Often our job description or what we think our job description is does not even begin to describe what we actually do. How does a manager help their team achieve great outcomes as expected? First, they need to understand what their purpose is and begin to restructure what they are doing to fit that purpose. Working with a realistic timeline with the goal to reach what their real management outcome is doable if you keep the vision and goal in front of you and take the baby steps to reach it. It is that “Slight Edge Effect” that will get you there and make your daily work life one that you enjoy. We will be working together on how to make this happen during this module.
Module Content for the 5-Week Program
1
Re-defining The Managers Job Description
Your Management Brand
As the years go by, we develop various attributes and habits that make up our “Brand.” Most of the time we do not even think about it, but I can tell you that those that work with us certainly do. If we want to continue to improve the way we connect and lead our team, we need to do some self-evaluation. This also will improve the way in which we evaluate the individuals on our team. We get better and so do they. It is all about “Continued Quality Improvement.”
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3
Employee Happiness is Serious Business
Often when talking with physicians and managers about the topic of employee happiness I hear the following: “They should be happy, they have a job and get a paycheck.” That is not what it is all about. Most of the time when I hear this, the practice is having employee issues and the manager is expected to fix them. If you want to have a workplace where people get along, help each other, think independently, show up and care about the people they work for and with, then you want to make sure employee happiness is at the top of your list. Employee happiness isn’t a nice-to-do thing it is a must-do thing.
The Truth About Performance, The Truth About Teams
The expectation is that you hire people to work in the practice and they will naturally become a cohesive team. Teamwork is dream work, but it can be a nightmare as well. Performance issues need to be addressed and each team player needs to know their purpose and how it connects to others and the big picture of the overall success of the practice. Not everyone is cut out to be a “team player”. So what do you do when you have great employees that this applies to? How do you handle favoritism? What do you do with B and possibly C players? Can everyone learn to work together? The answer is…maybe and what do you do if they do not? There is a lot to tackle in this module!
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5
The Truth About Communication
Because we talk, we think we are communicating. This is not so. Communication is one of the most difficult human tasks that we need to learn and continue learning how to do. Communication not only is about speaking, it is about listening and gaining clarity to understand. In this module we are going to learn how to ask questions that ignite inspiring answers, how to have difficult conversations, delivering news about change and Stephen Coveys 5th Habit, “Seek first to understand, then to be understood.” This module is not for the faint of heart. Learning to truly put forth an effort to communicate for understanding is an ongoing life lesson. But taking on the challenge will make our relationships better than we can imagine. We know that people want to work for those they know truly care about them and understand them.
Register now and truly take your management to the next level.
Follow the path of high-performing managers and skip the school of hard knocks. It’s much more satisfying for you, your doctor(s), your staff, your patients, and most importantly, your family.
If not now, when?