by Ginny | May 7, 2017 | Practice Leadership, Strategic Planning, Team Development
Last week we left on the question, “Do you think your best work days are behind you or ahead of you?” Let’s follow that up with this question from my YBY [Your Best You] Appraisal System. On a scale of 1-5 with 1 being you’re not effective at all & 5 being you totally rock, exceeding expectations on all levels, how would you score yourself at work?
I like this method of scoring because it encourages continual growth and challenge, as opposed to the traditional 1-5 where 1 is an F for failing grade and 5 is an A for excellent work. The traditional approach measures each person’s performance while the YBY method scores each person against potential. Your potential gap will always be bigger than your performance gap. YBY scoring sets people up to see #5 as a moving target. The traditional scoring puts people on a fixed path that can lead to mediocrity and boredom. Studies repeatedly show that employees want to know they are making forward progress. It then stands to reason that we must provide challenges that create this opportunity if we are to support the development of our team members as they become the best versions of themselves.
Dentistry is changing at the speed of light offering many new treatment options for patients. For your practice to continue to perform at a pace that gives you the freedom to practice the way you choose, it’s critical that your team is with you, committed to a path of excellence and continual improvement.
My first goal is to help the team see their role and level of contribution must go beyond job performance of their essential duties. The leaders’ role is to establish an environment that supports continued growth as well as a mentoring system to support team members through a four-part system for continual growth and development including:
This assessment protocol is a game changer. When you move the needle so that consistent above average performance earns you a 3 out of 5, you can expect an immediate reaction from your employees. Set your team members up for success by preparing them for this new strategy that raises the bar on the old status quo. Challenge your team to step up and embrace the concept that “good enough, just isn’t” in your practice. To take a team from Good to Great, you must have team buy-in. That comes when your team is prepared to see challenge as opportunity.
Here’s a good place to start
Make a list of your current team members and write down the number from 1-5 that you think represents their performance level. Your criteria are as follows: 1 =Marginal Performance 2 = Usual, Average Performance 3 = Above Average Performance 4 = One Step Ahead Performance 5 = On the cutting edge, consistently challenging self Not sure how to choose a score? Look at each name: Does this person continually take action and strive to do better? [score 4] Are they generally coasting based on their good past performance? [score 3] Are they stuck at status quo, going through the motions? [score 2]
What can you do to create the right environment to inspire your team members to see themselves on a journey to excellence? How can you guide them to set their ego aside and own a score of 3, while enthusiastically committed to improving that sore to a solid 4?
This approach isn’t for everyone – you may be perfectly content with team members who score 2 or 3 in the grid above. If that’s the case, carry on, you’re in a good place right now. On the other hand, if you just know in your gut that you want more and you’re capable of more, listen to that voice and don’t settle for less. Be the boss that your team will remember as the one who challenged me to be the very best version of myself.
Take the YBY Challenge by downloading your copy here. I believe you’ll find it’s a game changer.
by Ginny | Apr 30, 2017 | Inspiration, Practice Leadership, Team Development
I enjoy the opportunity to speak to many team members around the country and to learn about their goals and dreams as well as their frustrations. It’s in those interactions that breakthroughs often occur. One person recently told me, “I worked for that doctor for over 15 years and he never once did anything for me.” Wow, where do I begin? I decided to listen and learn this person’s perspective.
“Courage is what it takes to stand up and speak up – courage is also what it takes to sit down and listen.” Winston Churchill is the genius behind this quote that teaches the value of quiet strength and wisdom.
I’m a big fan of Stephen Covey’s 7 Habits of Highly Effective People; in this case, I was practicing the Seek First to Understand, then to be Understood habit. Once I gain a better understanding, I’ll be able to ask the questions that will give the other person the courage to stop making their case for unhappiness and instead face the future with renewed enthusiasm.
When this woman was finished with her story, I asked:
Question #1: “Now that you’re with a new practice, why is this coming up?”
