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March 1, 2020

False Assumptions!

False assumptions run rampant and are often negative.  Mary leaves at the end of the day without saying goodbye!  I know what that meant!  She must be upset!  How do I know?  Because I would never leave without saying goodbye – unless I was upset!

What happened here?  I judged her behavior and assigned meaning based on what it would mean if I exhibited that same behavior.  Maybe, just maybe, Mary had an important appointment she was in a hurry to get to…or maybe she had a hot date!

Consider these other familiar interactions:

A co-worker with whom you normally have lunch doesn’t make room for you to sit with them.  Do you assume something must be wrong?  In their reality, they likely assume that you would have asked them to make room or would have made room for yourself if you wanted to join them.

A co-worker asks you to do something in a different way.  You’ve tried it that way before and it didn’t work.  Do you refuse?

You have an encounter with a brother, sister, parent, child or spouse where there is a disagreement because of a difference of opinion.  Of course, you believe you are right, and they are wrong!

We have surely all experienced scenarios like these!  They are all examples of false assumptions based on our personal truths.

False assumptions based on our personal truths are the number one breakdown in communication.  When we interact with others, we are always coming from a place that is dominated with our own experiences.  Our expectations differ because of our unique and individual beliefs, opinions, and assumptions based on our experiences.  These expectations become our personal truths upon which we base judgments of right and wrong.  (Think B.O.A.T. – Beliefs, Opinions, Assumptions become our truths.

We all have unique and individual experiences, yet we expect each other to think, act and respond in the same way that we would.  These false assumptions get us into trouble when we think others must behave in the same manner as we do, or their behavior is wrong.  We think others must believe what we believe, or they are wrong.  Once we understand that our personal truths, how we judge the world and what we believe to be right and wrong, are based on the unique and individual experiences we have, we can no longer believe that our answer is the only right answer.

It is important to understand and respect other personal truths to communicate effectively.  Here is a three-letter word that will resolve 90% of your communication problems.  ASK!  When you get that twinge in your gut and you think… “Hmmm…I wonder what they meant by that?”  or you find yourself saying “I think they meant this” – you don’t know!  Stop yourself immediately from wondering and speculating and ASK!  You will be surprised how many of your initial beliefs, opinions and assumptions are incorrect once you hear their intent.

Once you ask, listen to them with an open mind.  Let them share why they feel the way they do or did something a certain way.  We must stop judging with a mindset of right or wrong.  Some things may seem 100% right to me and to you they may seem 100% wrong.  Who’s right? The reality is that in many cases there is no right or wrong.  Our judgment is based on our past experiences.  If something I experienced in my past was positive, I will believe it will be positive again.  Another person may have had the same experience, but it was negative.  They will assume it will be negative again.  Therefore, if we both described the same situation, it would differ greatly.

Let me give another example.  I went on a hot air balloon ride in Napa Valley when I turned 50.  It was a gorgeous day and I did not want it to end.  I look forward to going again someday.  Another friend of mine went on a hot air balloon ride, the weather was terrible, and the flying was scary.  She has no desire to ever go on another hot air balloon ride again.  I think balloon rides are awesome, she thinks they are awful.  Who is right and who is wrong?  See what I mean?

In your office, one team member may have had good experience doing something a certain way while another did not.   It is important for them to come to an agreement to create a consistent process, system or protocol.  They can start by sharing their personal truths about the experience.  They must listen openly to each other and agree on an answer or solution that works for both.  To come to an agreement, we need to understand it will never be perfect for anyone but can be good or effective for everyone.  If we want our version of perfection, we will have to work alone!

It is important that we as individuals make a personal commitment to be open, respectful and understanding of each other’s personal truths.  This is what enables us to communicate and interact effectively with others.  Our success depends greatly on how well we communicate in our personal and professional lives.  When we communicate openly, positively, and effectively we inspire connections and build sincere, strong, sustaining relationships.  Our ceiling for success is instantly raised and the sky’s the Limit.

February 3, 2020

Love Your Heart to Health!

February is Heart Month!  Most of us focus on the love part.  I am going to switch it up and focus on the health part.  It is the perfect time to learn about your risk for heart disease and the steps you can take to be healthy.  The perfect time to love your heart to health!

This has become extremely important to me as my husband Steve had several heart attacks in November.  We felt blind sighted. He eats healthy and works out most days.  Steve feels and looks healthy and goes to the doctor annually for checkups.  We were hiking daily in the hills of Sausalito two months prior to his heart attacks.  He felt great.  Everything seemed to be good.  We were utterly shocked when we found out that what we thought was indigestion was really a heart attack.

