives you your diagnosis.

This is assuming your patient does their prep correctly and remembers to avoid antibiotics for four weeks before the test, as well as drugs that accelerate intestinal peristalsis and have a laxative effect. The day before the test, patients should not consume complex carbohydrates and alcohol; and they should plan to fast from food, exercise and smoking for 8-12 hours beforehand. Roszkowska, et al., observed, “Brushing the teeth and rinsing the throat before the test can minimize lactulose fermentation by bacteria in the mouth.” (Commonwealth Diagnostics International recommends diabetics avoid this test because of the fasting involved, as well as the amount of absorbable sugar used.) So while the prep isn’t easy, it is doable—especially given the “carrot” of avoiding a more invasive test.

Some researchers have argued that the two breath tests—lactulose vs. glucose—are not equal. In a retrospective study, Francois Mion and associates discovered that in a cohort of irritable bowel syndrome (IBS) patients, lactulose provided a much higher prevalence of SIBO diagnoses than glucose did. Based on this, they wrote, “Lactulose breath test should not be used anymore for the diagnosis of SIBO.” They speculated that the lactulose breath test yields a more frequent diagnosis “because of its limited small bowel absorption, and therefore colonic fermentation.”

A 2024 evaluation of small capsule bacterial detection system (SCBDS) indicates the technology is promising; Shaoying Nikki Lee and associates stated the system merits further investigation. And while a urine test also offers ease of use, it can also be easily contaminated, skewing the results.

Substantive research and clinical judgment are indicated when determining what tests will work best for patients.

If This Is It

Treatment is multifactorial and also should be tailored to the patient. Anatomical defects (fistulas, adhesions, diverticulosis, obstructions and strictures) should be corrected first, and initial infection treated with antibiotic therapy. Dukowicz wrote, “The two processes that most commonly predispose to bacterial overgrowth are diminished gastric acid secretion and small intestine dysmotility,” so drugs that interfere with gastric motility or acidity, such as PPIs, should be reduced or eliminated.

Thanks to the challenges inherent in obtaining an untainted specimen, practitioners generally rely on metronidazole, ciprofloxacin, tetracycline, amoxicillin-clavulanate, neomycin, or rifaximin to knock out the intestinal overgrowth. In some cases, practitioners have used prokinetic drugs to accelerate intestinal motility.

But antibiotics aren’t a magic bullet, and they can present other problems (including wiping out good bacteria with the bad and actually exacerbating the infection). According to Melissa Nickels and associates, SIBO can bounce back from antibiotic therapy. Their February 2021 review in the Journal of Alternative and Complementary Medicine indicated that “probiotics, therapeutic diets, and herbal medicines have been used to individualize SIBO management, particularly in recalcitrant cases,” and they called for more large-scale, randomized, placebo-controlled trials to better evaluate the efficacy of alternative therapies in SIBO management.

Greco, et al., found that, despite being underestimated because it mimics a Crohn’s flare, SIBO responds positively to antibiotic and probiotic therapy.

In a review in the Clinical Journal of Gastroenterology, Changqing Zhong, et al., showed thatwhile probiotics supplementation was ineffective in preventing SIBO, the treatmentdid effectivelydecontaminate SIBO, reduce hydrogen gas concentration, and relieve abdominal pain. And Lucia Redondo-Cuevas and associates followed up with a 2024 randomized controlled trial, published in the journal Nutrients. They found that an intervention group that received herbal antibiotics, probiotics and prebiotics in addition to standard antibiotic therapy and a low-FODMAP diet showed higher clinical remission rates than the control group.

SIBO is a multifaceted problem that may require a tailored and multifaceted solution. Breath testing is just the first step in getting a patient on the road to recovery.

Author

  • Lisa, a senior editor at EndoPro Magazine, has had a long career as an editor, writer and designer, with an emphasis on medical content.

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What You Need to Know

Artificial intelligence (AI) is rapidly reshaping healthcare. From diagnostics to patient care and administrative processes, AI is positioned to revolutionize the industry. Nine out of 10 organizations believe AI offers a competitive advantage.1 However, despite all the optimism surrounding its limitless possibilities, 70% to 80% of all AI projects fail.2 This rapid pace of change has left many healthcare professionals scrambling to adapt, facing a steep learning curve and significant role evolution. Many tasks traditionally performed by humans are now shared with or are entirely managed by AI, which has profound implications for daily operations and workforce dynamics.

