Boca Raton Regional Hospital Using New Technology To Map Irregular Heart Rhythms Non-Invasively

BOCA RATON, FL – August 1, 2017 – Boca Raton Regional Hospital is the first in Florida and one of only five centers nationally to non-invasively map irregular heartbeats in patients with chronic atrial fibrillation and other arrhythmias who have not responded adequately to medication or prior ablation procedures. Atrial fibrillation (AFib) is a quivering or irregular heartbeat that can lead to blood clots, stroke, heart failure or other heart-related complications. A total of 2.7 to 6.1 million Americans are living with the condition.

The Medtronic CardioInsight™ Noninvasive 3D Mapping System, introduced at Boca Regional by Murray Rosenbaum, MD, Director of Electrophysiology at the Hospital’s Christine E. Lynn Heart & Vascular Institute and was first used in February of this year on an 84-year-old patient.

The system uses a 252-electrode sensor vest that is worn by the patient to match body surface electrical data with heart anatomy. The non-invasive technology creates 3D electro-anatomic maps of the heart by collecting electrocardiogram (ECG) signals from the chest, and combining these signals with data from a computed tomography (CT) scan of the heart. The vest technology contours to the patient’s body and allows for continuous and simultaneous panoramic mapping of both atria or both ventricles non-invasively prior to the procedure. The 3D maps can be created by capturing a single heartbeat and enable rapid mapping of these heart rhythms.

“This non-invasive mapping system has streamlined the clinical planning process for specialists like myself and has made it easy for patients to receive exquisite mapping results right at the bedside,” said Dr. Rosenbaum. “The technology allows mapping of certain arrhythmias with high accuracy prior to entering the cath lab so that the entire procedure can be planned before touching the patient.”

The most important role, Dr. Rosenbaum emphasized, is the fact that this technology offers a chance to rid atrial fibrillation when no other treatment is effective. This includes cases where initial ablation has failed, or in cases of persistent or chronic atrial fibrillation.

CardioInsight has the ability to locate with great precision what are called cardiac rotors. These points in the heart’s electrical system are analogous to the eye of a hurricane; around which electrical activity called initiating spirals rotate causing the arrhythmia. Using this new mapping technology, the electrophysiologist can position an ablation catheter on the rotor centers. In some cases a single ablation can terminate the atrial fibrillation and restore the heart to normal rhythm. With conventional treatment, hours of ablation over a large area of the heart are needed, and results
worldwide have been disappointing.

“The advantages of this new technology are material,” noted Dr. Rosenbaum. “It is a major paradigm shift in how we manage patients with chronic AFib and allows us to be more efficient and achieve better outcomes.”

The Medtronic CardioInsight Noninvasive 3D Mapping System at Boca Regional was made possible through a generous philanthropic gift by Ronald H. and Joanne Willens.

About Boca Raton Regional Hospital – Advancing the boundaries of medicine.
Boca Raton Regional Hospital is an advanced, tertiary medical center (BRRH.com) with 400 beds and more than 800 primary and specialty physicians on staff. The Hospital is a recognized leader in oncology, cardiovascular disease and surgery, minimally invasive surgery, orthopedics, women’s health, emergency medicine and the neurosciences, all of which offer state-of-the-art diagnostic and imaging capabilities. The Hospital is a designated Comprehensive Stroke Center by the Florida Agency for Health Care Administration (AHCA).

Media Contact:
Alexandra Schilling, 561.955.4706

Boca Raton asks court to toss third attempt at lawsuit over Chabad synagogue project

Two Boca Raton residents are trying for a third time to sue the city over a pending synagogue project in one of the city’s busiest areas.

Boca Raton is asking for the court to dismiss the lawsuit a third time after Gerald Gagliardi and Kathleen MacDougall challenged the legality of the project.

The two residents accuse Boca officials of bending land-use rules for a religious facility that they say would be a burden to neighbors.

U.S. District Judge Kenneth Marra threw out the lawsuit in March after dismissing it last summer, but Gagliardi and MacDougall filed an appeal in June. Their lawyers were not immediately available for comment Monday.

