Tips and tricks to build a stronger team

 

Building Stronger Teams: The F5 Reboot and Reload Training Day for Dental Practices

 

 

In today's fast-paced world, the success of a dental practice hinges not only on individual skills but also on how well your team collaborates and communicates. A harmonious and efficient team can significantly impact patient care, practice growth, and overall success. Introducing the F5 Reboot and Reload Team Training Day – an essential in-house training workshop aimed at creating cohesive and high-performing teams within your dental practice.

 

Understanding Practice Culture:

 

The F5 training day begins by immersing your team in the core values and culture of your dental practice. By understanding the practice's vision, mission, and shared goals, team members can align themselves better with the organisation's overall purpose, fostering a sense of belonging and motivation.

 

Defining Roles and Valuing Contributions:

 

Next, the training day focuses on clarifying individual roles within the team. When team members comprehend their specific responsibilities and recognize the value of their contributions, they are more likely to take ownership of their tasks and work collaboratively towards common objectives.

 

Unveiling Thinking Patterns and Their Impact on Team Performance:

 

Cognitive diversity is a powerful asset in any team. The F5 training day encourages team members to explore and appreciate their diverse thinking patterns, problem-solving approaches, and communication styles. By recognizing these differences, teams can harness the collective intelligence and creativity of all members, leading to more innovative solutions and heightened team performance.

 

Identifying and Preventing Potential Sources of Conflict:

 

In any team, conflicts may arise from miscommunication, differences in working styles, or unresolved personal issues. The F5 training day facilitates open discussions on potential sources of conflict and equips team members with conflict resolution strategies. By addressing conflicts proactively, your team can maintain a positive and supportive work environment, allowing for better focus on patient care.

 

Discovering Guardian Angels:

 

In a dental practice, "guardian angels" are individuals who offer support, guidance, and mentorship to new or struggling team members. The F5 training day encourages team members to recognize these valuable mentors within the team and establish a culture of continuous learning and support.

 

The Ultimate Outcome: A Team that Understands and Thrives Together:

 

By the end of the F5 Reboot and Reload Team Training Day, your dental practice team will have forged stronger bonds, developed a deeper appreciation for cognitive diversity, and learned how to leverage each other's strengths effectively. With a shared understanding of the practice culture, roles, and mutual respect, your team will work cohesively, communicate more efficiently, and ultimately enhance patient experiences.

 

Remember, the success of your dental practice depends on the unity and collaborative spirit of your team. Investing in team training, such as the F5 Reboot and Reload Day, is an investment in your practice's future prosperity.

 

Embrace cognitive diversity, nurture a supportive environment, and witness your dental practice soar to new heights with a team that not only understands one another but also thrives together.

Embracing Diversity of Thinking Styles: The Key to a Flourishing Dental Team

 

Embracing Diversity of Thinking Styles: The Key to a Flourishing Dental Team

 

In a world that celebrates diversity, we often think of it in terms of race, gender, and culture. However, one crucial aspect of diversity that often goes unnoticed is the diversity of thinking styles within a team. In a dental practice, the ability to recognize and embrace these unique thinking styles can be the key to unlocking the full potential of your team and providing exceptional patient care.

 

What is Diversity of Thinking Styles?

Just like individuals possess different backgrounds and life experiences, they also have distinct thinking styles. These thinking styles are shaped by personality traits, cognitive preferences, and problem-solving approaches. Some team members may be analytical and detail-oriented, while others may be more creative and open to taking risks. Understanding these variations allows you to tap into a rich resource of perspectives and ideas.

 

Analogous to Other Areas of Diversity

Diversity of thinking styles can be likened to other forms of diversity within a dental team. Just as a diverse team brings a variety of skills, knowledge, and cultural insights, diverse thinking styles offer a range of thought processes and approaches to challenges. Embracing both forms of diversity leads to a dynamic and harmonious work environment.

 

Why is Understanding Your Team's Thinking Styles Important?

·         Enhanced Collaboration: When team members understand each other's thinking styles, collaboration becomes more effective. They can leverage their strengths and complement each other's weaknesses, leading to more innovative and well-rounded solutions.

·         Improved Communication: Misunderstandings can arise when team members don't grasp each other's thinking processes. Recognizing diverse thinking styles fosters clearer communication and reduces conflicts.

