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September 1, 2023

Top 10 Leadership Strategies!

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.

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July 1, 2023

Get Happier! Part 2

Happiness is not just feel good, nice to have, fluff stuff. When we feel happier more often, we entirely change our beliefs about our world, what we can achieve, and ourselves. Harvard and Mayo Clinic research supports that the happier we are, the more successful, more intelligent, more creative, more productive and healthier we will be.

Here are the final two of four strategies to create a happier culture.

Smile Power

We get happier and make others happier when we smile. Smile energy is extremely powerful and wide spreading. A smile instantly creates positive energy in the environment and uplifts the mindsets of the giver, the receiver, and everyone in the vicinity. People want to spend time around people that make them feel better. Smiles are contagious.

A simple smile can change how you and everyone around you feels. Try to think of something negative and keep smiling. It is very difficult to do. When you smile, your body recognizes it as a positive body pattern and sends a message to you that everything is okay, and that life is great. Smiling changes our mood. When you’re feeling sad, or stressed, start smiling and you will feel instantly better.

Smile when you don’t feel well to improve your health. A smile can boost your immune system by improving your general feelings of well-being. Smiling makes you feel more relaxed which reduces your blood pressure and feelings of stress. People who smile live an average of seven years longer than people who do not. Get happier and live longer by smiling often every day!

Action Plan – Smile Power

Make eye contact.
Smile genuinely.
Don’t worry about their response and whether they smile back or not. It’s not important.

Laughter Power

We get happier when we laugh more often. Add a regular dose of laughter to every day and you will not only be happier, you will also be healthier! However, it is not always so easy to do. We get so busy that we focus only on getting the job done. We don’t slow down enough to take time to laugh. We need to add laughter to our list of daily priorities!

Laughter triggers healthy physical changes in the body. A good, hearty laugh:

Relieves physical tension and stress, leaving your muscles relaxed for up to an additional 45 minutes
Boosts the immune system
Decreases stress hormones
Triggers the release of endorphins, the body’s natural feel-good chemicals.
Improves the function of blood vessels and increases blood flow, which can protect you against a heart attack and other cardiovascular problems

Think about it. When was the last time you had a hearty laugh? No, I am not talking about a little chuckle. I am talking about a throw your head back, side holding, tears streaming, almost wet your pants laugh! You don’t need to have a sense of humor, be happy or have any reason to laugh. Just laugh for the sake of laughing!

Action Plan – Laughter Power

Fake it until you feel it.
Schedule time to practice laughing every day.
Surround yourself with people and things that make you laugh.

The more you practice laughing, the better you will become and the happier you will feel!

Implement the four strategies to get happier, Focus Power, Choice Power, Smile Power, and Laughter Power and you will get happier!

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June 1, 2023

Get Happier! Part 1

Filed under: Affirmations,Appreciation,Attitude,Behavior,celebration,cohesivness,Communication,Conflict Resolution,Culture,Culture Camp,Decision Making,Eggshells,Elephants,Energy,Fear,Focus,gratitude,Habit,Happy,Inspiration,Judy Kay Mausolf,Mindful Talk,Mindset,Motivation,Orange Energy,Performance,Positive Psychology,Positive Thought,Practice Solutions Inc,Relationships,Rise & Shine,Smile & Shine,Strategy,Stress,Stress Monsters,TA-DAH,Team Building,Team Relationships,thought leader,Toxic Performer,Uncategorized — Tags: appreciation, attitude, change, communication, conflict resolution, Decision making, dental Practice Management, Dental Team Performance, drama, energy, focus, Habits, Judy Kay Mausolf, performance, positive energy, practice management, Practice Solutions Inc, purpose, show your shine, team building, Thoughts — Judy Kay Mausolf @ 12:11 pm

Get happy! Fame, money, stuff, or even other people can’t make us happy. Just look at all the famous and wealthy people who are miserable. Happiness doesn’t have anything to do with what we have, where we’ve been, or who we are. Happiness comes from within. We are happy when we choose to be happy. We have a choice: to enjoy our lives or to find fault. We truly do write our own stories of happiness.