“It is past time to drop the legal shenanigans and let Boca Raton welcome the Chabad into the community,” Daniel Blomberg, a lawyer representing the Chabad of Boca Raton, said in a news release Monday.

City officials approved site plans in the summer of 2015 for the Chabad of East Boca’s $10 million, 18,000-square-foot synagogue and museum that was supposed to go into less than an acre at 770 E. Palmetto Park Road, a piece of undeveloped land east of the Intracoastal Waterway.

The beachside project, dubbed the Boca Beach Chabad and My Israel Center, gained approval by the city after the Chabad’s founder Rabbi Ruvi New

debuted the project in early 2015.

In response, Gagliardi and MacDougall, who live less than a mile from the site, sued the city in February 2016 claiming the city had given the Chabad special treatment. They also said the project would cause traffic and parking headaches for nearby residents.

More than a hundred people showed up to the initial Planning and Zoning Board meetings last year, some expressing similar concerns.

Due to a separate lawsuit by a neighboring real estate firm, a judge shot down the Chabad’s design for the synagogue and its museum. As of now, it is unclear when the project will move forward.

Bank robbery suspect arrested in Boca Raton

Bank robbery suspect arrested in Boca Raton. (MGN)

Boca Raton police arrested a suspect in an early morning bank robbery.

The robbery happened at the Valley National Bank on North Federal Highway.

Boca Raton Police say officers arrested the suspect along Spanish River Boulevard.

No word yet on whether the suspect had a weapon during the bank robbery. Check back for more information as it becomes available.

Are Millennials Really That Different From Other Generations?

Shutterstock

Roughly once a week, I’m asked, “Are millennials really that different from other generations?”

I figured it would make sense to share my response with you, distilled into four pivotal factors.

1. Generationally, we are different.

Millennials, individuals who are now between 18-35 years old, were born and raised with different inciting incidents (9/11), different economic factors (the 2008 market crash) and a different culture (helicopter parenting, car seats and more). These factors helped to mold us as a population.

Where baby boomers are loyal to their company and Generation X are more loyal to their careers, millennials’ loyalty lies with their community. We see work as a calling instead of a job, or even a career. Although subtle, this distinction does change the expectations we have of our jobs. Millennials show up looking to make an impact, be part of a team and do meaningful work — work that makes a difference in the world.

Millennials drive companies to challenge the status quo of how the workplace currently operates.

2. There is a new model for the world of work.

Over the last 40 years, as technology has enabled us to automate basic tasks, the type of work we’ve done has changed. We are no longer on the assembly line, making one widget repeatedly. We’ve moved from the Industrial Revolution’s working economy to the knowledge economy, where employees come up with creative solutions to complex problems.

It is no longer sufficient to simply know the task that needs completing. As a knowledge worker, we need to see the bigger picture, the purpose of our work and the problem it is solving,

Although this type of work is completely different, the model of work has yet to change. We are no longer working on assembly lines in factories; nevertheless, we are still expecting people to show up and clock into an office. Many companies are working off a broken model where you are measured by the time you put in versus the output of the work you produce. Millennials, the gig economy, and the future of work are calling for companies to focus on outcomes, not hours.

The old model, which is contradictory to the type of work we are asking people to do, is being questioned by millennials, as they are the first full generation to enter the workforce unbiased by the old, working economy way of work. 

3. The need for “on-demand” is on the rise. 

Millennials have grown up in an on-demand society with pretty much everything at our fingertips. Take a typical day in the life of a millennial, Katy.

Katy wakes up and realizes she’s out of milk, eggs and mouthwash, so she hops onto Amazon, and by the time she’s home from the gym, there’s a delivery at her door. She eats breakfast and orders her ride to work. While at work, Katy toggles between her work email, Gchat, text messages and seeing what everyone’s been up to on Facebook and LinkedIn. On her Lyft home, she orders dinner from her phone and gets it just in time to sit on her couch and choose from thousands of titles to binge watch for the night.