·         Tailored Assignments: By knowing how team members think, you can assign tasks that align with their strengths, promoting job satisfaction and productivity.

·         Better Problem-Solving: Diverse thinking styles bring a variety of perspectives to problem-solving. This increases the likelihood of identifying comprehensive solutions to complex challenges.

·         Increased Empathy: Understanding how others think encourages empathy and respect for different viewpoints, promoting a positive team culture.

 

How we elicit  the thinking styles of your team.

·         Assessments: Jane is the only dentist in the UK to have been trained and licenced to utilise a specialist online thinking style assessment tool. The online assessment will take approximately 20-30 minutes, a generate a unique thinking profile chart for each team member.

·         Decoding: Jane will complete a personalised debrief to decode the results so that you can understand what it means, why it Is important and how to  make use of the report.

·         Team Discussions: At an in-house training day, we create a safe space where team members can openly explore and discuss their thinking styles and how they approach tasks. This will foster understanding and appreciation of each other's uniqueness and their place in the team.

·         Promote Flexibility and Growth: With the information, you can encourage your team members to be flexible and adaptable when working together. Embrace new ideas and approaches, so even If the practice remains constant your team can grow and transform.

·         Training and Development: Understanding thinking profiles is an Important step when considering  investing in training programs. You can be certain that the training and career development is going to be a wise investment of time and money. You can help team members understand and harness diverse thinking styles, Improving job satisfaction.

 

Conclusion

Diversity of thinking styles is a hidden gem that can significantly impact the success of a dental team. By acknowledging and embracing this form of diversity, you create a collaborative and innovative environment where everyone's unique strengths contribute to the overall success of your practice. So, let's celebrate and harness the power of diverse thinking, just like we celebrate other areas of diversity, and pave the way for a flourishing dental team.

Together, we can create an inclusive and supportive culture that not only benefits your team but ultimately improves the quality of patient care you provide.

Are you looking in the wrong places as you seek to find happiness at work?

 

Are you looking in the wrong places as you see to find happiness at work?

 

Many dental people when they are looking for a job  where they can stay and be happy look at the surgeries, in the drawers and cupboards believing that the equipment they are provided will make them happy.

 

Others look for the Goldilocks appointment book not too busy, not too empty, just right.

 

Experience shows that these are not the right places to look for happiness at work. We all know someone who has worked in a fancy practice with all the kit, yet still desperately unhappy.

 

May I offer another place to look first before you apply for yet another job?

You may first want to find someone with expertise to help you look inside, discover your purpose, why were your born to be a dentist.  Discover what would the world be missing if you stepped away from your career?

I am sure that you have met toilet cleaners who smile and sing as they do their work, they do this because they have found meaning and purpose in a job that others may consider menial. For them there is meaning and purpose cleaning up after others and making the toilet fresh for you.

Finding your purpose, your identity in your role, along with the beliefs and values that support you will make it so much easier for you to apply only for roles that have the potential to be a fit and to be happy. Once you know your purpose and values every decision is then easy. You deserve a position that makes you so happy  you could smile and sing, unfortunately, dental school never taught you how to find these roles.

Because you want to avoid another toxic practice, move away from the style of dentistry that makes you unhappy, solve the problems about why you are unhappy at work, we offer a unique solution that will enable you to find the perfect position for you, so you can be happy and smiley at work. Are you ready to say goodbye to unhappiness?

 Only you can decide the right time to take the first step and when you do others will notice the difference, in your smile.

Find out more Jane@IODB.co.uk

 

Do you know what you are looking for - an associates eye view of finding the perfect job.

 

Do you know what you are looking for - an associates eye view of finding the perfect job.

 

Many associates are unhappy with where they are working and looking to find something better. Some move frequently and could be considered job hoppers, searching for the ideal job, and not finding it.

Looking from the outside and with 33 years of being a dentist and 17 years of coaching experience, my sense is, that for many, the perfect job is like looking for a pot of money at the end of the rainbow because they either don’t know what they are looking for or are looking for the wrong things.

The reason you are struggling to find the ideal job is because you weren’t taught how to identify what is important to you.  As we read ads for associates they often read as if one associate is the same as every other, you are not and what is an ideal practice for you, is someone else’s hell and vice versa.

Many ads read that associates are looking for practice with scanners, implants, rubber dam, particular composites etc believing that the equipment will make them happy. You can be very unhappy in a brand new well equipped surgery. The physical environment is often how people judge a practice and it is poor predictor of how well you will fit in.