“Every moment you make a choice of what you want to keep, and what you want to let go of…and that’s how you write your story!” ~ Judy Kay Mausolf

Here are the first two of four strategies to get happier!

Focus Power!

We get happier when we change our focus to positive. You can be happy even when life seems difficult. Here is the big secret about staying happy and positive in difficult times. It does not take any superpowers or anything special. It is simply a clear understanding of the power of focus.

“Our focus creates our attitude.” ~ Judy Kay Mausolf

Our attitude is a learned behavior. Having a positive attitude is a skill. If you focus on the positive, you will have a positive attitude. If you focus on the negative, you will have a negative attitude. When you hear people say they are in a bad mood, it is because they choose to linger in the negative emotions. The physical part of any emotion only lasts thirty seconds or less. Any emotion after thirty seconds comes from hanging on to the emotion. Woe is me people, or what I refer to as wallowers, choose to be victims of their emotions. They wallow in them like a mud bath and tell everyone how miserable they are in hopes of eliciting sympathy. They actually enjoy the drama and negative emotions.

The science behind the thirty seconds of emotion pertains to fight or flight. Our immediate responses to negative or positive emotional stimuli are the result of a chemical reaction in our brains. Responses such as a rush of adrenaline lump in our throats, being out of breath, a dry mouth, sweat running down our backs, faces turning red, nervous laughter, flailing, and kicking, and tears welling up in our eyes – these responses happen in the first five seconds. In the next 25 seconds, we battle to take control of our bodies. It is best not to suppress nor deny the emotion, but to let ourselves feel it, observe the physical effect on us, mentally step aside from it, and let it go.

We can choose not to be negative, angry, hurt, stressed, frustrated, grumpy or whatever. It is always our choice. Instead, focus on finding a solution and a reason to be happy and feel good in every situation.

Action Plan – Focus Power:

Here are action steps to achieve Focus Power:

Whenever you feel stressed and, in the fight, or flight zone, breathe deeply and count to ten, slowly for thirty seconds.
Feel and observe the physical reaction and then let it go.
Identify three positives in the situation. Even in the most horrific circumstances there are positives.
Shift your focus from what is negative or missing to what is positive and present.
Spend 10% of your time focused on the problem and 90% on the solution.

Choice Power

We get happier when we choose to be happier. Have you ever thought, “I was in great mood until “___________” happened”? When we allow “___________” (whatever the blank is at the moment) to affect how we feel, we are in essence relinquishing our power and allowing circumstances to control our emotions. If we allow our circumstances to control our emotions, we become a victim of our circumstances. The truth is that circumstances don’t dictate how we feel – we do! It is always our choice!

“Happiness is always our choice!” ~ Judy Kay Mausolf

Action Plan ~ Choice Power

Wake up.
Affirm it is going to be an awesome day.
Choose to be positive regardless of how you feel.
Choose words and actions that have a positive impact.

Implement the first two strategies and you will get happier! Tune in next month to learn the about strategy three and four to get happier!

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May 1, 2023

Stop Walking On Eggshells!

I have the privilege of working with dental teams nationwide to help them co-create a happier, healthier, and higher performing culture. There are so many moving parts in a routine dental practice’s day. The schedule, among other things, doesn’t always happen as planned. There are even some days when it feels as if the wheels may have fallen off. We need to as a team be able openly discuss what is working and what is not. The obstacles are the eggshells that get in the way.

What are eggshells? Eggshells are the fragile feelings that arise when we try to resolve a conflict with another. These fragile feelings are a result of what we perceive based on our past personal experiences and not necessarily the other person’s intent. Some of the fragile feelings I am referring to are fear, anger, judgment, retaliation, desire to be liked, insecurity, nothing changes, peer pressure, hurt feelings, disrespect, it’s not nice, or it’s not my problem.

These eggshells stop many of us from addressing the elephants (the unstated issues or concerns) in the room. We create barriers between each other by laying our eggshells all around ourselves and worrying about stepping on those that others have laid around themselves. We believe if we talk about what is not working or what is a problem or a concern we will step on their eggshells. Almost everything becomes too uncomfortable or off-limits to discuss. So, we don’t! Instead, we just keep everything inside to avoid the eggshells and the practice culture deteriorates. The chance to make good things happen, (better results, better relationships, and more responsibility) disappears. What appears instead is a herd of elephants. Everyone knows they are there and yet no one will talk about them for fear of stepping on an eggshell.