The stats are striking: 43% of healthcare professionals feel they lack the skills necessary to thrive in an AI-driven landscape.3 This isn’t just a skills gap; it’s a pervasive sense of insecurity and disruption. A survey conducted by the American Psychological Association claims that 38% of U.S. workers are worried that AI could eventually take their jobs. Among these, 51% report work-induced mental duress, and 46% are considering seeking new employment.4 These figures highlight that, when implemented poorly, AI represents progress and opportunity for some, while for others, it’s a source of uncertainty, amplifying fears of obsolescence and compounding existing stress levels. Bridging that divide is essential for the healthcare field to move forward effectively—for workers and patients.

AI Skills Gap in Healthcare

AI anxiety isn’t just about technology. It’s about continually acquiring new skills, adapting to more complex job demands, and reconciling these changes with existing workflows. A recent survey shows that 61% of healthcare professionals feel overwhelmed by the need to upskill and meet AI’s demanding learning curve.5 This anxiety isn’t unfounded—AI doesn’t just augment tasks; it transforms them, making roles more dynamic yet often more complex.

According to a recent report, 67% of healthcare leaders are aware of the growing skepticism among employees regarding AI.6 They recognize that this is often accompanied by burnout and stress as professionals juggle existing responsibilities with the pressure to adapt to AI. Leaders face the daunting challenge of fostering a supportive environment while also championing technological advancements.

A significant trust gap exacerbates the AI skills gap: 46% of healthcare workers report a lack of trust in their leadership during this transition.7 This distrust often results in higher turnover rates, as employees seek stability elsewhere rather than navigate uncertain waters. This is particularly problematic in an industry where consistency and employee retention are critical to delivering high-quality patient care.

The Financial Stakes of AI Adoption

On paper, AI adoption is a no-brainer for any business, including healthcare organizations looking to cut costs. Through improved efficiency and automation, AI could save the healthcare industry $150 billion annually by 2026.8 However, these savings are contingent on successful implementation and adoption. AI’s potential benefits may never fully materialize without a properly trained workforce.

Companies should take a pragmatic and strategic approach to reducing the financial risks tied to the high failure rate of AI projects. This means carefully choosing options that closely align with business goals and offer clear, measurable results. High-impact, feasible projects that can deliver quick wins can help build confidence and attract further investment.

There’s a compelling financial case for investing in AI literacy. The cost of replacing employees is up to six times higher than the cost of retaining employees through retraining.9 For hospitals with an annual turnover rate of 21%, this can translate to significant financial loss.10 Without adequate AI literacy programs, organizations face the risk of losing skilled employees to burnout or job dissatisfaction, which could undermine the very efficiency gains AI promises.

The Need for AI Literacy Programs

Properly implemented AI literacy programs can bridge the trust gap between employees and leadership, reducing turnover and enhancing morale. Training provides a sense of stability and shows employees that they are valued and supported. In fact, 57% of employees are actively seeking AI training from their employers, indicating a willingness to engage with AI if properly guided.11

AI-trained teams not only experience a boost in morale but also see productivity gains of up to 40%.12 As a result, AI literacy programs offer a dual advantage—enhancing both employee well-being and operational efficiency. For healthcare organizations, developing a workforce skilled in AI technology leads to improved patient outcomes, more streamlined operations, and a stronger competitive position in an increasingly AI-driven market.

The Case for Reskilling

In the rapidly evolving landscape of healthcare, AI is more than just a tool for innovation—it’s a catalyst for sustainable growth. However, for AI to truly deliver its transformative potential, healthcare organizations must prioritize AI literacy within their workforce. AI disruptions should present opportunities for proactive reskilling and upskilling. Instead of reshuffling headcount, healthcare leaders should invest in AI literacy programs that equip their existing teams with the skills needed to navigate AI-driven changes.

AI has the potential to streamline tasks, reduce operational costs, and enhance patient care. Yet, these benefits hinge on having a workforce that can adapt to AI’s complexities. By investing in AI literacy, healthcare organizations can preemptively address the challenges posed by AI, fostering a more resilient and skilled workforce.

Navigating AI Adoption Effectively

Skepticism toward AI is common, particularly in healthcare, where professionals may worry about AI’s reliability, ethical implications, and impact on patient care. Building trust starts with transparency—leaders should clearly communicate AI’s role, benefits, and limitations. Additionally, including employees in AI adoption strategies can foster a sense of ownership and mitigate fear of the unknown.

