{"id":880,"date":"2020-07-01T06:09:20","date_gmt":"2020-07-01T06:09:20","guid":{"rendered":"https:\/\/www.practicesolutionsinc.net\/blog\/?p=880"},"modified":"2020-07-01T14:09:02","modified_gmt":"2020-07-01T14:09:02","slug":"the-we-team","status":"publish","type":"post","link":"https:\/\/www.practicesolutionsinc.net\/blog\/2020\/07\/the-we-team\/","title":{"rendered":"The WE Team!"},"content":{"rendered":"<table width=\"100%\">\n<tbody>\n<tr>\n<td width=\"100%\">\n<table width=\"100%\">\n<tbody>\n<tr>\n<td><strong>The We Team! <\/strong><\/p>\n<p><strong>\u00a0<\/strong>I refer to the leadership in a practice as the We Team! The We Team may consist of the owner doctor or doctors, practice administrator, manager, team lead and any other leadership roles in the practice. However, I will be focusing my message on the doctor\/practice administrator relationship. It is imperative to develop a cohesive We Team. Without cohesive leadership performance expectations will be ambiguous and the team will conform to the lowest standards or expectations. Before you hire a practice administrator (PA) make sure you are ready to support them. I do not mean just financially. Consider the following questions before starting the hiring process:<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Can the practice financially afford?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Are you ready to let go of some tasks and not micro-manage?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Will you take the time to empower someone else co-lead your team and practice<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Will you support your PA in front of the team (any disagreements need to be behind closed doors away from the team)?<\/p>\n<p><iframe loading=\"lazy\" src=\"https:\/\/www.youtube.com\/embed\/wXa1fnsxLLo\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p>The relationship between the doctor and PA will be confusing without open communication and clear expectations. Many doctors hire a practice administrator without having clear expectations. \u00a0They believe the PA can manage without direction. The only guidance given to the PA is to let them know when they are doing things wrong.\u00a0This lack of leadership sets the PA up to fail as it is confusing for them and the team. I receive a plethora of different answers when I ask doctors and team members what they think is the role of a PA. The role varies greatly from practice to practice.<\/p>\n<p>Doctors make a list of the tasks you would like your PA to do before you start the hiring process. This will enable you to write and ad that clearly defines the role. Or if you already have a PA and have not defined their role do it now. You can also use this list to discuss strengths and future expectations.<\/p>\n<p>Clearly define your goals and expectations. I would suggest creating a task management list that include the following.\u00a0For a more detailed list email me at <a href=\"mailto:judykay@practicesolutionsinc.net\">judykay@practicesolutionsinc.net<\/a>.<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Personnel\/team management<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Overseeing patient management<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Practice management\/productivity\/promotion<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Property\/facility management<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Any additional duties<\/p>\n<p>Doctors and PA\u2019s before agreeing to work together discuss the following:<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 How well do your core values match?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 How aligned are your passion and purpose?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 How well does the PA\u2019s strengths match the expectations of tasks and responsibilities?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Do you both understand and agree on the role?<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Does the PA really want the role, and have the capacity to excel in the role?<\/p>\n<p>&nbsp;<\/p>\n<p>I am blessed to have worked with hundreds of dental teams nationwide to help them build a happier, healthier, and higher performing culture with my Culture Camps.\u00a0Here is a link to my Rise &amp; Shine Culture Camps (<a href=\"https:\/\/www.practicesolutionsinc.net\/culture-camp.html\">https:\/\/www.practicesolutionsinc.net\/culture-camp.html<\/a>) The best results are dependent on having an aligned and cohesive We Team.<\/p>\n<p>Start by clarifying your roles as a We Team.<\/p>\n<p><strong>Doctor\u2019s Role:<\/strong><\/p>\n<p>The doctor\u2019s role is to create a clear vision for the practice. Choose four core words that reflect the core values you want to have in your practice. They are important to define what they mean to you and prioritize. These core value words will help guide you and your PA in decision making. I have found that four core words are much more powerful and effective than a rambling vision statement. Email me at <a href=\"mailto:judykay@practicesolutionsinc.net\">judykay@practicesolutionsinc.net<\/a> if you would like my Core Values sample list.<\/p>\n<p>PA\u2019s cannot meet your management expectations without ongoing communication.\u00a0Every doctor and every office are unique.\u00a0How could the PA possibly know what you want them to do? Schedule adequate time to meet with your PA on a weekly basis. This will allow and opportunity for the doctor and PA to:<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Focus on the big picture and long-term goals<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Share thoughts and ideas<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Discuss and problem solve<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Review practice statistics and adjust goals<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Share patients and team kudos and growth opportunities<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Define marketing opportunities<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Discuss current projects and timelines<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Give feedback on PA\u2019s performance<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Support your PA when confronted by a team member<\/p>\n<p>&nbsp;<\/p>\n<p><strong>PA\u2019s Role<\/strong><\/p>\n<p>The PA\u2019s role is to support the vision of the doctor in words, actions, and attitude. Support by inspiring, engaging, and empowering the team to implement the doctor\u2019s vision. Which is why it will be imperative for the We Team to meet on a weekly basis to get and stay aligned.<\/p>\n<p>A PA\u2019s role includes the following:<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Sharing new ideas with the doctor<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Monitoring practice statistics<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Introducing new ideas to the team in a team meeting setting<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Utilizing a process\/system to implement the new ideas<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Creating accountability processes<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Resolving issues<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Communicating with the entire team individually and as a group to keep everyone in the loop and aligned<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Creative problem-solving schedule obstacles<\/p>\n<p>PA\u2019s capitalize on your first 90 days by meeting with each team member individually to build relationships. Review current systems and processes and ask for feedback from the team on what is working well and any obstacles. Implement new ideas that are a positive for the team and easily achievable. This will help your team view change more positively. Take time to communicate with the team daily to keep everyone aligned and in the loop. At least 30% of your time to be spent working with team members. Be transparent and follow through with what you said you would do to build high trust relationships. Schedule time for social outings to have some fun together which will go a long way in building good will for stressful times. Share your knowledge and expertise and provide resources to empower your team to succeed!<\/p>\n<p>The We Team relationships that soar are those that consistently take time communicate what they need from each other to successfully co-lead.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The We Team! \u00a0I refer to the leadership in a practice as the We Team! The We Team may consist of the owner doctor or doctors, practice administrator, manager, team lead and any other leadership roles in the practice. However, I will be focusing my message on the doctor\/practice administrator relationship. It is imperative to [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,3,4,5,6,186,7,8,9,10,11,12,13,14,15,16,18,19,20,21,22,23,194,24,25,26,199,27,28,29,191,30,31,32,33,34,35,36,37,38,39,40,41,42,192,56,43,44,197,190,45,188,46,47,48,49,50,187,51,52,53,54,195,196,1,184,185,55],"tags":[61,63,68,70,76,82,90,91,92,93,94,96,98,101,107,111,121,124,126,138,140,144,146,149,153,154,159,160,166,167,169,170,175,178,179,182],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The WE Team! - Practice Solutions Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.practicesolutionsinc.net\/blog\/2020\/07\/the-we-team\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The WE Team! - Practice Solutions Blog\" \/>\n<meta property=\"og:description\" content=\"The We Team! \u00a0I refer to the leadership in a practice as the We Team! 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