The problem is, if we don’t discuss the issues as they happen, they don’t go away. Instead, the issues become elephants and the herd continues to grow until it takes over the entire practice. We end up tiptoeing around each other’s eggshells and pretending the elephants don’t exist. Or gossip grows out of frustration. Communication between team members becomes emotionally charged. The conflicts continue to grow; resolution becomes almost impossible. The practice culture becomes stressful and negative. This emotional stress and negative environment can drive even the best of team members to leave the practice!

To overcome the eggshells, we need to first acknowledge they exist. Have a team meeting to talk about the eggshells in the office. Have each team member identify which eggshells they surround themselves with most often. I recently held a team meeting where each team member identified their eggshells. There was a variety of answers; desire to be liked, hurt feelings, judgment, criticism, retaliation, and nothing ever changes. They differ for each team member because of their past experiences.

Once the eggshells have been identified, discuss the importance of talking about issues as they happen regardless of their existence. This proactive communication helps to prevent and remove the elephants from the room. Reinforce the message; we are all working together towards the same goal of a healthy, happy, and high performing practice culture. To accomplish this, we must give each other a break and believe that our other team members’ intents are good. We need to talk about the issues even if talking about issues creates eggshells like hurt feelings, judgment, or criticism.

We need to stop assuming we know what someone meant by their actions or words or the way they said something. Sometimes even what they say or the words they use can mean something different than what we believe them to mean. Approach with care and concern to help relieve tension and avoid defensiveness. Respectfully ask questions until you understand the other person’s true intent. Here are two questions I recommend based on issue.

I am not quite sure what you mean, please tell me more.
I am not quite sure what happened, please tell me more.

Once we understand each other’s intent our trust grows, and it becomes easier to talk about the issues and resolve conflict. Resolving conflict as it occurs will help to prevent elephants and promote a happy, healthy, high performing team environment.

Be a good egg; approach and be approachable!

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March 1, 2023

How to Have Difficult Conversations – Approacher-Approahcee

There are hundreds of moving parts in the day-to-day activities of a dental practice. Stuff happens even in the most successful practices. It is vital that the entire team is empowered to discuss and resolve issues. However, the fear of confrontation and conflict can often prevent many team members from having necessary difficult conversations. Avoiding the short-term discomfort of having difficult conversations often causes long term dysfunction. When we don’t address issues as they happen, they will spiral out of control. We have all experienced something little grow into something big.

It’s time to have the difficult conversations to sustain a happier, healthier, and higher performing service culture. The conversation includes two roles. The Approacher(s) and Approachee(s). The Approacher(s) is the person conveying and inquiring and the Approachee it the person receiving and responding.

The Approacher’s Role

A difficult conversation is always in private and starts with positive communication from the Approacher. The Approacher shares what they appreciate about the other person. They build up instead of tear down by focusing on the other person’s strengths. A positive conversation has a minimum of a three to one ratio. Three positives for every one growth opportunity. Research shows that exceptional relationships have a five to one ratio. You may be thinking; what if I can’t find 5 positives. Every person has a least 5 strengths you can highlight! We will discover their strengths when we shift our focus from their weaknesses to their strengths. How ironic that our strengths are just taken for granted and minimized whereas our weaknesses are highlighted.

Be specific instead of generalizing. Focus more on objective points than subjective opinions. Just saying “I don’t like it or you’re doing this wrong” is not helpful. On the other hand, stating the specific strengths or skills you would like to see developed is helpful.

Don’t make it personal. Talk about issue not the person. Avoid saying, “you need to”. Start the conversation with the word I instead of saying you. For example, “I noticed,” “I have seen,” “I observed,” or when sharing feedback from others, “I have had reported to me.” “I” conversations are issue-focused instead of person-focused. Always consider how your words may impact the other person. Ask yourself; how can I say what I need to say and be respectful of how they may feel.

