{"id":898,"date":"2020-11-01T06:43:21","date_gmt":"2020-11-01T06:43:21","guid":{"rendered":"https:\/\/www.practicesolutionsinc.net\/blog\/?p=898"},"modified":"2020-11-01T15:14:04","modified_gmt":"2020-11-01T15:14:04","slug":"thrive-new-kid-block-part-2","status":"publish","type":"post","link":"https:\/\/www.practicesolutionsinc.net\/blog\/2020\/11\/thrive-new-kid-block-part-2\/","title":{"rendered":"How to Thrive as The New Kid on The Block!\u00a0 Part 2"},"content":{"rendered":"<p>How to Thrive as The New Kid on The Block!\u00a0 Part 2<\/p>\n<p>Last month we focused on the first three steps to thrive as the new kid on the block.\u00a0 They were building confident trust relationships, learning systems and processes, and balancing your role as the associate.<\/p>\n<p><iframe loading=\"lazy\" src=\"https:\/\/www.youtube.com\/embed\/QXEeDuMMI5c\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p>The fourth step in fitting in is by avoiding gossip.\u00a0 Gossip is sharing anything that is negative or private about another person.\u00a0 Listening is gossiping if you are not in a position that allows you to resolve the issue.\u00a0 The listener plays a 50\/50 role. \u00a0Because it stops if the person complaining has no one to tell.\u00a0 I have found it works best to refer the person back to the source of concern to work it out instead of listening.\u00a0 Instead of listening ask them if they have tried to talk to the other person.\u00a0 If they say no, ask them to do so and stop the conversation.<\/p>\n<p>People who engage in workplace gossip often have a strong need to &#8220;fit in\u201d and feel that gossip will help them achieve this. Gossipers often suffer from low self-esteem and think that talking negatively about others will make them look better. If we truly grasped the devastating fallout from gossip, we would no longer accept it as the norm for any culture!<\/p>\n<p>Gossip affects:<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Patient care and experience<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Team communication, performance, and relationships<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Practice performance<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Morale<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Trust<\/p>\n<p>*\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Respect<\/p>\n<p>&nbsp;<\/p>\n<p>The fifth step to fitting is to be approachable.\u00a0 Do daily or weekly check ins with your team and owner doctor.\u00a0 A simple question to ask, \u201cDo you have any questions or suggestions for me?\u201d\u00a0\u00a0 Avoid becoming defensive even if you disagree or feel hurt.\u00a0 People will avoid defensive people.\u00a0 You have a role as an approachee (the receiver of information).<\/p>\n<p>The Approachee&#8217;s role is to start out by thanking the approacher (the person approaching) for respecting you enough to come to you. It is important to recognize that the approacher&#8217;s intent is good and to realize that it is not easy to approach someone.<\/p>\n<p>Listen intently to hear.\u00a0 Make eye contact with the other person.\u00a0 Don\u2019t take offense.\u00a0 Instead of defending, deflecting, or blaming someone else consider how your actions or lack of actions affected the outcome.\u00a0\u00a0 Be honest with your response.<\/p>\n<p>Acknowledge you heard and understand them.\u00a0 Never assume.\u00a0 If you are unsure ask questions until you clearly understand.\u00a0 If you are thinking I think they mean this&#8230;ask more questions.<\/p>\n<p>Don&#8217;t take it personal.\u00a0 If the concern pertains to the patients, the practice, or the team it is necessary to address.\u00a0 It can be difficult to hear when we are not meeting the standards or expectations.\u00a0 However, it is necessary to address in order to create and sustain a happier, healthier and higher performing culture.<\/p>\n<p>Take it seriously.\u00a0 It may not seem important or be a priority to you, but it is for the other person.<\/p>\n<p>Control your emotions.\u00a0 If you are upset don&#8217;t just walk off in anger or frustration.\u00a0 Instead, let them know that you need a little time to process the information they shared, and you will respond later and give them a specific time.\u00a0 Try respond within 24 hours.<\/p>\n<p>I like love to utilize the L.E.A.R.N. acronym when being approached.<\/p>\n<ul>\n<li>Listen intently to hear what they have to say<\/li>\n<li>Empathize by acknowledging their emotions<\/li>\n<li>Apologize for the situation<\/li>\n<li>React by sharing what you will do<\/li>\n<li>Notify those that need to be aware of the discussion and decision<\/li>\n<\/ul>\n<p>Here is an example how you can use L.E.A.R.N.\u00a0 Your assistant is frustrated because she just started working with you and doesn\u2019t understand what instruments you want and when.\u00a0 It makes her uncomfortable because she has been an assistant for years and this makes her feels inadequate.\u00a0 The conversation might sound like this.<\/p>\n<p><em>\u201cThank you for respecting me enough to come to me with your concerns.\u00a0 I can understand how uncomfortable this must be to work with a new doctor.\u00a0 I am sorry that this is frustrating for you.\u00a0 We will take some time to discuss what instruments I need with the different treatments we offer.\u00a0 During the procedure I will ask for what I need.\u00a0 We need to learn how to work together and that takes time.\u00a0 So, let\u2019s agree to have patience and support each other.\u00a0 I will make sure I speak with the other assistants about tray setups as well to keep us all on the same page.\u00a0 This will ensure that we all have a great day!\u201d\u00a0<\/em><\/p>\n<p>Instead of constructive criticism (which is an oxymoron) use positive verbiage and have a constructive conversation.<\/p>\n<p>Following these five steps will help you thrive as the new kid on the block!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How to Thrive as The New Kid on The Block!\u00a0 Part 2 Last month we focused on the first three steps to thrive as the new kid on the block.\u00a0 They were building confident trust relationships, learning systems and processes, and balancing your role as the associate. The fourth step in fitting in is by [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,3,4,5,6,186,7,8,9,10,11,12,13,14,15,16,17,18,19,21,22,23,194,24,25,26,199,27,28,204,29,191,30,31,32,33,34,35,36,37,38,39,40,41,42,192,56,43,44,197,190,45,188,46,47,48,49,50,187,51,52,53,54,195,196,1,184,185,55],"tags":[61,63,68,70,73,76,82,84,87,88,89,90,91,92,94,96,98,101,107,110,111,121,124,126,131,138,140,141,144,146,149,153,159,160,166,167,169,170,178,179,182],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Thrive as The New Kid on The Block!\u00a0 Part 2 - 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\/11\/thrive-new-kid-block-part-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Thrive as The New Kid on The Block!\u00a0 Part 2 - Practice Solutions Blog\" \/>\n<meta property=\"og:description\" content=\"How to Thrive as The New Kid on The Block!\u00a0 Part 2 Last month we focused on the first three steps to thrive as the new kid on the block.\u00a0 They were building confident trust relationships, learning systems and processes, and balancing your role as the associate. 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