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Managerial Courage

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This is a term I ran across recently and I really like it. It is a leadership trait. Without it a practice will suffer with teamwork issues or general malaise. Without teamwork and high positive energy, practices produce less.

Let’s look at the characteristics present when you do not have managerial courage.
• Unwilling to take a strong stand when one is required
• Reluctant to deal with difficult issues regarding teamwork
• Can’t give tough feedback, and would prefer someone else do it
• Wants to believe if you ignore the bad behavior, it will go away
• Meetings are few and far between and conflict is avoided
• Allows others to take the lead with the hope that they will not be challenged
• Believes they are suffering because of the stupidity of others
• Blames themselves and decides “it’s all my fault, if only I were a better leader”

Does this sound like anyone you know?

Managerial courage is what you need to get you through the day with integrity and honesty. Unfortunately, we have heard too many stories about how doctors hid out in their offices in turtle mode, and stopped talking when they should have started. We believe you can be reflexive in your thinking about a teamwork frustration or reflective. If you are hostile, indignant, resentful, depressed, or feeling hopeless, you are reacting to the situation in a reflexive, or people focused, way. We suggest focusing on determining the reason for the behavior of the others, be curious, be concerned. Open a dialog and search for a solution. Managerial courage looks for solutions not destruction.

Here are some steps you can take the next time you need managerial courage:
• Express your appreciation for the relationship you have. You would not waste the time talking about it if you did not value the team member in some way. This is not appreciating the tasks they do as part of their job description. It sounds something like: “We work closely together, our relationship is important to me and I know honesty and trust is vital to both of us, that’s why I thought it was important to have this talk.”
• State facts not your interpretation or assumption about the behavior. “I noticed … or I saw…”
• Ask the person for help in understanding their behavior
• Move to the future (sometimes people get stuck endlessly talking about the behavior) and state what you would like to see differently.
• Negotiate to solve the problem or state the consequences.

Since some conflicts and frustrations may have “gotten your goat”, make sure you are in the right frame of mind to have this discussion. While not all behavior is innocent, many conflicts are caused by misunderstandings or problems with systems, roles, or inadequate information. The lack of skill, insight, or courage can all be resolved. An exercise to do to get yourself in the right frame of mind is to finish the following phrase 3 times: “Well at least it is not …”

Work on your managerial courage for the betterment of your practice and for the betterment of your home life. When issues are not resolved they go home with you. We believe your family and your outside personal life deserve unencumbered time. What is the first step you could take to improve your managerial courage?

Tips for 2011

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One of the first tips for improving your practice in 2011 is to upgrade your practice management software system AND plan to take time to train your team on all your software can do for you.  Don’t believe that the training you had years ago when you bought the system is enough.  Most practices only utilize a small fraction of their software capabilities.  Make the most of your system and invest time in training.

Dental Assistant Recognition Week

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March 6-12, 2011 has been designated Dental Assistant Recognition Week by the American Dental Assistants Association, the American Dental Association, the Canadian Dental Association, and the Canadian Dental Assistants Association. This is the perfect time to recognize and acknowledge the contribution this valuable team member makes to your practice. In every practice we work with there are versatile, willing, customer service oriented team members. Many times it is the assistant that goes the extra distance to make the day work out or the patient feel special. During this week plan a celebration for and about your great assisting team members. Let them know what they do for you, the practice and your patients. Remember; what gets rewarded, gets done.

Onset – a new anesthetic

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On Thurs. February 24, Onset, a revolutionary new buffering system for anesthetic, makes its official ‘debut’ at Booth 4860 (OnPharma) at the Chicago Midwinter Meeting. Onset greatly minimizes the potential for a painful injection, and it allows you to begin treatment immediately. This can help with practice efficiency and gives a story for patients to tell their friends and family. Check it out if you are at the MidWinter Meeting. While there, visit MOSAIC at Booth — 1537, we look forward to seeing you!!

Dentists exempt from Red Flag Rule

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FYI:
Dentists exempt from Red Flags Rule
ADA is pleased to announce that dentists will be exempt from the Federal Trade Commission’s Red Flags Rule that goes into effect Jan. 1, 2011.
President Obama signed into law the Red Flag Program Clarification Act of 2010, which clarifies and narrows the definition of a “creditor” and thereby excludes dentists and other small businesses.

Work Together to get Free Publicity

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One of the best ways to attract new patients, and to remind patients of your practice (especially those who might not have been in for awhile), is for the Doctor to be included in and submit articles to local newspapers, magazines, local or cable TV and radio stations. These opportunities to increase visibility highlight the practice’s expertise and makes the practice more credible in the eyes of the public. To tap into the media, make your Doctor a familiar, reliable and available “expert” resource to your local writers and editors. Continue reading “Work Together to get Free Publicity” →

Become your Team’s Dream Manager

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We have all heard the saying “A practice’s greatest asset is its people”. We propose for 2010 that you understand your team from the perspective of their dreams. What are they hoping and saving for? Team members lose focus and disengage from their jobs when they do not see how their job connects to the things they have a passion for or contributes to their goals. Reignite the enthusiasm of those you lead by understanding their dreams. Whether it is to save for a down payment for a house, pay for their son’s travel hockey team membership, plan for a special vacation, or get out of debt, by understanding each team member’s individual personal goals and helping them plan to achieve the goals, you create a bond to your team member and a compelling reason for their work in your practice.

What will your first step be toward understanding their dreams and participating as a dream manager in your practice?

A Patient Bankruptcy

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Here is a situation that I recently heard about, perhaps your practice has or could face something similar.

Our office has a family that recently declared bankruptcy and we had to write off over $1,700. Now the family would like to return to the practice after a two-year absence. They were never dismissed from the practice and all collection efforts were ignored. Is the office obligated to take them back as returning patients? Is it in the practice’s best interest to alter their financial policy for this family to prepay only? We want to care for the family but don’t want to lose money again.

Here’s what we know: Continue reading “A Patient Bankruptcy” →