Yet again, yesterday, examples of the need for patience in business building. Patience. A delightful conversation with a prospective new client who has been “following my stuff” for years, has embraced many of the ideas we have shared here and across other channels – and finally felt the need to connect with me personally and
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One of my clients’ FAQ’s is “why aren’t my associates more productive?” I’m reminded of Stephen Covey’s quotation that: if there’s a problem with your team, the problem is you Many is the time we have discussed unappreciated people and the effect they can have on morale and productivity. The same applies to your clinical
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Ready? Pen and paper in hand? Here are the criteria for recruiting new people into your organisation at every position: hungry blank sheets with a history of achievement outside of their education/career Hungry – I’m attracted to people who are on quests – determined to see the world and be seen by the world. Blank
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Whether you need a receptionist, a nurse, a manager or new clinicians, the old recruitment rules are dead Next time you are hiring: Step 1 – write a brief recruitment advert and email it to me – I will run that on my Facebook profile – I’m 2 degrees of separation from 750,000 people. Then repeat
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A frequently heard lament from Principals is: I’m drowning in routine maintenance and don’t have the time to focus on higher value treatments. In any event, there is no way that the patients will agree to see another dentist – they have been seeing me for years and will kick up a fuss if I
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Numbers don’t get emotional about people. People get emotional about numbers. Associates get emotional when faced with a percentage pay-cut (perfectly understandable – who wants a pay cut?). An unemotional demonstration that a 5% drop in percentage can be recouped by an 11% increase in productivity often falls on deaf ears. The “loser” in this
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For some reading this post, today will be the first day of the new UDA year and: a sigh of relief that you can get back to delivering NHS dentistry after completing your UDAs some weeks ago a celebration on finishing on target a weekend of stress, wondering just how big the latest clawback will
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Your brand standard is excellence. Here’s a little lunch and learn for you to try as soon as you can. Ask everyone in your team to define what excellence means to them and come up with three words to illustrate that meaning. Efficient? On-time? Polite? Collect their responses. Post them on a wall. Create a
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Before commenting on how NOT to tell them (and offer some insights on how to tell them) let’s establish some ground rules. I accept that this post may well be read by owners and associates. So.. I don’t travel around the country automatically recommending that associate pay scales are reduced – so don’t blame me;
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It’s not uncommon for me to listen to owners complain about the motivation levels of their managers and clinical team. It’s not uncommon for me to listen to managers and clinicians complain about the motivation levels of the owner. Hmmmm…. What’s the difference? The owners tell me that there are certain managers or clinicians who
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