Her answer, “My new doctor is doing reviews, which the former one never did. We’re talking about me, which is good, but my new doctor doesn’t appreciate all I know, all I do and how good I am. He just wants me to do more.”
I then asked question #2: “Are you happy in your work?”
She responded, “Lately, I’m feeling frustrated and bored at work. I rather be appreciated for what I do now than have to attend meetings to learn more.”
And finally, question #3: “Do you think your best work days are behind you or ahead of you?”
Her energy changed as she was very quick to respond, “I’ll probably work for another 15 years, so I sure hope they’re ahead of me!”
Whoop, there it is! That’s the enthusiasm I was hoping was still there, although masked by her own ego and disconnect with the new doctor’s vision.
Enthusiasm is what fuels our passions to create, to enjoy our work and to take our personal and team performance to the elusive next level. Enthusiasm isn’t about what we have – we can be appreciative of what we have or have accomplished. Enthusiasm exists for what’s to come, where we’re going, what we’ll achieve next. Enthusiasm is about the future. I’ve met this woman many times through the years; her name and face have changed, but her story remains the same.
How about you? Have you met this person, unhappy in the present, not sure how to move forward? The choice is to step up or to step out of the practice.
by Ginny | Apr 16, 2017 | Inspiration, Practice Leadership, Strategic Planning, Team Development
TEAM FIRST!
Gratitude shows up in many ways. About ten years ago I was invited to speak to a group of referring dentists celebrating the retirement of an orthodontist who had practiced for over 50 years.
I asked this doctor, “How many families would you guess you have you supported during your career?” He answered that he wasn’t sure how many patient families he had treated.
“Not patients” I responded, “I am wondering how many team members you have helped support their families.”
I was surprised when his eyes got teary and he told me he had never even considered that question. He then thanked me for the gift of the question that made his heart so happy. This was a moment I’ll never forget.
It’s often said, that in business your people are your best competitive advantage. Some even describe employees as your human capital. While true, I think the value your team brings to you, your patients and your practice far exceeds those descriptions. Dentistry is a team sport, you can’t do it all by yourself. Your team members are essential to your success and they should be the beautiful representation of the face, the voice and the essence of your practice. Don’t settle for any less.
...his eyes got teary and he told me he had never even considered that question. He then thanked me for the gift of the question that made his heart so happy.
In my experience, if you wish to provide world-class care and service to your patients, you must first:
- Provide world-class care to your employees; they are basically your first clients
- Treat them well – Care about them and their families
- Establish clear boundaries and guidelines via a policy & procedures manual, and protocols
- Support team member growth and development within their roles in the practice
By recognizing and rewarding the behaviors and deliverables that you want to be repeated, you will be proactively nurturing the seeds of success while creating a culture of gratitude.
Your team may change through the years; your systems, protocols, and boundaries should grow with the practice and support a win-win environment. It’s near impossible to be in a state of appreciation and annoyance at the same time. Lead with appreciation and gratitude.
Doctors often tell me they are grateful for the team, but they don’t know what to thank people for since they spend their days focused on patient care. I have a favorite activity to share with you that increases awareness and the opportunity to lead with gratitude.
Download a copy of The Gratitude Initiative. Give it a try and let me know what you think. #PIVOTstrategy
by Ginny | Feb 24, 2014 | Communication, General, Innovation, Practice Leadership, Strategic Planning, Team Development
As I visit dental practices I believe we’ve all been reaping the benefits of a kinder, smarter, more collaborative female perspective. It would seem women have realized the power and influence we have to create a healthier workplace and we are stepping up to the opportunities at hand. Read the full text of this article from the Spring 2014 Excellence in Dentistry Magazine Breakthrough Communication Success is both my passion and the title of my presentation at the 2014 Excellence in Dentistry Annual Spring Break Seminar Opening Day, Thursday April 10, 2014 in Destin, Florida . Please join me as it’s now up to us as leaders to embrace this new perspective and recognize the opportunities at hand. Forget follow the leader, let’s “Be the Jones” and lead our teams on purpose.