Keep your energy neutral and come with a mindset of care, curiosity, and concern instead of judgment and criticism. Never have a conversation when you are angry or frustrated or your emotions will rule the conversation. Instead take a few minutes to process and get calm. Start out by making eye contact with the other person. Be mindful of tone and body language as well as words. A tone of care and concern communicates a sense of importance and provides the appropriate level of sincerity to the conversation. Avoid using sarcasm or derogatory words or the content of the conversation will get lost in the harshness. Once you say something it cannot be taken back. An apology doesn’t mean we forget. The old nursery rhyme that goes sticks and stones may break my bones, but words will never hurt me, is not true. Words can destroy even the best of relationships.

Break your feedback down into key points. Don’t give your feedback as one big lump. Break it down into various key points, then give your feedback point by point.

Give examples of each point. What are the exact issues, situations, or examples where the person exhibits the behaviors you highlighted? There is no need to highlight every single one. – just disclosing a couple of examples per point will be sufficient. The purpose is to bring the person’s awareness to things which he/she may not be aware of and clearly illustrate what you mean.

Be timely! Try to address issues/concerns as they happen or within 24 hours of the occurrence. I have actually seen employers make a list of everything an employee has done wrong or needs to improve on for the year and go over it at their annual review. It reminds me of Santa Claus’s naughty list! It’s no wonder why reviews get a bad rap!

Ask the other person what they need from you (communication, support, training, practice) to be able to achieve the desired results. Together discuss and agree on a resolution.

The Approachee’s Role

The aproachee is to start out by just listening and not taking offense. The team must be able to talk about what’s not working to resolve issues. It is important to recognize that the approacher’s intent is good and to realize that it is not easy to approach someone.

Listen intently before responding. Make eye contact with the other person. Instead of defending, deflecting, or blaming someone else consider how your actions or lack of actions affected the outcome. Be honest with your response.

Acknowledge you heard and understand them. Never assume. If you are unsure ask questions until you clearly understand. If you are thinking I think they mean this…ask more questions.

Don’t take it personal. If the issue pertains to the patients, the practice, or the team it is necessary to address. It can be difficult to hear when we are not meeting the standards or expectations. However, it is necessary to address to create and sustain a happier, healthier and higher performing culture.

Take it seriously. It may not seem important or be a priority to you, but it is for the other person.

Control your emotions. If you are upset don’t just walk off in anger or frustration. Instead, let them know that you need a little time to process the information they shared, and you will respond later that day. Try respond within 24 hours.

If you are on the receiving end of anger or frustration, ask the person if they are okay. This is their cue to reset their energy to calm and neutral. A response of frustration, sigh or rolling of the eyes, may actually be inward focused and yet can feel directed outward. If you are feeling attacked or uncomfortable let them know. For example, you seem frustrated or angry is that directed towards me.

Share what you need (communication, support, training, practice) to be able achieve the desired results. Together discuss and agree on a solution and make a commitment.

Have the difficult conversations to sustain a happier, healthier, and higher performing service culture!

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December 1, 2022

Me Destroys We!

I have the privilege of working with dental teams nationwide through my teambuilding Culture Camps! They are customized to meet the unique and specific needs of the practice and vary greatly in each office. However, every Culture Camp starts with a meeting on the first night with the leadership team. I start with them because everything begins and ends with their leadership. 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.

I spend the first evening getting to know and building a relationship with the leadership team. We discuss their goals and obstacles with the practice, team, and each other. I refer to the leadership team as the “we team”! I call them the “we team” because leaders need to think as we instead of as me. We thinking” cultivates alignment and cohesion. When leaders are aligned and cohesive, they communicate and work together better which produces a happier, healthier, and higher performing practice culture.

One of the pitfalls I observe especially in high producing practices is discord amongst the leadership team. Often the more successful a practice is the more strife there seems to be between the leadership team. Success often inflames egos. It is dangerous when we allow success to go to our head. When it does, our ego takes over and we feel entitled. Entitlement changes our mindset from we to me. “Me destroys we!”

Me creates an exaggerated pride, overwhelming self-confidence, and contempt for others. Taken to extreme it can become the acquired personality disorder “hubris syndrome.” Scientific research defines it as a “disorder of the possession of power, particularly power which has been associated with overwhelming success, held for a period of years.”

