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How many times have you woken from a sound sleep, with an employee’s performance issue weighing on you? As your heart races, you think dark thoughts-She hates me! He needs a therapist! There’s nothing I can do! I’ll just have to live with the problem until I sell the practice! This is an example of “stinking thinking” because it doesn’t give the leader any options to upgrade performance and doesn’t allow the team member the benefit of being coached to new levels of success.
How many times have you woken from a sound sleep, with an employee’s performance issue weighing on you? As your heart races, you think dark thoughts-She hates me! He needs a therapist! There’s nothing I can do! I’ll just have to live with the problem until I sell the practice! This is an example of “stinking thinking” because it doesn’t give the leader any options to upgrade performance and doesn’t allow the team member the benefit of being coached to new levels of success.
For those of you who really want to help mentor, coach and train your team members toward continuous improvement, I have good news. There are only seven reasons why a staff member experiences a performance shortfall. More importantly, only one out of the seven is “unfixable.” In the chaos and confusion of helping someone who is struggling, it’s nice to know there’s a reason for the problem and that you have the tools to address it.
Case in point
Consider this example: Emily is your Financial Coordinator. She is organized, focused and productive. She loves communicating with your patients during the treatment conference and has tremendous success in working the e-claims system. When it comes to collections calls, she experiences very little success, waits until the last minute and avoids this task above all else. What’s happening with Emily?
The Seven Factors:
When you know that you can help a floundering employee, you will sleep better at night. Your practice will also run at a much higher level, because you coach team members to new levels of success.
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