Which Emotion Do You Lead With?

Which Emotion Do You Lead With?

Where’s your focus at work?

While for many this seems like a rhetorical question, it’s a valid reality check that determines both your level of happiness at work, the results you can achieve and the degree to which your patients will recommend you to their family and friends. The emotion you lead with makes a difference.  Let me explain my recent experience.

My mother was in the emergency room with a developing situation requiring her to be hospitalized. I think it’s safe to say that anyone who has visited an emergency room with a loved one knows the whirl of emotions that both the patient and family members are feeling. The urgency of the experience is palpable and the faces of those waiting in the ER show the concern and anxiety in play.

Adding to this apprehension, the ER can often be bursting with patients seeking treatment, creating a situation that presents a challenge to the team of medical professionals at hand. Like all challenges in life, the ER team can see this reality as a burden or an opportunity. That choice determines the experience for doctor and patient.

Imagine this scene:

Your Mom is in the ER, a nurse is in the process of placing an IV and a doctor storms into the room. Oblivious to the nurse, he places his hand on your Mom’s back forcing her forward so he could listen to her breathing while asking a series of questions in a staccato rhythm.

Now consider two questions in that moment:

1. What emotions do you think the patient is feeling?
2. What emotions do you think the doctor is feeling?

A few minutes later, the ER team changed shifts and a second doctor entered the room. He smiled, introduced himself to your Mom then knelt by her side asking, “How are you feeling?” He took a moment to listen to her answer. He then asked all the same questions the first doctor had asked.

Consider the same two questions:

1. What emotions do you think the patient is feeling?
2. What emotions do you think the doctor is feeling?

Here’s an actual rhetorical question: Which experience do you want for yourself and for your patients?

With that in mind, how well are you delivering the best experience on a consistent basis? Not just when it’s easy, but when you are running behind, stressed or understaffed? Have you talked about purpose with your team? There may be a great opportunity here for you to talk with your team and help them come together to see their primary purpose at work and how they can support each other in this purpose.

As my Mom’s staunch advocates, we reported the first doctor’s behavior to the nursing supervisor who genuinely understood our concern and offered her apology. Turns out the nurse had also reported the doctor’s behavior. The first doctor returned to the room, stood in the corner and said, “I’m sorry that you were upset. I am very busy and was just trying to do my job.” A classic non-apology, apology. I reached out to him to explain that a more empathetic approach would benefit him as well as the patient, may only have taken an additional 30 seconds and would have been rewarding for him. He didn’t get it. He left as harried as he entered, maybe even a little more. I was sad for him.

“Let’s do things not only to create progress… but to create purpose. Purpose is that sense that we are part of something bigger than ourselves, that we are needed, that we have something better ahead to work for. Purpose is what creates true happiness.”

~ Mark Zuckuerberg, CEO of Facebook

Thankfully, my Mom is home and well, with this experience behind her. This was a cautionary tale demonstrating the power that purpose brings to our ability to create happiness in our daily lives. We all face challenges; how we respond to these challenges is the difference between fulfillment and frustration.

We all have stressors in our life. Have you noticed that some people can keep an even keel and move gracefully through the process, while others get caught up in the urgency, losing themselves in the process? I believe the most destructive impact of stress is that it can blind us from the freedom we have to choose our next steps and move forward on our own terms, creating a culture that embraces joy, gratitude, empathy and respect.

Your practice culture can’t simply be announced, it must be earned one day at a time.

Here’s a challenge for the coming week:

Talk with your team about the freedom of choice you have to choose the emotions you will lead with and to determine where your focus will be at work. Identify potential stressors in the day at your morning huddle and set an intentional plan of action that will build the culture you all want to live and work in. Proactive planning will be a powerful tool for your team.

My best,

How to Hire Right … The First Time

Hire Right 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