We live in a world where virtually anything can be taken care of in a matter of minutes, right from a device that’s the size of our palm. The impact on our habits and society is noticeable. Our need for instant gratification is at an all-time high. If we want something, we no longer understand what it means to wait.

It also plays a role in ballooning our expectations. Our social network is not an authentic place to connect with friends; instead, it’s become a place to promote the best version of ourselves, whether true or not, to the world. It’s now easier than ever to see what everyone in our social network is doing, where your friend just traveled for vacation, which friend just got a new job, which one just quit their job and went off on a three-month road trip, who’s been promoted and whose company just raised a bunch of money. In this world, the grass is always greener; it makes you examine your life and how it compares to the Photoshopped versions your network promotes on their feeds.

Our increased need for instant gratification — coupled with increased options and visibility to others’ success — drives millennials to seek success, contribution and personal growth at a more rapid rate than other previous generations. Technology has accelerated the millennial timeline.

4. Mid-life crises are accelerating.

Rob, like many teenagers, went to high school with the goal — as determined by his family, teachers and our society — to go to a good college. Once he accomplished this, the societal expectations were to get a good job. In order not to disrupt the status quo, and mostly because he’d adopted these expectations as his own, Rob found a good job.

Twenty years passed, and one day, Rob woke up asking himself, what am I doing? Why am I here, on this earth? What impact do I want to have on the world? What is my purpose?

Rob hit his mid-life crisis, a point in his life where he re-examined his goals and ambitions because for the very first time in his life, there was no one else to tell him what his goals should be. Now he’s got to figure them out on his own.

Due to a changing world of work, an increased need for instant gratification and a generation pre-disposed to seek purpose, millennials are starting to ask these very same questions two-to-three years into their working lives. The mid-life crisis has been moved up by 20 years and has become a quarter-life crisis.

We are asking at a younger age, “What do I want for myself and my life; what is my purpose?”

It also plays a role in ballooning our expectations. Our social network is not an authentic place to connect with friends; instead, it’s become a place to promote the best version of ourselves, whether true or not, to the world. It’s now easier than ever to see what everyone in our social network is doing, where your friend just traveled for vacation, which friend just got a new job, which one just quit their job and went off on a three-month road trip, who’s been promoted and whose company just raised a bunch of money. In this world, the grass is always greener; it makes you examine your life and how it compares to the Photoshopped versions your network promotes on their feeds.

Our increased need for instant gratification — coupled with increased options and visibility to others’ success — drives millennials to seek success, contribution and personal growth at a more rapid rate than other previous generations. Technology has accelerated the millennial timeline.

4. Mid-life crises are accelerating.

Rob, like many teenagers, went to high school with the goal — as determined by his family, teachers and our society — to go to a good college. Once he accomplished this, the societal expectations were to get a good job. In order not to disrupt the status quo, and mostly because he’d adopted these expectations as his own, Rob found a good job.

Twenty years passed, and one day, Rob woke up asking himself, what am I doing? Why am I here, on this earth? What impact do I want to have on the world? What is my purpose?

Rob hit his mid-life crisis, a point in his life where he re-examined his goals and ambitions because for the very first time in his life, there was no one else to tell him what his goals should be. Now he’s got to figure them out on his own.

Due to a changing world of work, an increased need for instant gratification and a generation pre-disposed to seek purpose, millennials are starting to ask these very same questions two-to-three years into their working lives. The mid-life crisis has been moved up by 20 years and has become a quarter-life crisis.

We are asking at a younger age, “What do I want for myself and my life; what is my purpose?”

The $165m home in Palm Beach, Florida — and other bargains

Generation Z has officially entered college. And just as the Millennials before them, this generation is disrupting the way learning happens in higher education. But these differences go beyond just a greater dependence on technology. Gen Z-ers tend to embrace social learning environments, where they can be hands-on and directly involved in the learning process. They expect on-demand services that are available at any time and with low barriers to access. And they tend to be more career-focused earlier on in their college careers.

A study done by Barnes and Noble College shows that today’s students refuse to be passive learners. They aren’t interested in simply showing up for class, sitting through a lecture, and taking notes that they’ll memorize for an exam later on. Instead, they expect to be fully engaged and to be a part of the learning process themselves.