We feel very blessed that he survived.  The surgeons performed an Angioplasty resulting in placing two stents and opening other areas.  They refer to the 90% blockage Steve had as the Widow Maker.

We are so appreciative that several of my clients and colleagues suggested we read “Beat the Heart Attack Gene by Bradley Bale, MN and Amy Doneen, ARNP, https://beattheheartattackgene.com/. Reading the book has created a much better understanding of heart disease.  I followed up with reading “Mayo Clinic Healthy Heart for Life!”. which supports the same information. The standard of care is geared to treat end stage disease.  Who wants to wait until end stage? Instead, “Beat the Heart Attack Gene” focuses on prevention and what causes heart disease.

A quick checklist to see if it is time for you to request more thorough tests.

  • Waist measures 35 or more for women and 40 or more for men. (no this does not mean your belt size.)  Use a flexible (sewing) tape measure to measure.
  • High blood pressure – 130/85 or higher
  • Low HDL – less than 50mg for women and less than 40 mg for men
  • High Triglycerides – greater than 150
  • Fasting blood sugar greater than 99

If you have 3 or more of these symptoms don’t delay schedule an appointment today!  It likes 3 strikes in baseball…you are out!

 

The following tests are highly recommended by Amy Doneen and Dr Bale if you strike out.

  • A Cholesterol Test. A high LDL has been the focus on cholesterol as standard of care.  The more important cholesterol number is your total cholesterol and HDL ratio (TC/HDL ratio).  Divide total cholesterol by HDL.  Based on studies they consider a TC/HDL ratio of 3.5 a desirable target and number below 3 to be optimal.
  • An Oral Glucose Tolerance Test (OGTT) to monitor how your body responds to sugar after fasting.
  • A Carotid IMT test to check plaque levels in arteries.
  • A blood test for Lipoprotein A
  • A Coronary calcium scan
  • A Genetic makeup test to test for the heart attack gene 9P21

Doctors will be able to take a more preventive approach once they know the results of these tests.  The treatment will no longer be based on the average person but instead customized to your specific health needs.

Love you heart to health!

January 1, 2020

New Year! New Attitude! New Life!

I love January and the start of a fresh new year!  A year of positive possibilities and opportunities!  You might want to check your attitude if you aren’t happy with your current status.  Your lifestyle reflects your attitude.  What is your attitude about life?  Do you just get up, go to work, come home and go to bed?  Or are you looking for something more out of life?  Change your attitude change your life!  Just as you can’t plant squash and expect to harvest carrots, you can’t have a negative attitude and expect a positive outcome.

One of the best ways to change your lifestyle is to change your attitude in how you start your day. How do you think and feel when you first wake up in the morning?  Your thoughts set the tone for the day.  If your first thoughts in the morning are: “Oh, I’m so tired. It’s too early to get up.  My eyes won’t even open.  I’ll just hit snooze and lay here . . . just fifteen minutes . . . just fifteen more minutes,” you’re off to a slow… negative start.

Instead, change your story.  When the alarm goes off immediately jump out of bed.  Tell yourself and anyone listening, I am going to make it an awesome day.  I am ready for whatever comes my way today.  Your brain believes what it hears.  Look for things to celebrate in the moment.  Focus on what is good or positive.

It’s time to step across the threshold into your office.  Be mindful of your attitude as you enter.  Stop at the door and give yourself a pep talk if necessary.  Whatever attitude you bring to work affects the culture and the entire team.  Smile and warmly greet your coworkers.   These are the people who have your back!  Treat them with kindness and respect.  Just because you can get by with unfiltered behavior doesn’t mean it’s okay.  The better you treat others the better you will feel!

Happily, help others throughout the day.  It doesn’t matter how well you do your job if you don’t support your team when needed.  Everyone loses if a patient leaves the practice because of a bad experience.   It’s not for us judge whether a coworker is worthy of receiving our assistance.  For example, being unwilling to help because we think the other person doesn’t work as hard or as fast as we do.  Our job is to do whatever it takes as long as it is legal, ethical and within our licensure…from the moment we check in to the moment we check out.  Even if it means helping others that we may not necessarily like.  We are to treat people based on who we want to be as a team instead of judging whether they are deserving.