There is a difference between a healthy ego and an unhealthy one. Healthy egos are good and needed to succeed. When meeting and assessing the leadership team, I look for signs of an unhealthy ego that may undermine alignment, cohesiveness, and even greater success.

Here are some of the most common sabotaging beliefs. Consider your own thinking and see if you might need to readjust your viewpoint.

I am the owner doctor, and I can do what I want.
I am entitled to do what I want because I am the biggest producer.
I only support my decisions because I have the most knowledge.
I can never show when I am unsure or don’t know the answer or it will make me look stupid.
I can’t admit to mistakes, or it will make me look weak.
I will deflect and criticize others when I am challenged to not lose face.

An unhealthy ego narrows our perception and corrupts our behavior, often causing us to act against our core values. When we believe we’re are the only one responsible for our success, we tend to be disrespectful, selfish, and unkind. After all, we don’t need anyone else, and others are replaceable! This is especially true in challenging situations. An unhealthy ego is like a wall that stops us from learning from our failures. Our past success left unchecked can sabotage our future success!

An unhealthy ego looks for information that confirms what it wants to believe. It makes us believe we are always right. We only see and hear things our way. We become susceptible like the emperor in the folktale The Emperor’s New Clothes!”

The result, we alienate the people we lead, the culture, and ultimately the patients. I love the quote “Ego is a three-letter word that can destroy a big twelve-letter word called Relationship!” We have all heard about great bands who had amazing success only to break up because of unhealthy egos. They became a me instead of a “We”. Their ego created me entitlement. Me entitlement ended their relationship and sabotaged their future success as a band!

Healthy egos are good and needed to succeed. A healthy ego is confident and decisive. Yet, they know that there is more than just one way. They know they aren’t always right. They encourage open dialogue and are open to feedback. They will support what is in the best interests of the practice, patients, and team (also referring doctors if they are a specialty practice).

Behaviors of a healthy leadership ego are:

They are determined to make a difference.
They know their why (sense of purpose).
They are self-confident and secure.
They are aware of their weaknesses and are comfortable in their skin.
They reflect instead of deflect.
They are approachable, open, and honest.
They keep things in perspective.
They admit when they are wrong.
They allow themselves to be vulnerable.
They are genuine and don’t pretend to be something they are not.
They are tolerant of people who have different views.
They are willing to listen and accept feedback.
They empower others to step up.

No one is perfect, and our ego will get the best of us at times. Being open to feedback from our co-leaders, team members, and using a coach who can observe and advise are great ways to become a more aligned and cohesive “We”!

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November 1, 2022

Get Grateful…Get Happy!

Did you know that grateful people are happier? People who are grateful feel higher levels of wellbeing. Grateful people are less depressed, less stressed, and more satisfied with their lives and social relationships. Grateful people also have higher levels of control of their environments, personal growth, purpose in life, self-acceptance, and success. Grateful people also have less negative coping strategies, being less likely to try to avoid the problem, deny there is a problem, blame themselves, or cope through substance use. Grateful people sleep better, and this seems to be because they think less negative and more positive thoughts just before going to sleep.

Sometimes it can be difficult to show gratitude when we don’t feel it. I think gratitude is kind of tricky. It’s one of those things that until we start to show it, we don’t feel it. The tricky part is how do we show if we don’t feel it? Do we fake it? I believe we get so busy in our lives we no longer perceive what we have as gifts instead we take them for granted. It is not until we lose them that we remember how much they mean to us. Life becomes routine and things are just normal, and we falsely believe normal will last forever.

As hard as these economic times can be…there can also be blessings. They force us to realize there are no guarantees and things are only as they are for the moment. When we realize things in life and life itself is temporary, we no longer take it for granted and we feel grateful. So, if you like who and what is in your life right now right this moment, take this moment to feel grateful. Gratitude starts by being present in the moment.

You can get present this moment while you are reading this. Just look…look all around you. Take a moment longer to rest in the moment and digest it all. What do you see, hear, touch, smell, and taste? If tomorrow, all that was no longer, who and what would you miss? How funny when we push the noise aside how easy it is to be embraced with gratitude for all our blessings. How clear it all becomes, colors are more vibrant, sounds are musical, smells are sweeter, relationships have become precious, and everything comes alive. Only, isn’t it just the same as it was before…only now we see it.

