{"id":887,"date":"2020-07-31T07:35:31","date_gmt":"2020-07-31T07:35:31","guid":{"rendered":"https:\/\/www.practicesolutionsinc.net\/blog\/?p=887"},"modified":"2020-07-31T14:12:50","modified_gmt":"2020-07-31T14:12:50","slug":"implementing-sustaining-change","status":"publish","type":"post","link":"https:\/\/www.practicesolutionsinc.net\/blog\/2020\/07\/implementing-sustaining-change\/","title":{"rendered":"Implementing &#038; Sustaining Change!"},"content":{"rendered":"<p><iframe loading=\"lazy\" src=\"https:\/\/www.youtube.com\/embed\/NNl_HlzooNI\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p><strong>Implementing &amp; Sustaining Change!\u00a0<\/strong><\/p>\n<p><em> \u201cInsanity is doing the same thing over and over again and expecting different results.\u201d\u00a0<\/em><em>~ Albert Einstein <\/em><\/p>\n<p>I love this quote because it reflects what I often see when working with dental teams.\u00a0A current system or protocol is no longer working and holding the team back from excelling.\u00a0Yet it continues to be done the same way.\u00a0When I ask why the usual response I receive is; \u201cwe have always done it this way\u201d!<\/p>\n<p>Similarly, our level of performance in life is defined by our willingness to question and challenge the status quo.\u00a0We get good at something and it feels comfortable.\u00a0Comfortable feels safe and is the downfall of excellence.\u00a0Stop doing what you do just because it is comfortable and challenge yourself to excel.<\/p>\n<p>A team meeting format including the following three steps is an effective way to review, evaluate, and update current systems and protocols.<\/p>\n<p><strong>Step One:<\/strong><\/p>\n<p>Establish a clear vision for what you want to achieve.<\/p>\n<p>Start by asking; how can we do this in a way that will improve effectiveness, efficiency, and enjoyment?\u00a0What does the change look and feel like?\u00a0Define even the smallest details.\u00a0I am going to refer to your vision as your boat.\u00a0Describe your boat.\u00a0What does your boat look like?\u00a0When and where is it going? How fast is it going?\u00a0What crew members do you need?\u00a0What are their roles?\u00a0What capabilities do you want them to have?\u00a0What character traits do you want them to demonstrate?\u00a0What is the purpose of your boat?<\/p>\n<p><strong>Step Two<\/strong><\/p>\n<p>Create a systematic step by step action plan for all training, tasks, and responsibilities necessary to achieve the changes.<\/p>\n<p>Introduce one idea at a time and go deep enough to resolve any obstacles and create a step-by-step action plan.\u00a0Avoid doing a data dump of many ideas left unresolved that you must continuously revisit. Be precise, practical, and realistic with the action plan.<\/p>\n<p>As a team discuss and decide on the following:<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Who on the team is going to do it<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Which patients will you do it for<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 When<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Where<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 Why<\/p>\n<p>\u00b7\u00a0\u00a0\u00a0\u00a0 How<\/p>\n<p>Also evaluate whether you have enough time and people to accomplish the action plan.\u00a0If not, what changes would you need to make in order to succeed?<\/p>\n<p>Most of us want to excel at what we do.\u00a0It\u2019s the unrealistic expectations that often get in the way.\u00a0For example, let\u2019s say the goal is to deliver an over the top experience to patients checking in as well as patients calling because it is the first interaction and impression most patients have with the office.\u00a0If there is only one person handling all the calls and checking every patient in they are limited in the amount of time and attention they can give any individual patient.\u00a0The limited staffing coverage impedes them from excelling.\u00a0Another example is adding an additional procedure to a hygiene appointment protocol that is already at capacity.\u00a0Either add time to the appointment or remove a procedure.\u00a0These are examples of unrealistic expectations that can frustrate even the best of employees to the point where they lose their passion to excel.\u00a0We are setting them up to fail.\u00a0It is important to always evaluate time and staffing and set precise, practical, and realistic expectations to empower the team to excel!<\/p>\n<p><strong>Step Three:<\/strong><\/p>\n<p>Establish accountability.<\/p>\n<p>Accountability starts with everyone agreeing to support the change and being held equally accountable to the ideas, systems, protocols, and standards.\u00a0No double standards for anyone including the doctor or manager or you divide the team.\u00a0Doctors and managers sometimes shy away from addressing what\u2019s not working or not being done to the standard.\u00a0Often to avoid what they believe to be micromanaging or conflict.\u00a0This only delays what would have been a simple conversation and allows the situation to fester until it is ready to blow at any time!\u00a0If a non-supportive behavior or attitude does not get addressed by the doctor or manager, it may be considered acceptable by the team.\u00a0Address any concerns with attitude or behavior as soon as they happen (within a 24-hour period if at all possible).\u00a0It is important for the entire team to maintain the new ideas, systems, or protocols.\u00a0There is no individual opt outs!\u00a0If something is not working for an individual, rely on the team to help to resolve.\u00a0You may find other team members have difficulty as well and it may be necessary to adjust the protocol.\u00a0Sometimes things look great on paper and yet don\u2019t work well in real life.<\/p>\n<p>If we want to achieve more than we ever have in the past, we must be willing and open to change.\u00a0Changing thoughts, beliefs, and habits can create a sense of groundlessness and uneasiness.\u00a0Our first impulse will be to revert to old habits because they feel comfortable.\u00a0Our goal is to hang in there until the change becomes a habit.\u00a0The average habit takes 66 days.\u00a0Make a commitment as team to support the new change for a minimum of 66 days before evaluating whether it was successful.\u00a0Implementing and sustaining change is only a habit a way!<\/p>\n<p>What is one thing you can you stop doing starting today that will make the biggest impact in implementing and sustaining change?\u00a0What is one thing you can you start doing starting today that will make the biggest impact in implementing and sustaining change?\u00a0In the end, change requires letting go of what we have always known and done to allow in something new!<\/p>\n<p>&nbsp;<\/p>\n<table width=\"100%\">\n<tbody>\n<tr>\n<td width=\"100%\">\n<table width=\"100%\">\n<tbody>\n<tr>\n<td>Please visit\u00a0www.PracticeSolutionsInc.net\u00a0if you would like to learn more about how Judy Kay can help you cultivate a happier, healthier and higher performing culture.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"<p>Implementing &amp; Sustaining Change!\u00a0 \u201cInsanity is doing the same thing over and over again and expecting different results.\u201d\u00a0~ Albert Einstein I love this quote because it reflects what I often see when working with dental teams.\u00a0A current system or protocol is no longer working and holding the team back from excelling.\u00a0Yet it continues to be [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,5,6,186,7,8,9,10,11,12,13,16,17,18,19,22,194,24,25,204,191,30,32,37,38,39,40,192,44,197,190,188,49,50,51,52,53,195,196,1],"tags":[61,63,68,70,73,76,84,87,88,89,90,92,93,121,124,140,144,149,153,160,166,167,169,170,175,178,182],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Implementing &amp; Sustaining Change! - 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\/implementing-sustaining-change\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Implementing &amp; 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