We must never forget that it is a privilege and an honor to be able to work in the dental industry.  Don’t get lost in the muck of the mundane of daily tasks.  Instead focus on the opportunity to change peoples’ lives.   We help create beautiful smiles.  A smile is the number one connector in any language!  Our patients become more confident when they have a beautiful smile.  We help people chew food which enables them to maintain better health.

Check in with each other at the end of the workday.  Does anyone need help before you leave?  A fond farewell is just as important as warm greeting in the morning.  A warm greeting and appreciative farewell are great bookends to help make it an awesome day!

When we mindfully choose a positive attitude, we create a positive path of thinking.  Our positive thoughts today create a positive reality tomorrow.  We do create our own lifestyle!

November 1, 2019

The Power of S.P.F.!

The Power of S.P.F.

“Every moment you make a choice of what you want to keep, and what you want to let go of

…and that’s how you write your story!”

~ Judy Kay Mausolf

Here is the biggest secret about staying positive in difficult times.  It does not take superpowers.  It is simply a clear understanding of the power of focus.  “Our focus creates our attitude.”  If we focus on the positive, we will have a positive attitude.  If we focus on the negative, we will have a negative attitude.  Life seems positive when we focus on and our grateful for what is already in our life.  Life seems negative when we focus on what we believe we are missing.  The reality is we can find a reason to be happy and feel good every day.  It is simple but not easy to do.  Focus on what is good and right regardless of how simple, normal or mundane it may seem.  See the value even in the little things.  Don’t take anything for granted for it could be gone in a heartbeat.  Practice giving thanks and praise daily for what is already in your life.

It is human nature to emphasize the negatives and downplay the positives.  We are drawn to the negative!  Just look at the news and the shows that get coverage in the newspaper, magazines and TV!  Drama and negativity draw the biggest following.  There are very few shows that highlight the positive.  Negative is what sells!  The sad truth is it is not in our nature to focus on the positive!

However, we can shift and change by developing S.P.F.!  A Super Positive Focus!  Focus on what is already in your life and your world and appreciate it.  Think of three positive things in your life right now.  It becomes much easier to do this if we embrace these simple facts:

  • Life is uncertain
  • Life is unexpected
  • No one owes us anything
  • Life changes in a moment

Once we embrace these facts, we will learn to appreciate what we have and what is regardless of what has happened and what isn’t.  Regardless of how difficult a situation may get you can always find something positive to focus on.  Even if the only positive is the lesson learned.

I am often asked how I stay happy and positive.  I will share with you that it is not only because I meet nice people.  I meet some of the same people that you meet who are not always so lovely!  It’s also not because my life is perfect or that everything is easy.  I have had many difficult times and things don’t necessarily go my way.  Instead it is a choice I need to make every day!  It’s a mindful choice to focus on finding the good in every moment.

I created two orange power bands as a reminder that we can choose to be positive and happy!  One reads “Smile & Shine” and the other reads “TA-DAH”!  I give out thousands to my clients and audiences every year.  I wear one every day as a reminder and ask others to as well.  They are available on my website at www.PracticeSolutionsInc.net.  Wearing a power band can help us create a positive attitude.  A positive attitude is extremely powerful and wide spreading.  A positive attitude uplifts the mindsets of the giver, the receiver, and everyone in the vicinity.s

October 1, 2019

Your Team Is Your Greatest Asset… When You Invest in Them! Part 2

In Part 1 we covered how YOU can get your team aligned and engaged to become your greatest asset.  In Part 2 we will cover how to empower them so THEY can become your greatest asset!

Have team meetings and discuss with your team the core values of the practice.  Together define what it means in words in actions.  Make agreements as a team that support the core values on how you will communicate, work together to serve each other and the patients.  Establish as your number one standard that the team treat each other as well or better than how they treat their patients.  It is vital that you do not set double standards for how the team treats each other versus how they treat the patients.  Print the standards and store them in a binder accessible to the team.  Keep them alive by reviewing them at huddles, team meetings or when hire someone new or when someone’s behavior deems it necessary.  Everyone helps everyone support the standards by holding each other accountable once the agreements are in place.

Some examples of standards:

  • Greet and smile at each other in the morning
  • Ask for help
  • Ask don’t assume
  • Offer help
  • Say please and thank you
  • Don’t gossip
  • Be kind

 

Empower

Empowerment happens with clear training and implementation processes.  We need to let go of perfection and instead strive for excellence.  Proficiency comes after mistakes and leads to excellence.    “Unless we try to do something beyond what we have already mastered, we will never become what we might have become!”