The grass is greener on the other side is a very contagious comparison syndrome. You know, someone else has something, instantly we want it and think we must have it. We believe it will make our life easier, or better, or more meaningful. Only to find out once we have it, nothing has changed. Why is it we instantly see what we are missing and miss what we already have? It’s because the…. grass is always greener when someone else has it!!! The simple truth is we will never be happy with what we have until we are happy with what we have. Okay, so maybe that sounds a bit redundant. It’s not! It’s so simple it’s deep. LOL! Just think about it for a moment. It is only when we are happy and are grateful for what we already have that we began to feel happy for what we have. When we give thanks and appreciate the things that already exist in our life and stop comparing ourselves to others, we find peace and happiness.

Start and end your day with words of gratitude. It might be as simple as, “I am grateful to be alive another day to celebrate what life has in store for me.” Or “Thank you for another day!” Do you remember the old saying count your blessings? When we get in the habit of counting our blessings, we feel gratitude. Think about all the things you are grateful for such as family, friends, health, home, work, the sunshine or even the snow. Take a notebook or your computer and write down the top 10 things that make you feel grateful. Funny, how once we start, we realize how many things we must be truly grateful for…okay, maybe top 20 if you can stop there. Funny thing, I feel a greater sense of wellbeing just writing this! Give thanks and appreciate the things that already exist in your life! Stop comparing yourself and your life to others and you will find peace and happiness!

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September 1, 2022

A Code of Commitments!

Filed under: Appreciation,Attitude,Behavior,celebration,Change,cohesivness,collaboration,Communication,Conduct,Conflict Resolution,Constructive Conversation,Criticism,Culture,Culture Camp,Decision Making,Dental Practice Management,Energy,Fear,Focus,Habit,Happy,Implementation,Judy Kay Mausolf,Leadership,Meetings,Mindset,Patient Focused Practice,Performance,Positive Thought,Relationships,Respect,Strategy,Stress,Success,Sustainability,Team Building,Team Relationships,Toxic Performer,Trust,Trust,Uncategorized — Tags: attitude, change, communication, conflict resolution, Culture, Decision making, dental management, dental Practice Management, Dental Team Performance, drama, Habits, Judy Kay Mausolf, leadership, practice management, Practice Solutions Inc, show your shine, success, team building, Thoughts — Judy Kay Mausolf @ 6:13 am

Even the best of us can lose our way in all the noise and hubbub of the day-to-day stresses! Establishing a Code of Commitments for the practice will help the entire team keep on track…even in stressful situations when the wheels fall off!

A Code of Commitments is about having a preplanned game plan on how to react. Behaviorally, that means testing decisions and planned reactions for “integrity” that support the core values before implementing them.

Here are 4 questions to help you create your own code of conduct:

Is it legal?
Is it ethical?
Does it align with the practice core values?
Does it support each other and the patients?

I suggest a team meeting (4 hours minimal) to establish a Code of Commitments for the practice. Start the meeting by reviewing the practice’s 4 core values. Owner doctors you will need to have established 4 core values in order of priority. All owner doctors must support the same 4 core values. Ask the entire team to share how, when and where they feel the Core Values are not being supported.

Utilize a large easel pad and markers to write down all the concerns being shared. Discuss the breakdowns that are happening. What current attitudes and behaviors support the Core Values? What current attitudes and behaviors need changing to support the Core Values? The behaviors you list that support as well as the necessary changes become your new Code of Commitments!

It is very important for the We Team (leadership team) to lead by example on whatever is established as the Code of Commitments.

Here is an example of a Code of Commitments.

Model the waddle you want to see
Set and maintain high standards – no double standards
Support a no gossip culture
Communicate openly, honestly, and respectfully
Treat each other as well as you treat your patients
Resolve conflict by going to the source the same day if possible
Take ownership, follow through, and be accountable for your mistakes
Support each other and help each other succeed
Hold each other accountable to the practice’s standards for behavior, communication, attitude, and service!

Having a Code of Commitments will empower the entire team to interact with patients and each other with integrity!