In fact, Gen Z students tend to thrive when they are given the opportunity to have a fully immersive educational experience and they even enjoy the challenges of being a part of it. For instance, 51% of surveyed students said they learn best by doing while only 12% said they learn through listening. These same students also mentioned they tend to enjoy class discussions and interactive classroom environments over the traditional dissemination teaching method.

And the preference towards a collaborative learning environment isn’t just limited to in-person interactions. Instead, Gen Z is completely comfortable with learning alongside other students, even outside of their own school, using digital tools such as Skype and online forums.

And as a digital generation, Generation Z expects digital learning tools such as these to be deeply integrated into their education. For them, technology has always been a fully integrated experience into every part of their lives. And they don’t think education should be any different. They believe they should be able to seamlessly connect academic experiences to personal experiences through these same tools.

Additionally, they expect that these learning tools be available on-demand and with low barriers to access. For them, learning isn’t limited to just the classroom; it’s something that can take place at any time, anywhere.

And finally, access to unlimited new information has created a more self-reliant and career driven generation. In fact, 13% of Gen Z-ers already have their own business. And many are even taking this entrepreneurial spirit to drive changes in college curriculum, as they show a strong interest in designing their own classroom path in college. For those who haven’t started a business quite yet, early preparation is still key. In fact, nearly half of high school students have taken at least one class that counts as college credit.

Part of this change is due to the fact that they have more access to more information than the generations before them. By the time they’ve reached higher ed, they are already well versed in current events, music popular culture, and global trends. They are well aware of the world around them and are already beginning to think through what their place in it will be.

Generation Z is leading the change in how learning takes place. They are a driving force in the innovation of new learning tools, teaching styles, and unlimited access to resources. And they are proving that college is headed in a direction of a more learner-centric environment where students will become the directors of their own futures.

CHRIS SALAMONE

How Generation Z Is Shaping The Change In Education

Source : Forbes

Generation Z has officially entered college. And just as the Millennials before them, this generation is disrupting the way learning happens in higher education. But these differences go beyond just a greater dependence on technology. Gen Z-ers tend to embrace social learning environments, where they can be hands-on and directly involved in the learning process. They expect on-demand services that are available at any time and with low barriers to access. And they tend to be more career-focused earlier on in their college careers.

A study done by Barnes and Noble College shows that today’s students refuse to be passive learners. They aren’t interested in simply showing up for class, sitting through a lecture, and taking notes that they’ll memorize for an exam later on. Instead, they expect to be fully engaged and to be a part of the learning process themselves.

In fact, Gen Z students tend to thrive when they are given the opportunity to have a fully immersive educational experience and they even enjoy the challenges of being a part of it. For instance, 51% of surveyed students said they learn best by doing while only 12% said they learn through listening. These same students also mentioned they tend to enjoy class discussions and interactive classroom environments over the traditional dissemination teaching method.

And the preference towards a collaborative learning environment isn’t just limited to in-person interactions. Instead, Gen Z is completely comfortable with learning alongside other students, even outside of their own school, using digital tools such as Skype and online forums.

And as a digital generation, Generation Z expects digital learning tools such as these to be deeply integrated into their education. For them, technology has always been a fully integrated experience into every part of their lives. And they don’t think education should be any different. They believe they should be able to seamlessly connect academic experiences to personal experiences through these same tools.

Additionally, they expect that these learning tools be available on-demand and with low barriers to access. For them, learning isn’t limited to just the classroom; it’s something that can take place at any time, anywhere.

And finally, access to unlimited new information has created a more self-reliant and career driven generation. In fact, 13% of Gen Z-ers already have their own business. And many are even taking this entrepreneurial spirit to drive changes in college curriculum, as they show a strong interest in designing their own classroom path in college. For those who haven’t started a business quite yet, early preparation is still key. In fact, nearly half of high school students have taken at least one class that counts as college credit.

Part of this change is due to the fact that they have more access to more information than the generations before them. By the time they’ve reached higher ed, they are already well versed in current events, music popular culture, and global trends. They are well aware of the world around them and are already beginning to think through what their place in it will be.