  • Set high standards not impossible standards
  • Learn from mistakes and move on
  • Share what will be done differently

Have a clear and consistent training process.  Which means the team does tasks the same way.  So often times I see team members choosing how they will complete a task based on what they think is right.  Or because it’s how it has always been done.  Or it’s just someone’s opinion…usually the most vocal team member.  Often times there hasn’t been a formal team meeting discussion defining and agreeing on how the system or process will be done.  Utilize the R.I.S.E. Process to successfully implement new ideas and create clear and consistent systems and processes.

Set realistic weekly training goals for you and your new employees to measure their progress.  Base training expectations on the average time it took for an employee to learn instead of the quickest time.  It will help lessen new employees feeling overwhelmed and allow them and the team to measure their progress.  Have a constructive conversation weekly with the new team member discussing goals, expectations and accomplishments instead of criticizing what they are doing wrong.  Catch them doing things right and highlight them at a minimum of 3 positives to every 1 growth opportunity.  Exceptional relationships are built on a 5 to 1 ratio.

Our life, the people in our life and our circumstances continue to change.  Therefore, it is necessary to continue to invest in learning and training to continue to grow.  Where are you in your growth process?  What is working what has changed?  What investment would make the biggest impact in your team being your greatest asset?  Your team will be your greatest asset when you invest in them.

Email Judy Kay at JudyKay@PracticeSolutionsInc.net to learn more!

September 13, 2019

Your Team Is Your Greatest Asset… When You Invest in Them! Part 1

Your team is your greatest asset…when you invest in them!  I find it interesting that little time and money is spent on investing in growing the team in comparison to doctors learning new clinical skills!  When in truth the team can be the greatest asset and advantage in determining the level of success in the dental practice.

Alignment

Let’s start by aligning the team!  The more aligned the team is the more consistent the care and service.  The owner doctor(s) start by creating clear core values for their practice.  Take time to come up with your why…what four core words in order of priority would you choose?  This will help create clarity and unite the leadership team (doctors/managers/team leads).  Utilize a consistent decision-making strategy to avoid fly by’s which includes considering the following:

  • What’s in the best interests of the patients, practice and team, not any one individual (including doctor)?
  • What is practical and realistic based on current resources of people, time and money?
  • What is the precedent being set?
  • What is the value of implementing? Necessary to have a value of 8 or above on a scale of 1 to 10 with 10 being high.
  • Will it support the 4 core values?

It is necessary that the leadership team’s message is consistent from all leadership team members.  Otherwise it creates confusion and divides the team.

Engagement

The engagement part happens when you include your team in the discussions and decision making.  When your team feels like their ideas are heard and considered they feel valued and respected.  They become a creator versus a victim of their circumstances.  Creators focus on what is positive, identify and change what isn’t and own their results.  Whereas victims complain, criticize, blame, gossip and compare.

If you want the team to embrace a change ask for their suggestions and feedback on how to implement the change.  If you want the team to have ownership give them authorship as well.  A well-structured plan is well thought out and clearly defined.  I teach teams the R.I.S.E. Implementation Process to help them work together to create a well-structured plan.  R.I.S.E. is an acronym for Review, Implement, Sustain and Evaluate.

Review – WIIFTP&P&T (What’s In It For The Patient, Practice & Team)

  • What is it we are currently doing
  • Does it support the doctor(s) Core Standards
  • Is it a WOW?
    • What’s working
    • What’s not
  • WIIFTP&P&T – What’s in it for the patients, practice and team if we make the change
  • It is important for the value/benefits to rate an 8 or above on scale of 1 to 10 or it is difficult to sustain

Implement – SOP – Standard Operating Procedures

  • What are we going to change
    • What area(s) do you want to grow?  Prioritize if you have several areas.  Start with the area that will make the biggest impact.
  • Who is going to do it
  • Who are we going to do it for
  • When are we going to do it – including time, sequence and flow
    • It is important to actually schedule time to fit it in to your day, week, month, and year or it won’t happen.
  • Where are we going do it – very specific location
  • Why are we going to do it
    • This is the most important part to successfully sustain growth.  What is it that will motivate you to continue to do the new behavior when you don’t feel like it or you are pressed for time.
    • It has to be a big enough why (8 to 10) – WIIFTP&P&T if we make the change – there must always be something in it for the team to sustain the change
  • How are we going do it
    • Practice verbal skills
    • Practice role playing – yes I know it’s weird but it’s effective
    • Practice the entire physical walk through – never test it out for the first time on a patient
    • Clearly spell out the attitude, mindset and action steps will you need to take to be able to succeed.
  • Define process
    • Create standard operating procedures and put in a SOP Manual
    • Schedule the roll out date