 

I would like you to listen to your inner voice of wisdom, as I share something that was developed by my tutor and coach Robert Dilts. in 1976 Robert Dilts developed a concept called the logical levels. The logical levels describe how you process information, create meaning, how problems and challenges can be created and how they can be solved. there are six logical levels, environment, behaviours, capabilities, beliefs and values, identity,  and purpose.

Problems cannot be fixed on the same level they were created.

When changes are made at the lower levels the solutions are seldom long lasting.

When changes are made at the higher levels, they are long-lasting and solutions also cascade down to the lower levels.

Changes at the lower levels never create changes in at the upper levels.

 

Making changes at an environmental level, e.g. buying a new sand blaster is like rearranging the chairs on the Titanic, new equipment won't make you happy in your job or fit in your practice. This is the wrong criteria to be chasing  when you are looking  for your ideal position.

 

Firstly, you must really understand what you want, your criteria,  to be meaningful the things you need to know about yourself include,  beliefs, values, culture at work, philosophy, identity, thinking patterns and purpose.

When you are clear about your criteria then you can start to look for a practice that is a match or is complimentary.

 The things that will make you really happy at work or so  unhappy you want to leave, again, are the elements at the top of the logical levels. When there is a clash between you and your colleagues. You may want to use rubber dam because you identify as the high-quality clinician for whom it is essential and because your purpose as a dentist is to do the best care and treatment for your patients providing long lasting beautiful restorations. If you are working with a nurse, who wants to do bish, bash, bosh, dentistry, there is a clash and it will not work out, one or other of you will leave. it is not about the rubber dam clamps (environment) it is about purpose and identity.

 

I work with associates eliciting their criteria and showing them how to discover if there is a match or a clash with a practice, saving them the stress, heartache, and expense of working in yet another unsuitable practice.

 

Another potential cause of frustration and dissatisfaction is when we have different meanings to the same words. For example many young dentists are looking for a mentor, what do you and your potential principal mean by that? For you a mentor may be someone who will come into your surgery, check your margins, stand over and assist your extractions, spend lunchtimes discussing cases, and weekly 1-2-1 conversations, for a principal a mentor maybe someone who has a light touch, is around and their function is to encourage and reassure, enable you to think for yourself, trust your judgement and not teach. If you start in a practice expecting one thing and they deliver something else you will feel let down, possibly deceived, simply because you have different meanings of the word mentor, and have not clarified what you each mean.

Supportive team is another phrase that means different things to different people. The interpretation of words can be categorised into seven different categories or drives based on the work by Professor Clare Graves.

The statements below indicate 7 different meanings of the phrase, supportive team. Rad them, consider them and if you had 10 points that you could share across the 7 statements, the number of points indicate how important the statement is to you, whole numbers only, how you you rate them. As your friends and colleagues, what are their scores, are they the same, are they different? Now  imagine Statement number 5 was really important to you and you scored it 8 and the practice culture of the supportive team was a number  2, how would you find working in that environment?

1.  We are a supportive team, we keep each other safe.
2. We are a supportive team, the leader takes the decisions that are best for us
3. We are a supportive team, together we work hard now, making sacrifices now for us all to be rewarded later.”
4. We are a supportive team, we support one another through healthy competition so we can be the best
5. We are a supportive team, every voice has value and needs to be heard.’
6. We are supportive team, we learn about one another and develop our skills together.
7. We are a supportive team and we all fit together; in an interconnected system.

Working with a career and transition coach can help you bypass working in soul destroying jobs. Because I have spent years learning the tools and psychological factors that predetermine a happy life at work, I assist dentists like you  work out what is important to you, so you can make better decisions about the job offers you accept.

Striking a Harmonious Chord -The Art of Achieving Work-Life Balance

 

• Are you looking to avoid overwhelm and gain work life balance?
• Are you feeling burnt out, and want your mojo back?
• Are you fed up with anxiety and want to regain yourself back?
• Have you lost your self in dentistry and want to rediscover your passions?

 

I am sure that you are aware, it can be too easy to put a post on social media asking others for your answer.