Healthcare professionals often face significant hurdles when moving from familiar legacy systems to AI-powered platforms. The transition can be overwhelming, requiring employees to adopt new workflows, understand data-driven decision-making, and manage AI-enhanced tools. AI literacy programs can ease this transition by offering education that builds technical skills and confidence. This would enable employees to embrace AI with fewer disruptions.

As AI automates routine tasks, healthcare professionals may feel their roles are at risk. To retain talent, organizations should communicate AI’s role as an augmentative tool rather than a replacement. Upskilling programs that emphasize how AI can complement human skills help employees see AI as a valuable ally, not a threat, which can boost retention and engagement.

Effective AI transformation requires a holistic approach, where a commitment to human development matches technological advancements. By focusing on reskilling, organizations can balance AI’s efficiencies with the need to cultivate a knowledgeable and adaptable workforce. This holistic approach nurtures trust, boosts morale, and supports long-term career development.

The Path Forward for Healthcare

Ultimately, AI is a transformative force with immense potential for healthcare, but it also poses significant challenges if not managed well. Organizations that invest in AI literacy programs and prioritize their workforce will be better positioned to harness AI’s full benefits. The stakes are high, and healthcare leaders must tread carefully, balancing innovation with compassion and foresight.

For healthcare organizations to thrive in the AI era, leaders need to take a proactive stance on AI literacy. Implementing comprehensive training programs is no longer optional; it’s a necessity. By preparing their workforce for the future, healthcare organizations can not only mitigate the risks of AI disruption but also lay the groundwork for a more resilient, productive, and engaged workforce that’s ready to navigate the complexities of an AI-driven healthcare landscape.

Maintaining a competitive edge in today’s AI-driven landscape requires a purposeful approach. It’s not simply about getting on board with the latest technology; it’s about bending it to align with your strategy and desired business outcomes while ensuring your AI data readiness supports a roadmap that leads straight to success.

Ultimately, a sustainable AI transformation in healthcare must extend beyond technology to include the human elements of trust, morale, and professional growth. By investing in AI literacy programs, healthcare organizations can build a workforce prepared to navigate the future—ensuring that AI’s transformative potential benefits both employees and patients alike.

References

  1. Tprestianni. “131 AI Statistics and Trends for 2024.” National University, 1 Mar. 2024, nu.edu/blog/ai-statistics-trends/#:~:text=According%20to%20research%20completed%20by,priority%20in%20their%20business%20plans.
  2. Rschmelzer. “Top Reasons Why AI Projects Fail.” Cognilytica, 26 Dec. 2023, cognilytica.com/top-10-reasons-why-ai-projects-fail/#:~:text=The%20Shocking%20Truth%3A%2070%2D80%25%20of%20AI%20Projects%20Fail!,-Despite%20the%20buzz&text=Not%20surprisingly%2C%20there%20are%20a,ways%20to%20navigate%20these%20challenges.
  3. “Tech skills shortage still a major challenge for healthcare industry, finds GlobalDat”; 16 November 2023; globaldata.com/media/pharma/tech-skills-shortage-still-major-challenge-healthcare-industry-finds-globaldata/.
  4. Lerner, Michele. “Worried about AI in the workplace? You’re not alone.” American Psychological Association, apa.org/topics/healthy-workplaces/artificial-intelligence-workplace-worry. Accessed 30 July 2024.
  5. Kasyanau, Andrei; “Implementing AI In Healthcare Requires Overcoming These Five Challenges”; 16 July 2024; Forbes; forbes.com/councils/forbestechcouncil/2024/07/16/implementing-ai-in-healthcare-requires-overcoming-these-five-challenges/.
  6. Thomas, Nick; “AI has a big future for healthcare but only if workers can embrace it: report”; 16 July 2024; Fierce Health; fiercehealthcare.com/ai-and-machine-learning/ai-has-big-future-healthcare-only-if-workers-can-embrace-it-report.
  7. Southwick, Ron; “Nearly half of healthcare workers don’t trust their leaders”; 17 January 2024; Chief Healthcare Executivechiefhealthcareexecutive.com/view/nearly-half-of-healthcare-workers-don-t-trust-their-leaders.
  8. Andre, Dave; “60+ AI Statistics in Workplace: 2024 Trends and Predictions”; 26 July 2024; All About AI; allaboutai.com/resources/ai-statistics/workplace/.
  9. Machuel, Denis; “Why investing in talent can pull us through a polycrisis”; 16 January 2023; World Economic Forum; weforum.org/agenda/2023/01/davos23-invest-in-talent-future-of-work-polycrisis/.
  10. Coleman, Jonnathan; “Healthcare Turnover Rates [2024 Update]”; 21 May 2024; Daily Pay; dailypay.com/resource-center/blog/employee-turnover-rates-in-the-healthcare-industry/.
  11. Machuel, Denis; “A majority of workers want AI training from their companies. We must empower them”; 23 January 2023; World Economic Forum; weforum.org/agenda/2024/01/ai-training-workforce/.
  12. Somers, Meredith; “How generative AI can boost highly skilled workers’ productivity”; 19 October 2023; MIT Management; mitsloan.mit.edu/ideas-made-to-matter/how-generative-ai-can-boost-highly-skilled-workers-productivity.