Sustain – Form Habits

  • In order to sustain a new change it is important for the new change to become a habit
  • Be precise and consistent and realistic to make the change become a habit much sooner
    • Same sequence and steps for every team member every time
      • 5 out of 5 times
  • It takes a range of anywhere between 18-254 days  to form a habit depending on the difficulty with the average being 66 days
    • Until it becomes a habit it will feel awkward and uncomfortable
    • Give any new change at least 60 days to get comfortable before considering any changes
  • Support the change positively in words, actions and attitude

Evaluate – Reflect/Diagnose

  • What are the results
    • Were we able to implement
    • If not, why not
    • Is the process still working effectively
    • If not, what is the value and benefits in a change
    • What part is still working what needs to change

Investing time and energy in getting your team aligned and engaged are the first steps in making your team your greatest asset! Tune in next month to learn how to empower them to be your greatest asset!

July 1, 2019

People Before Profits!

This message is focused on the management style of great managers! The reference to managers includes dentists as they may either manage or support the manager.  What I find at the core of all great managers is the viewpoint of putting people before profits. It’s often a huge change in mindset for many to shift the focus from profits to people. The ironic result is that the profits are much greater when we focus on people not profit. Great managers do the following to exemplify the principle, “People before Profits”. 

Clarify core values and eat, breathe and sleep them. In other words live them by example modeling the waddle. I suggest limiting core values to no more than four or it becomes confusing for the team. Please email me at JudyKay@PracticeSolutionsInc.net if you would like to receive a sample of core value words. 

Hire and keep people based on character as well as skills sets. Never sacrifice character for skill sets. Toxic Performers (people who are highly skilled and toxic to their co-workers) are not welcome to become or stay as part of the team regardless of their level of skill and longevity. 

Develop a training program with defined weekly growth expectations. Conduct weekly growth reviews with the new team member for the first 90 days. The growth review is a discussion of accomplishments, obstacles and opportunities an how to help the new team member to succeed. The focus is on catching people doing things right and showing recognition versus catching people doing things wrong and criticizing.  

Establish a schedule that is a realistic pace centered on patient care and service and not just the bottom line. It is essential to provide consistent exceptional service and care to patients and move at a speed which the team can be accurate, detailed and complete without running into the next appointment.    

Don’t kick the dog. In other words point the finger and look who can be blamed when the wheels fall off. Which they most certainly will some days! Instead co-create as a team…what can be done next time to keep the wheels on! The question to ask is, “So this happened so now what could we do?”  

Communicate using positive constructive conversations that build others up instead of criticizing and tearing down. A good conversation starts with showing appreciation for 3 positives per one growth opportunity. A great conversation includes 5 positives per every growth opportunity. People have a tendency to highlight what they don’t like and take for granted what they do. What is amazing is once the focus becomes seeing the positive the negative often seems very small in comparison. People lean in and try harder when they feel good about their accomplishments. People shut down and stop trying when they feel bad.  

Include the entire team in the decision making process. People want to know that their ideas are heard, understood and at least considered. Thoughts and opinions must matter to management in order cultivate creators versus victims. A huddle or team meeting setting where most can attend is the perfect setting. Before implementing any change always get feedback from the entire team. Discuss potential obstacles and the opportunities to overcome.  The bottom line is valuing people over profits will boost the practice culture, patient experience and the bottom line! A triple win!

Please email me at JudyKay@PracticeSolutionsinc.net and put R.I.S.E in the subject line if you would like to receive my R.I.S.E. Implementation Process white page.  

 

June 1, 2019

Is Your Practice Out of W.A.C.K.? Get Aligned! Part 2

In Part 1 of “Is Your Practice Out of W.A.C.K.? Get Aligned!” we defined the 3 levels of performers and top 6 stressors that reduce engaged rowers into lazy riders or disrupting resisters. In Part 2 we will illustrate the acronym W.A.C.K. to re-align, re-engage and re-ignite your culture!