Inside, you know the truth; what works for someone else may not work for you, because you are an individual different from everyone else. If there was one silver bullet solution, we would all be doing it and sadly there isn’t. It is easy when we look to others for our answers to be inspired by their passion and enthusiasms, try them out and discover that you don’t feel the same way. The quest for a work life balance, is your personal journey to discover what nourishes you,  makes your heart sing, your eyes light up  for you to feel fab.

 

There are 4 steps to getting away from your problems and finding the solution you are looking for,

1. Self-awareness
2. Raising personal standards
3. Communicating well
4. Action and accountability

Below is a classic coaches’ balance wheel, that we will often use when starting to work with a client, this is a useful tool for you to use to evaluate where you are now and where you want to be.

Only you can decide if you would like to complete it and I am sure that other people will tell you how useful they have found it as a starting point. I hope that you find the balance wheel useful first step on your journey of self-discovery, the answer is in the process not the destination. This tool will help you identify where the imbalances are so that you can make the choices and start the process to bring you and your life back into equilibrium,

Balance Wheel – Life 

This exercise is about the balance in your life. For each segment, ask yourself, “How satisfied am I in this area of my practice right now?”   The centre of each segment represents 0 and the outer edge 10 give each segment a number from zero to ten and indicating that by creating a new outer .

Examples the range of evaluations you may choose to use.

Notice two distinctions in the questions.

“How satisfied am I…” This is a subjective assessment.  It is not about how your family colleagues or neighbours see you; it is not about success; it is about personal satisfaction.

  

Aso notice “right now”.  This wheel is a snapshot.  Scores will change weekly, daily – even hourly as circumstances change.  Do not look for ultimate truth; just check in with how you feel in this moment

• When you have created your new perimeter, what do you notice
• What would you like it to look like in 6 months time?
• Which are if you made developments or changes would have the biggest impact elsewhere?
• What is just one thing that you can commit to doing that will begin to restore balance?

Unlocking Fresh Perspectives on Problems and Goals

 

Frank Carson used to say about his jokes, “It’s the way your tell em.”

 

With problems and goals it’s the way you see them.

 

Think for a moment about a challenge that you have that you have not yet managed to conquer, or a goal that you have not yet achieved. It could be a difficult patient relationship, a new job, a clinical procedure that you struggle with, weight loss, anxiety, etc.

 

For the duration of this short exercise put the problem or goal on a stool that you can walk around and look at from 360 degrees, from above, below or from a distance.

 

Now imagine that you have three pairs of glasses each with lenses with differing properties. 

 

·      Problem lens, that when you wear these, you only see the problems, mistakes, and errors.

·      Challenge lens, when wearing these you see the challenges, there are possibilities that with the right plan you can achieve, and it will be a challenge.

·      Opportunities lens, when wearing these you can see the opportunities that were not visible  to you before. You can see options and a path forward that can take you beyond where you hoped and maybe in new and fabulous directions, new people, new information, new actions.

 

Please humour me, put the pairs of glasses on, one at a time, walk round your situation, (yes I mean actually get up and walk around the stool) noticing what you notice, see what you see, hear what you hear, think what you think, feel what you feel. Pay attention, listen, and feel your internal wisdom.

 

When you have viewed your situation from different perspective and through the lenses of problem, challenge and opportunity, what are your thoughts, insights and new possibilities. 

 

Take a moment with a pen and paper or your phone, write down, three things that you can do as a result of embracing  a new way of seeing.

The Power of Analysing Thinking Patterns: Unlocking Success for Dental Practice Owners

 

When I was a young practice owner a very wise dentist you used to practice on Wimpole Street told me that whatever was going on in my practice was a direct reflection of what was happening between my ears. My thinking was creating all the problems and the successes. Now I have a tool to decode the thinking that could be serving your or sabotaging you.

 

Experience shows, becoming conscious of thinking patterns helps all dentists, and puts them firmly in control.

 

I am sure you are aware that every dentist thinks differently, and as a result their practices are very different. Here are examples of the thinking pattern analysis of four principals, each with a unique practice, unique, problems, successes and targets.

 

Every time I decode a clients' thinking pattern they tell me I am spot on,  how it shines a light on what they have been blind to, and how it gives them new tools.

Running a dental practice can be a gratifying experience, and it also comes with its fair share of challenges and frustrations. Many dental practice owners find themselves grappling with various obstacles that hinder their ability to achieve their goals. However, there's a powerful tool that can help them overcome these hurdles and pave the way for success - analysing thinking patterns. Today, we will explore why understanding and analysing thinking patterns is essential for dental practice owners and how it can benefit their business in multiple ways.