Generation Z is leading the change in how learning takes place. They are a driving force in the innovation of new learning tools, teaching styles, and unlimited access to resources. And they are proving that college is headed in a direction of a more learner-centric environment where students will become the directors of their own futures.

Labels In The Workplace: Don’t Make These Mistakes

Source : Forbes

A friend recently tagged me in a post on LinkedIn to gain my HR insight after a LinkedIn connection of hers had shared a recent recruiting experience.

A recruiter had recently reached out to him to see if he was interested in a position. Typical stuff, right? After going through interviews and completing assessments, the recruiter gave him some unfortunate news. In short, he’s highly skilled and an excellent candidate, but based on his DiSC profile (another personality assessment) results, they fear he won’t be empathetic because he’s a “D,” which stands for “dominant” and that translates as direct, decisive and determined.

This job hunter was forced to promptly discontinue his job search with this company.

This LinkedIn post — or rather, the hiring manager’s logic — rocked my little HR soul.

Here’s why.

Personality Assessments Are Fancy Labels

The problem with labels is that they’re simply shells that contain assumptions. The workplace is laced with labels.

Think about all the different labels we receive at work: DiSC and Myers-Briggs profiles, position title, and words and phrases like: leader, high performing, bad employee, smart, weird, idealist, liberal, difficult to work with, loud, abrasive, kind, married, single, LGBT, etc.

Those are just a few labels I’ve heard leaders use when discussing an employee. These are also labels that we carry with us. The problem with these labels is that they both help and hurt us. Here are a few ways labels may be helping and hindering progress with your performers or potential performers.

How Labels Help

Self-identification: Identification labels help to identify who we are and what we stand for. I can recall reading the results of my own personality assessments and exclaiming, “This is soooo me!” Of course, the test results explain who I am so much more eloquently than I could. This is a natural journey of self-discovery and awareness. Embrace it, enjoy it and learn from it.

Connections: After uncovering more of who you are, the ability to attract others like you is much easier. Stop and think for a moment: How many people in your inner circle are the exact opposite of you? Think about the team you lead. Think about your work friends. This is all good because we are made to connect, and personality tests and other identifiers (like political associations, academic affiliations and social causes) help us link to people who “get” us.

Communities: Once we have a connection, we can create communities. Community is about a feeling of fellowship and the sharing of common interests. Identification is the invitation to connect with others who are like you. It’s a glorious feeling of they get me.

How Labels Hurt 

Rejection: There’s a funny phenomenon that occurs as like minds connect. They also tend to reject differing minds. Once we identify with who we are, we seek and attract more of who we are. This forces us to unconsciously resist the thoughts, ideas, perspectives and beliefs of others. When rejection happens at work, productivity diminishes. When you’re going round-and-round in a meeting about the same topic, stop. Think to yourself, What am I rejecting here?

Limitations: The truth about people is that we’re complex, multifaceted and multidimensional, so labels tend to limit the vast greatness that lies inside us all. Like the hiring manager who thought the candidate wouldn’t work because of his DiSC profile results. Does this mean he can’t be empathic, too? Absolutely not. But labels are inherently built with blinders. Make it a good practice to check your blinders. Don’t limit potential based on an unsubstantiated label.

Assumptions: I know it’s easy and requires little to no effort to make an assumption, we do it all the time. This can come back to bite us because assumptions are full of invalid opinions. Labels lead us to make assumptions because labels eventually turn into stereotypes. Avoid assumptions. My biggest pet peeve about labels and assumptions is that it assumes an individual can’t change, learn and grow.

In the end, I hope we — leaders, individuals, and collective teams — all learn from the mistake of this hiring manager. The lesson is to use the individual’s identity to make a connection. From the connection, don’t assume but ask questions. Inquire and ask a question about that gut feeling that’s making you hesitate to move further with a candidate, partner or idea. Labels are absolutely helpful for bridging gaps and making connections. Labels are also harmful when we fail to seek to understand.

How have labels affected you at work? Will you look at labels differently?