W.A.C.K. is an acronym for:

  • We Team
  • ABC Standards
  • Core Values
  • Kudos Culture

The W is for We Team. The We Team is made up of all owner/partner doctor(s) as well as the practice administrator. I suggest We Team’s schedule weekly We Team meetings. The practice administrator becomes the designated point of entry where the team brings all questions, requests or concerns. They are to share the questions, requests or concerns at the We Team Meeting. The We Team discusses and come to a decision or solution. The practice administrator shares the We Team decision or solution with the team member(s).

The A is for ABC Standards. ABC standards are standards for attitude, behavior and communication. Creating ABC Standards together as a team will help align the team and cultivate a service culture that is happier, healthier and higher performing! ABC Standards increase clarity, unity, accountability, consistency, level of service, and your business reputation; while preventing the chafing and disagreements from assumptions and opinions of who is right and wrong.

Have a team meeting with the entire team to discuss ABC Standards for your practice. Ask each team member to share what they feel they need from each other to be able to work together better. I find using a big easel pad with markers to write down the responses helps to generate more participation.   Be specific and define what it means in words, actions, body language and tone of voice.

The C is for Core Values.   Doctors it’s very difficult to get your team aligned if you don’t know who you are and what you stand for.   What 4 words in order of priority describe your core values for your practice? Would other people be able to recognize those values in your practice? For example, my 4 core words in order of priority are: Lifter, Authentic, Happy, and Committed. Doctors if you don’t know what yours are stop reading and take some time to reflect. They are important to know because they will help guide your team in their decision making to align with your goals and objectives. Core values become a blue print on how to live and work together. Every action or attitude is to be examined before proceeding. Does this action or attitude support the core values of the practice?   Which takes us to the fourth fundamental.

The K is for Kudos Culture. A Kudos Culture is showing appreciation to nurture value and purpose. Value and purpose are what reignite people!   It starts with the entire team knowing and be aware of what is good and right in their practice.  We often see what’s negative and wrong with each other.  Instead, focus on what is good and right and verbally reward those behaviors with statements such as “I am proud of you”, “Great job”, “Way to go” or even a simple “thank you”, or “kudos”.  In a very short time, everyone will begin to feel recognized, important, and cared about because they know they are being seen and praised on a daily basis.  I love this kudos stuff because it really works.  It only takes one person to get the ball rolling in the right direction.  The person could be you!  You don’t need permission to start.  Just reward what is good and right such as good moods, good attitudes, uplifting mindsets, even just a smile.  I’m not talking about sappy, disingenuous gushing!  I’m talking about simple, heart-felt appreciation. Show appreciation for other team members’ attitude, actions or behaviors by implementing following steps:

  • Show your appreciation as immediately as possible after the event or action you want to point out and reinforce.
  • Be specific. Avoid general clichés and statements.
  • Mention how the action or behavior was personally helpful or supports the team vision, values, and purpose.
  • Keep it brief. Long, detailed compliments can be uncomfortable and sound fake.
  • BE GENUINE!  This isn’t about being insincere to manipulate others.
  • Ask if there’s anything you can do to provide further support or service to that person or team.

You will be surprised how quickly appreciation fires up the team! Implement the four WA.C.K. Fundamentals in your practice and re-align, re-engage and re-ignite your team!

Email Judy Kay at JudyKay@PracticeSolutionsInc.net to receive your copy of Appreciation & Celebration. Type in Appreciation & Celebration in the subject line.

May 1, 2019

Is Your Practice Out of W.A.C.K.? Get Aligned! Part 1

Imagine what would happen to your practice if your team was happier, more cohesive, and performing at a higher level? Please continue reading, Is Your Practice Out of W.A.C.K.? Get Aligned! Part 1 if I have peaked your interest!

I have the privilege of helping dental teams co-create a happier, healthier and higher performing culture. I have found the key is getting the team aligned with core values and collectively working together to achieve practice objectives.

When I think of getting aligned I can’t help but think of chiropractors. Chiropractors use hands-on spinal manipulation and other alternative treatments to align their patients’ musculoskeletal structure, particularly the spine to enable the body to heal itself without surgery or medication.

Doctors and managers, having you team personally aligned to your core values and working together to achieve your objectives will enable the culture to heal itself from negativity, stress, low morale and poor performance.

The upside of getting aligned creates enormous benefits, not only in terms of implementation, but also in terms of sustainability, teamwork, attitude, accountability, training and performance!

