I have the privilege of working with dental teams nationwide.  What I have found is that everything begins and ends with the leadership team.  It’s what leaders do, allow, or accept that cultivates the culture.  If the leadership team is not aligned and cohesive it will be difficult to get the team aligned and cohesive.  Here are my top 10 strategies to build and aligned and cohesive team. 

Strategy 1- United We Team.  The We team consists of everyone involved with leading the team.  It could be as simple as a solo doctor without a manager.  In this case very simple to be united with oneself.  😊 However, once there are two or more it takes a focused commitment.  The leadership team would include doctors, managers, team leads and anyone in a role that is responsible for leading other team members.  The leadership team must always be supportive and united in front of the team.  Any difference of opinion or disagreements must always be handled behind closed doors.  Otherwise, it can create confusion and chaos within the team.    

Strategy 2 – One Message.  In order to have one message the leadership team needs to be on the same page.  Owner doctors will need to establish four core values to build around.  Email me at JudyKay@PracticeSolutionsInc.net to receive a Core Values Sample Page.  Weekly leadership meetings help keep the entire leadership team in the loop and on the same page.  Choose the same day and time every week and reserve it a year in advance.  It is at the weekly leadership meetings that discussions and agreements are made.  It is important to put the agreements in writing and save the information in a meeting log.  Once agreements are made they are shared with the entire team at a team meeting.

Strategy 3 – Open Communication.  Open communication includes the entire team.  A team meeting setting works best to allow time for introduction, discussion and implementation of new ideas or changes.  It is important to get feedback from the team members that will be responsible for doing the work.  Never introduce a change or new process in a memo.  It does not allow time for discussion and will limit end results. 

Strategy 4 – Model the Waddle.  In other words, lead by example.  This is the number one leadership principle.  There are no exclusions, no exceptions in essence no double standards.  I often hear, “but Judy Kay I am the doctor.  I can do what I want.”  Yes, they can but not without exceptions.  It is not what we say but what we do that inspires our team to follow our lead.  Leaders must always walk their talk.  For example, they need to be engaged and positive if they want their team to be engaged and positive. 

Strategy 5 – When to Lead Versus Manage.  Know when to lead and when to manage.  Leadership is defined as the ability to influence and guide people. 

Leading is providing a big picture view to the team and motivating them to be a part of the vision.  Once the vision is clear it’s time to manage.  Management is directing and controlling the process to reach a goal. Managing turns the vision into reality by setting and measuring smaller goals for the team to reach the end goal.    

Strategy 6 – Hire the Right People.  The right people are those that fit the team and practice culture.  Evaluate as a team the aptitude, character traits, and skill sets necessary to perform the job.  Never trade character for skills.  Skills can be taught whereas character is innate in the person.    

Strategy 7 – Training Benchmarks.  Establish clear and consistent training benchmarks for new hires.  Define what the minimum level of performance will be for each benchmark.  Create weekly benchmarks for the first three months.  Create monthly benchmarks for three months to twelve months.  Clear benchmarks create clear expectations for the new hire as well as the existing team.

Strategy 8 – Accountability.  Leaders need to hold everyone equally accountable.  No exclusions or exceptions or it will feel like favoritism and divide the team.  Adress negative words, attitudes, and actions as they happen daily.  The verbiage I like to use is, “How does _________ support our core value of _________?” or “How does what you did support our standard process of _________?”

Strategy 9 – Appreciation.  Appreciation is not just nice to do fluff stuff!  Appreciation gives team members value and purpose.  It is also feedback on performance.  Leaders catch your team members doing things right and show appreciation.  Appreciation motivates.  Criticism demotivates.  What is rewarded gets done.

Strategy 10 – Celebration.  Celebrate successes daily.  Morning huddles provide an opportunity to share successes from the day before.  I am not just talking about the financial goal.  Highlight positive patient interactions as well as positive team member to team member interactions. 

Implementing these 10 leadership strategies will help you build an aligned and cohesive team.