Author

  • Justin is author of the book, "The Language of Deception: Weaponizing Next Generation AI." He is also the creator of Sociosploit, a research blog that examines exploitation on the social web. He is co-host of Cyber Cognition, a podcast focused on the rapidly evolving technical landscape of artificial intelligence and machine learning.

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A Comprehensive Overview

Mucosal integrity (MI) is essential for maintaining esophageal health. It refers to the esophageal lining’s ability to act as a critical barrier, preventing harmful substances, such as stomach acid, bile, and pepsin, from penetrating the tissue. A healthy mucosal barrier in the esophagus neutralizes harmful agents. However, when the mucosal barrier is compromised, these substances can penetrate the tissue, leading to symptoms such as heartburn and chest pain. In severe cases, this can lead to esophageal damage and conditions like esophagitis, Barrett’s esophagus and esophageal cancer.

Assessing mucosal integrity is crucial for diagnosing and managing esophageal disorders. Traditional diagnostic methods, such as pH monitoring and biopsies, are valuable but have limitations. Stand-alone pH monitoring may miss acid reflux events and provides only a limited snapshot in time, while biopsies are invasive and may not capture the full extent of mucosal damage.

Author

  • Stuart is vice president at Diversatek Healthcare, specializing in GI motility, reflux testing, endoscopy, and mucosal integrity studies. With 25 years of experience in the medical sales and healthcare industry, he has held leadership roles at Diversatek Healthcare and Medovations, Inc., focusing on driving innovations in gastrointestinal healthcare.

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If So, Ask, ‘Who Am I Lifting Up Today?’

Are medical leaders making their teams feel empowered? Or do they make them feel small, lost and broken? The evidence suggests that medical professionals today are being marginalized, increasingly alienated and made to feel insignificant. Increasingly, large organizations are becoming “systems,” and every day, professionals are faced with difficulties in practicing their professions in authentic ways. This seems to be happening everywhere.

Medical Professionals Don’t Feel Respected by Their Leaders

In San Jose, California, 450 doctors in the Santa Clara County Health System organized and threatened to strike due to worker shortages, outdated and substandard equipment, unsustainable workloads, and a backlog of hundreds of patients waiting for basic services. In October 2022, the group agreed on a contract over untenable working conditions. This contract, which took more than two years to negotiate, focused primarily on professional workload and wellness. It was finally completed just days before the physicians were due to go on strike, which would have jeopardized healthcare services for the people in that region.

In addition, the healthcare professionals cited “dismissiveness” by leadership as a primary reason for their actions. In other words, these professionals did not feel respected, according to Tran Nguyen in the San José Spotlight. In fact, a recent survey of those physicians revealed that two-thirds of them did not plan on staying with the organization. Three out of five of those planning to leave cited not being respected by management as the reason. Another physician leader interviewed by this writer stated: “I am not just a body that can be replaced by another body! We physicians are in a toxic environment today. I have never seen such pathology in the industry that I am seeing today.” But this same physician also provided some optimism: “There is nothing you can get yourself into that you can’t get yourself out of.”

Nurses do not seem to be faring much better. A year ago, nurses in Minnesota were threatening a strike, and those in New York staged and ended a three-day walkout, per the New York Times. The issues? Poor working conditions, staff burnout, cost-cutting by administrators, long patient-wait times, slow service due to staffing shortages, and overworked caregivers.