Getting your team aligned starts with understanding and identifying the three levels of performers. The three levels are rowers, riders and resisters!

Rowers are the high performers we strive for the entire team to be! The average team has 30% rowers. These people are engaged, happy and passionate. They love coming to work and can’t wait to tell everyone they meet about their awesome doctor(s), team and office! They are connected, loyal and proud and are your best walking bill board for the practice. They are excited to learn new things and embrace growth. They have big picture-long term focus. Rowers measure their success by the long term success of the patients, practice and team. The goal is to keep them engaged and rowing!

Riders are the biggest group of performers and make up 52% of an average team. They are not engaged but difficult to spot. They do show up every day but lack passion. Their job is just a paycheck. Riders do not take initiative instead they do the bare minimum to get by. Good enough is their motto. You will find Riders distracted with lunch, after work plans and their cell phone. Anything is more interesting than work. The goal is to help Riders rise to Rowers.

Resisters make up 18% of an average team. You know who the resisters are because they demonstrate their unhappiness on a daily basis. They enjoy making others miserable as well. They always have issues with everything and everybody. 80% of management time is spent listening to resisters whine and complain. Resisters fight change and resist growth and are unwilling to help others. You will often here them say things like; “they should be able to do it…I shouldn’t have to help them!” The most negative trait of a resister is they sabotage and undermine their engaged co-workers. The goal is to get them off your bus as soon as possible. Very few resisters ever become even a rider.

So what happened that your practice ended up with riders and resisters on the team? I assume that you didn’t run an ad asking for riders and resisters to apply and then hired them. Most likely you hired rowers who were engaged people that became disengaged over time. So what made them disengage? Stress is the leading cause of the disengagement that converts rowers to riders or resisters!

The top 6 stressors in a dental practice!

  • Lack of training
  • Schedule is a nightmare
  • Working at Mach 10 speed limit
  • Kicking the dog – blaming each other
  • Lack of appreciation and value
  • No foreseeable change

We can reengage our team by removing or reducing the top 6 stressors in our practice. Please email me at JudyKay@PracticeSolutionsInc.net to receive a copy of the Top 6 Stressors. Tune in next month to learn how to re-align, re-engage and re-ignite your culture by implementing the acronym W.A.C.K.!

April 1, 2019

Managing Micromanaging! Part 2

In Managing Micromanaging! Part 1 we covered the four signs of a micromanager and why someone becomes a micromanager. This blog’s message is focused on how we can help a micromanager lessen micromanaging.

The first thing we can do to help a micromanager is to try to understand and try to ease their concerns. The best way to do that is to an ongoing clear communication. I suggest weekly updates or what I refer to as FYI check-ins. Give detailed progress notes so the micromanager is kept in the loop of the progress and current status. The key to building trust with the micromanager is consistency. Always do what you said, when you said and how you said you would do it!

Principles to Remember

Do:

  • Do everything you can to gain the micromanager’s trust
  • Know what motivates and worries them and try to ease their concerns
  • Provide regular and detailed updates so the micromanager is kept in the loop of your progress

“Success is the ability to lay your head on your pillow at night your integrity uncompromised!”~ Tanja Diamond

Here are some Be’s to build trust to help minimize micromanaging?

  • Be Clear!
  • Ask questions
  • Be specific
  • Take concepts to measurable action steps
  • The following questions can help create clarity:
  • What specifically do you want me to do
  • When exactly do you need this by
  • How specifically do you want it done
  • How do you want me to keep you up-to-date on the progress
  • Where do you want me to do this…if pertinent
  • What else do I need to know to do this right

Be Realistic!

  • Avoid OCD-over committers disease
  • Ask yourself – based on what is on my plate can I realistically complete the task in the time allotted
  • Under promise and over deliver
  • You may be able to do anything but you can’t do everything

Be Reliable

  • Do what you said when you said and how you said you would do it
  • Ask for help when you need it
  • Inform when you can complete
  • FYI and keep others in the loop

The first step in changing micromanagement behaviors in ourselves and others is being aware and understanding their impact! We can conquer controlling tendencies by focusing on our actions and reactions!

Please join me when I present Managing Micromanaging at AADOM Annual Conference in beautiful Orlando, Florida on July 19, 2019!  Click on this link www.dentalmanagers.com and use code JKM.  Please contact Judy Kay at Judykay@PracticeSolutionsInc.net  if you would like to speak with her to learn more about how she can help you cultivate a happier, healthier and higher performing culture.

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