 

Improved Recruitment:

One of the key aspects of a successful dental practice is having a cohesive and efficient team. By analysing thinking patterns during the recruitment process, practice owners can identify candidates who align well with the practice's core values and work culture. Understanding potential employees' thought processes enables owners to select individuals who exhibit problem-solving abilities, adaptability, and a strong commitment to patient care. This results in a harmonious and productive team that works together seamlessly towards common goals.

 

Improved Patient Relationships:

Building strong relationships with patients is crucial for the long-term success of any dental practice. Analysing thinking patterns can help practice owners and their teams develop a deeper understanding of patient needs, concerns, and preferences. With this insight, dental professionals can tailor their communication styles to effectively connect with patients and foster trust. Patients who feel genuinely understood and cared for are more likely to remain loyal to the practice and refer others, contributing to practice growth.

 

Increased Uptake in Treatment:

Understanding patient thinking patterns not only enhances communication but also allows dental practitioners to present treatment options in a way that resonates with patients' values and priorities. By aligning treatment recommendations with patients' perspectives, dental practice owners can increase treatment acceptance rates. This leads to improved patient health outcomes and a thriving practice with a strong reputation for patient-centred care.

 

Personal and Professional Development:

Analysing thinking patterns goes beyond just understanding others; it also involves introspection. Dental practice owners who take the time to assess their own thinking patterns gain valuable insights into their decision-making processes, strengths, and areas for improvement. Self-awareness fosters personal and professional development, empowering owners to make better choices, enhance leadership skills, and ultimately drive the success of their dental practice.

 

Team Building:

Effective teamwork is the backbone of a successful dental practice. Understanding the thinking patterns of team members allows practice owners to identify each individual's unique contributions and areas of expertise. This insight enables them to delegate tasks strategically and create a supportive environment where team members feel valued and motivated. Strong team dynamics lead to increased productivity, better patient care, and a positive work atmosphere.

 

In the fast-paced world of dental practice ownership, analysing thinking patterns is a powerful tool that can pave the way for overcoming frustrations and achieving long-term goals. By utilizing this approach, dental practice owners can improve recruitment, build stronger patient relationships, increase treatment uptake, foster personal and professional development, and enhance team building. Embracing the practice of understanding thinking patterns is a development or transformative step towards elevating the success and reputation of any dental practice, ensuring a brighter future for both patients and the practice owners themselves.

Would you like to know more?

I invite you to reflect on this message and consider the benefits that decoding your thinking patterns will have. when you have considered it, you can take charge and do what only you know needs to be done, so that you can overcome and avoid problems and focus on, improvements that will result in you achieving your goals. You and I both know that you instinctively know what the best approach is and you will enjoy the positive feedback that you receive from others when you have considered all the options and take the first steps. You will really enjoy seeing and getting a  feel for  the big picture of your thinking patterns as well as loving the fine detail that it provides for you in specific situations that until now you did not know how to handle at your best.

Finding the Perfect Candidate for Your Dental Practice Culture- The Power of Graves Drive Analysis

 

As a dentist, one of the most critical decisions you'll make is hiring the right team members for your dental practice. A strong and cohesive practice culture is the cornerstone of a thriving dental office. When seeking new candidates to join your team, it's essential to ensure they align with your practice culture. To facilitate this process, implementing a Graves Drive Analysis can significantly streamline the hiring process and help you find the perfect fit. In this blog, we will explore why conducting a Graves Drive Analysis is a game-changer when it comes to identifying candidates who harmonize with your practice culture.

 

The Graves Drive Analysis, developed by renowned management consultant Dr. Clare W. Graves, provides valuable insights into an individual's motivation, values, and beliefs. It is based on the theory of Spiral Dynamics, which emphasizes the existence of various levels of human development and consciousness. The analysis helps identify a person's Graves Drives, which are fundamental patterns of thinking, decision-making, and behaviour.

 

Alignment with Practice Values:

Every dental practice has a unique set of values and principles that define its culture. These values drive the team's behaviour, decision-making, and overall approach to patient care. By utilizing the Graves Drive Analysis, you gain a deeper understanding of a candidate's core values and whether they align with those of your practice. This alignment is vital for fostering a cohesive and harmonious work environment.