I spoke to one ICU nurse who said, “I can provide better care when I am not constantly afraid of harming the patient due to being overworked.” Nurses are not feeling respected by their leaders, their patients, or their patients’ family members. They are being taken for granted and no longer feel the joy in their profession. To make matters worse, like the physicians’, nurses’ pay increases have been minimal and are not commensurate with the increases in their workload.

Highly trained nurses, doctors, other healthcare professionals, educators and administrators are leaving their professions in droves. In studies in the U.S. specifically, 50% of workers reported feeling stressed at their jobs on a daily basis, 40% as being worried, 22% sad, and 18% angry, according to Leah Collins on CNBC. Depending on which studies you read, professional burnout is a significant consequence, impairing professional capacity to meet the ever-increasing challenges of daily work, with some professions experiencing 40%-60% burnout rates.

An Opportunity for Outstanding Leaders

All of this is a huge opportunity for leaders who want to encourage outstanding performance. The gift of leadership comes with a responsibility to lift others up—to help them be amazing in their own work. It is not meant to elevate yourself.

One CEO client kept a small box with a dollar sign on it on his desk. He let it be known among his executive staff that any executive that was quoted, interviewed or who got their photo in the local news would have to pay a fine of $100 in the box. His message to the execs was clear and unambiguous: “It is not your job to shine.” In his thinking, it was the leader’s job to make the professionals shine, to help people become wildly successful beyond their own expectations.

Ordinary leadership is when you use your leadership position to serve the company, and the customer. Extraordinary leadership is when you use your leadership position to serve the company, the customer, and the people who follow your leadership—those who do the daily work.

Offer Them a Choice

Of course, we can never know what is best for another person. But as leaders, it is our job to help them achieve great things. To do that, we need to nurture in them a full belief in themselves. By nurturing that belief, we are wielding a significant power to bring about change in others.

Of course, some people are satisfied with the ordinary. Escaping the comfort zone of mediocrity is a huge leadership challenge! The quest for outstanding results often surpasses those who will do nothing to threaten their security and comfort with their current existence.

People have no obligation to live up to our expectations of them. That is their choice. It is the leader’s job to offer choice, and then offer the respect that every human being deserves, regardless of their decision. Sometimes those who choose to be disengaged should find their calling somewhere else, and leaders can help make that happen.

Being Intentional: Making and Keeping Promises

One of the most important results of an outstanding leader is their influence on those who are willing to engage in the work of the organization. Whether that be few or many, it is the most rewarding result of good leadership. Those who live their lives with great intentionality usually leave others behind.

When we move from manager to leader, we are moving from serving the organization to serving the needs of the people in the organization. As we serve and guide them, they will be more intentional in serving the organization and its customers.

To cultivate high levels of engagement and reduce burnout, the best leaders make promises about how they will lead—and then keep those promises. Five promises stand out:

  1. I will listen to you, to better understand your wants and needs as a professional. Let’s make sure you have what you need to be successful. Outstanding leaders take the time to know what their professionals need to get things done well.
  2. I will always welcome your advice and suggestions and treat your advice respectfully and seriously. If we disagree, I will say so and tell you why. Outstanding leaders understand that professional disagreement is not personal. It is necessary to achieve the best outcomes over time.
  3. I will work to make you successful beyond your wildest dreams. Outstanding leaders know that when their professionals are successful, they too are successful.
  4. I will make sure you are compensated competitively and respectfully. Outstanding leaders understand that, while competitive compensation is not the most important goal of professionalism, it is absolutely necessary as a sign of respect for what professionals bring to the work of the organization.
  5. I will have your back if and when things go south. Outstanding leaders understand that true professionals want to do a great job. Leaders make sure that if things go wrong, unintended events impede results, and things don’t turn out as planned, the focus is on the process glitches, and not on blame and shame. They know that blame and shame are toxic to an engaged professional culture.

As a leader, you have significant power to lift people up, change the lives of those you lead, and nurture that intentionality. But you can only build teams of outstanding performing people if you first focus on becoming intentional yourself about how you lead.

Who are you lifting up today? Be intentional about it!

For article references, visit www.endopromag.com.

Author

  • Roger is an author and management consultant in Wisconsin with over 50 years in various executive and management leadership roles in several industries, primarily healthcare. He is the author of books on leadership, including “Owning the Room” and the recently published “Lead With Purpose: Reignite Passion and Engagement for Professionals in Crisis.”

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