THE INDUSTRIAL REVOLUTION IS OVER. The world has changed. We see this change at every turn as technology influences all aspects of our lives. For those of us whose parents raised us on the value of a great work ethic, it’s important to recognize and respond to the fact that the Industrial Revolution is over. With all due respect to our well-intentioned parents, a great work ethic is no longer enough. Today you must engage both your employee and your client’s hearts and heads to effectively connect and create practice growth and success.
After all the cutting edge education and sexy technology is in place, the magic doesn’t happen until your people engage. A Blessings White study done in 2011 reveals that only two of every six employees is truly engaged in the vision and mission of the business. Engagement then is the single biggest leadership challenge that business owners and managers face these days.
A recent INC Magazine article spotlighted the most effective leaders today realize that the workforce no longer responds to the Oz model of leadership; the all knowing, all powerful doesn’t play anymore. We’ve moved from The Age of Autocracy and leaders like Jack Welch in the 80s through The Age of Empowerment with leaders like Meg Whitman in the 90s and we’re now firmly in The Age of Nurture with leaders like Tony Hsieh of Zappos and Whole Food’s John Mackey.
We hear a lot about Culture these days, especially some very famous companies that differentiate themselves with their culture. For example, Apple has a culture of innovation. Zappos’ culture is to “Deliver Happiness.” Fed Ex and Southwest Airlines are companies that have very strong cultures. It’s important to remember 3 things regarding your culture:
- Culture is not a program, it’s a core belief that has staying power and could last forever
- Culture is your differentiator; it’s why your team and your patients will choose you over another practice.
- Culture cannot be bought; it develops from the inside out, with habits over time.
In my upcoming webinar as part of the Patterson Dental Practicing With the Masters Series, I am challenging attendees to ‘BE the Joneses.” The challenge is to stop playing follow the leader and instead to lead on purpose. My intent is that you lead both deliberately (on purpose) and meaningfully (with a focus on your own unique purpose). Once you’ve come together to fully understanding Why You Do What You Do & Who You Are Being When You Do It, your systems, protocols will create structure around your culture.
Please join me on Thursday, August 22, 2013 at 11:00am Central
I was thrilled to be invited to participate in Dental Products Report‘s Morning Huddle eNewsletter. We recorded a series of videos that will be shared with the DPR audience. DPR’s Editor-in-Chief Thais Carter coordinated the video shoot. Topics included: Let’s Talk About… The Heart of the Matter, The Power of Focus, Energy Breeds Resuls, Team Meetings, Success in Difficult Conversations and Breakthrough Communication Success. I’m excited for the series launch and to hear your feedback and best take aways
DPR Editor-in-Chief Thais Carter with Ginny Hegarty
It’s easy to tap into your inner child during the holiday season. Once the visions of sugarplums have finished their dance, bring that ‘3-year old you’ into your business and let that child loose to ask “why?, why?, why? as 3-year olds do.
Pepper yourself and your team with questions about why you do things the way you do them. Step back, take a minute, think it through…
- is there a better way?
- a smarter way?
- an easier way?
- a less expensive way?
- Is this guideline helping us or holding us back?
- Is the reason for this policy even valid anymore?
- Does this guideline fall short given all the new technology in place?
- Does this policy apply with this new team we have?
- Are we stuck in the past and missing opportunities?
- Is our communication clear enough that our expectations will be met?
- Does my team know what I need from them?
- Does my team know how to evaluate their effectiveness?
- Does my team have the resources, training and support they need and deserve?
- Am I aware of all of the new federal and state guidelines that I must be following?
The quality of your answers will be a direct result of the quality of your questions. Shake things up and start 2013 off with a brand new energy! Challenge your team to come up with great questions and plan a brainstorming party. Yes, your strategic planning meeting should feel like a party as you create an energy that excites and inspires you to build a blueprint for success in the New Year.
Objectivity can be elusive… Want help? … that’s what we do. Click here for information on our team workshops and consulting services: http://bit.ly/UgEjtW
“Rewrite the Rules – Don’t Just Create More Exceptions To Them” – Jeffrey Hollender Cofounder, Seventh Generation
1. Communication (35%)
2. Immediate Manager (14%)
3. Valuing Employees (12%)
4. Trust (10%)
5. Culture (9%)
6. Satisfaction (8%)
7. Empowerment (5%)
8. Recognition (2%)
9. Development (2%)
10. Pay (1%)
Studies show that most managers make a hiring decision within 10 minutes of meeting a candidate and spend the rest of their time gathering information to support that decision. As a result, managers often hire people that interview well, look good on paper and can talk the talk. Those positive initial impressions don’t always prove reliable once it’s time to actually walk the walk and you can end up wondering “Who are you and what have you done with the person I interviewed just a few short weeks ago.”
“My team rocks! We’re not wasting valuable time in the search, we now quickly identify those candidates who both qualify and have the right motivation to be a member of my outstanding team. Ginny Hegarty’s process and assessments shine a light on so many of the details that I have missed when hiring in the past. Since using Ginny’s system we have been picking winners!” Dr. Keith Ogawa, Oregon
Did you know that 30% of new hires start looking for their next job after just 30 days? Or that 46% of new hires will fail within the first eighteen months? Turnover is expensive and will set you and your team back while chipping away at team morale too.
Your people are your practice’s best competitive advantage and that reality is truer today in the current economic environment than ever before. Realizing just how critical talent acquisition is to your practice success, it’s time to raise the bar on the recruitment process and implement a system and process that supports both the practice and team success.
If you’re ready to hire right…and on purpose... the first time, we should talk. I can offer hiring support that ranges from a hiring eBook to full on support of the hiring process. My hiring eBook The Hiring Process Simplified gives you a step by step process to follow along with interview guides that will have you feeling totally confident and able to conduct excellent interviews right out of the gate. Hiring assessments are also available that provide insight into your candidate’s behavioral style, emotional intelligence and core competencies such as reliability, dependability, and work ethic.
“Love it! Ginny Hegarty’s system really makes sense, gives us great direction and saves us so much time. I believe it helps us attract the best applicants and gives us much deeper insight, so we choose candidates that truly fit with our practice culture and philosophy.“ Dr. Clint Esler, Texas