Here are examples of Grave drives evaluation for 3 different practices, you can see they are each unique. Each practice will have its own culture and will attract and be perfect for different people. This tool is invaluable when finding a match, saving you, time money and heart-ache recruiting the 'wrong' person. the Graves drive analysis is one of the tools we use to help you get it right first time.

Adaptability is crucial in today's fast-paced dental industry, where practices need to continually evolve to meet changing patient needs. The Graves Drive Analysis provides insights into an individual's ability to adapt and embrace change. By identifying candidates with a high level of adaptability, you can ensure your team remains agile and ready to navigate any challenges that arise.

 

Enhancing Team Dynamics:

A dental practice is a team effort, and effective collaboration is key to its success. With the Graves Drive Analysis, you can evaluate how well a candidate complements and enhances the existing team dynamics. It helps you identify candidates who will seamlessly integrate into your practice, fostering a positive and supportive atmosphere among team members.

 

Identifying Leadership Potential:

In addition to hiring team members who align with your practice culture, you may also be seeking candidates who can grow into leadership roles within your dental practice. The Graves Drive Analysis provides insights into an individual's leadership potential, offering valuable guidance when identifying candidates who possess the necessary qualities to lead and inspire others.

 

Reducing Employee Turnover:

Hiring a candidate who fits seamlessly into your practice culture reduces the risk of employee turnover. When team members share the same values and work toward common goals, they tend to be more satisfied and engaged in their roles. By utilizing the Graves Drive Analysis, you can reduce the likelihood of hiring a mismatched candidate, ultimately saving time and resources associated with employee turnover.

 

People don't leave a job they love, they leave a toxic environment. Building a dental team that harmonises with your practice culture is essential for long-term success. The Graves Drive Analysis provides invaluable insights into a candidate's values, adaptability, team dynamics, and leadership potential. By integrating this analysis into your hiring process, you can identify candidates who will seamlessly fit into your practice culture, foster a positive work environment, and contribute to the growth and success of your dental practice.

 

Graves drives analysis is also an essential tool, to assist associates, finding their perfect practice, where they can be happy as they develop their career.

Remember, finding the perfect fit goes beyond just evaluating qualifications and experience. The Graves Drive Analysis takes you deeper, enabling you to make more informed hiring decisions and build a team that will thrive together for years to come.

Cracking the Code: Secrets to Finding the Perfect Job Match

 

Are you having problems with recruitment or finding a new, perfect position?

 

At dental school you were not taught how to recruit and because you are brainy, destined for uni you didn’t have  lessons in how to find a job.

 

Recruitment is an art that follows a process, that until you learn the fundamental rules you are at risk of the finding the wrong match, if you are a practice owner, using the wrong approach results in the endless revolving door of staff members, if you are an associate it means the emotional roller coaster of optimism of a new job and the sinking feeling that you have made another mistake, you job hop, you clinical skills decline, mental health suffers.

 

 

Many people recruit by placing an ad, associate wanted, SOE computer, full team support, scanner, 50%, good private potential, immediate start.

The first bright eyed dentist comes along, impressed with the superficial décor, says yes without meeting the principal, team or doing any due diligence. Because they have not been taught how to discriminate for what they want and don’t want, they only questions they ask are about salary, holiday, and CPD days off.  When they start, they do have SOE, the team is fully staffed mainly with locums and trainees, the book is crammed with NHS patients with no space to discuss private treatments or use the scanner. The principal is no where to be seen and you feel letdown, lost and unsupported. The Practice manager cannot answer any of your questions and is busy taking control of your book, not allowing you time off, filling your book through lunch, think you are ungrateful for objecting to a trainee and perceives you as picky or troublesome when you try and improve your diary and day. And so the cycle goes on,

 

There is another way.

 

To get the right results, team members need to have the right behaviour and to do this this must have an ARSE that is compatible with the practice.

This means that you need to look inside first. The greater clarity you have about the criteria you want and don’t want the better chance you have of finding ideal. Leaving it to chance is not an option, your future success depends on the preparation.

 

Questions to think about,

What is important to you in an associate / practice?

What is essential?

What is important?

What would be nice and not a deal breaker?

What must never be true?

A= Attitudes This is the most important of the four, get it wrong it causes conflict., disharmony and is the primary reason people move on to find something better. The wrong Attitude results in a toxic working environment.

A is about beliefs, values, culture philosophy of dental care. What are yours, what are they for the practice, are they compatible? Values and culture elicitation is a process that your coach will take you through as part of the process of choosing the right match, there is more to it than choosing fancy marketing works. Clarity about beliefs, values, culture and philosophy are essential, because these are the (usually) unconscious rudders that steer your thoughts, decisions and actions. Once you know your values every decision is easy. Let’s make recruitment easy for you.

R = Reasoning. This is about your thinking  patterns. Your thoughts control your emotions language and behaviours. There are 13 patterns that it is useful to identify and decode when recruiting an associate or new practice. When you learn how to decode the cognitive diversity of your candidate or practice, you will be able to predict their behaviours, what they are like to work with, a dream or a nightmare. Personalised decoding can be done in 20 minutes, followed by a debrief and showing you how to identify patterns in others. When you understand your reasoning patterns and the patterns of what you are looking for, you can write your ads, schedule your recruitment process to screen for what you are looking for. If you are looking for a role you can write your application letter, so it acts as a screening tool, filtering out the wrong practices.

S = Skills. This is less important because skills can and will be learnt if the right A and R are present. There may be some fundamental skills that are essential e.g .BDS (or equivalent) if you are looking for a dentist, ability to speak and be understood etc. You will probably find the aptitude to learn is more important than having the skills already.

E = Education and Experience CV’s are full of this information and in most cases, not all it is not essential information. On a basic level you do need to know that they have mandatory qualifications, and registrations, and depending on the position experience may or may not be useful.

 

Conventional recruitment processes focus on a CV which is heavy on the data about skills, education and experience, and there is little investigation in the ‘soft skills’,  beliefs, values, culture, philosophy, or reasoning. It is the soft skills that will make or break a working relationship.

 

There is a better way to recruit excellence.

• Look inside, know your beliefs, values, culture, philosophy, and reasoning.
• Understand what you have to give and what you want.
• Never use a CV

 

I hope this helps you as you review your options and take the steps towards happiness at work.

Is there something you want to overcome or achieve in your practice?

A request for coaching is a request to facilitate development or change.

 

Do you know the changes or developments you want to achieve personally or for your practice, or do you feel frustrated and dissatisfied, not sure what you need to develop change  or how to implement it?

 

You will know if it will be useful or not to complete the balance wheel below.

 

It may be useful to ask yourself for each of the segments, does this area have things, that you need to move away from, or does it need targets for you to move towards?

This exercise is about the balance in your practice. For each segment, ask yourself, “How satisfied am I in this area of my practice right now?”   The centre of each segment represents 0 and the outer edge 10 give each segment a number from zero to ten and indicating that by creating a new outer.

 

Examples the range of evaluations you may choose to use.

 

0               Failure                                     Ignorant

1               Unacceptable                          Beginner                      

2               Incompetent                           Novices

3               Ineffective                                Apprentice

4               Inadequate                              Probationer

5               Complacent                            Intern

6               Satisfactory                             Experienced

7               Competent                             Practiced

8               Commendable                        Proficient

9               High quality                             Specialist

10            Excellent                                 Master

 

Notice two distinctions in the questions.

“How satisfied am I…” This is a subjective assessment.  It is not about how your family colleagues or friends see you; it is not about success; it is about personal satisfaction.

  

Also notice “right now”.  This wheel is a snapshot.  Scores will change weekly, daily – even hourly as circumstances change.  Do not look for ultimate truth; just check in with how you feel in this moment.

As you think about the development and change you want to make, (even if you are not sure what it is yet) it  happens at one of these 6 levels,

 

Environment

Behaviours

Capabilities

Beliefs, values, culture

Identity

Purpose

 

 What experience shows us is, 

 

• Changes that happen at the higher levels, purpose, identity, beliefs, values, and culture, automatically cascade down and change the lower levels.
• When change happens at the lower levels it doesn’t influence the higher levels
• Changes at the higher levels are often perceived to be more difficult than those on the lower levels, yet they have more impact, resulting in lasting change or development. 
• Changes on the lower levels can be quick and easy and seldom have lasting change or development.
• A problem on one level can seldom be solved using a lower level.

 

 

 

I hope that you have found this blog useful and it will assist you and your practice in overcoming your frustrations, achieving lasting development and change you desire.