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August 1, 2022

Three Reasons Why Incentives Don’t Motivate or Change Behavior!

Filed under: Accountability,Appreciation,Attitude,Behavior,celebration,Change,cohesivness,collaboration,Communication,Conduct,Conflict Resolution,Constructive Conversation,constructive criticism,Criticism,Culture,Culture Camp,Decision Making,Dental Practice Management,Energy,Focus,Goals,gratitude,Habit,Implementation,Incentives,Inspiration,Judy Kay Mausolf,Leadership,Meetings,Mindful Talk,Mindset,Performance,Positive Psychology,Practice Solutions Inc,Relationships,Respect,Strategy,Stress,Success,Sustainability,Team Building,Team Relationships,Trust,Trust,Uncategorized — Tags: attitude, change, Coaching, communication, conflict resolution, Decision making, Dental Coaching, dental management, dental Practice Management, Dental Team Performance, drama, experience, Habits, Incentive, Judy Kay Mausolf, leadership, Manager, performance, positive energy, practice management, Practice Solutions Inc, show your shine, success, sustain, team building, value — Judy Kay Mausolf @ 6:00 am

Do incentives work? This is the question that I am consistently asked. I have seen many different incentive strategies with little to no positive outcome. It is disheartening when dentists tell me they gave their team money, gifts, or trips and didn’t receive even a simple thank you. Yet when I talk to the team, they say they are very appreciative and yet confused. They are not sure if it is a reward or an incentive with expectations to change something. An open conversation will go a long way in creating clarity as well as create an opportunity to express appreciation.

There is a vast difference between an incentive and a reward. Incentives have attached expectations to motivate and improve behavior or performance. An incentive is in essence an enticement to change something. A reward is simply a thank you for past performance without any strings attached. Incentives have future expectations attached to them and rewards do not.

Dentists and managers don’t often determine if they are offering and incentive or a reward. They give to the team with little or no explanation. Therefore, the team is unsure as well. What is the motivation for giving the incentive? Knowing whether it is an incentive, or a reward will make a big difference on your expectations and how you perceive your team’s response.

I have had the privilege of working with dental teams since the early 80’s first as a manager and now as a culture coach. I have yet to see where incentives have created any long-term change. The sad truth is that incentives don’t generate sustained motivation or changes in behavior. Any expectation of an incentive increasing and sustaining motivation and performance will disappoint.

The assumption that incentives work is prevalent, but growing evidence supports the opposite. According to numerous studies in workplaces, classrooms, and other settings, rewards typically undermine the very processes they are intended to enhance.

So back to the question…do incentives work? The answer depends on what we mean by “work.” Research suggests that incentives succeed at only temporary compliance. When it comes to producing lasting change in attitudes and behavior, however, incentives, like punishment, are ineffective. “Incentives are like throwing sticky balls at a wall and hoping they will stick.”

Here are three reasons why incentives don’t work.

1 – The first time you give something it is a surprise and greatly appreciated. However, it is human nature that once we receive something we expect it again.

2 – Incentives can feel like a manipulation similar to punishment. “Do this and you get that! or do this or this will happen!” In the case of incentives, the gift may be highly desired; but by making it conditional on certain behaviors, the team will feel manipulated. That experience of being manipulated is likely to feel very similar to punishment.

Many of us have received conditional love. Conditional meaning that another person’s love for you, is contingent on certain actions, or things. Do you remember how you felt? It can feel manipulative, controlling and at times even abusive.

3 – Incentives can cause people to focus on the numbers instead of what’s best for the patient. It could even lead to unethical behavior such as unnecessary treatment.

We will be disappointed if we expect incentives to fix problems. Money, gifts, and trips don’t fix problems. It is important to understand the underlying causes and address the specific concerns.

So, what does work? Cultivate a happy, healthy, and high performing culture. Where the number one core value is that the entire team (including doctors) treats each other as well as they treat the patients. A happy, healthy, and high performing culture empowers:

Clear core values and consistent leadership
Opportunity to grow and learn
Value and appreciation towards each other
Trust and respect with coworkers and patients
Open communication and feedback
Recognition and respect for teamwork
Positive attitudes
Ongoing team building strategies
A consistent structured training program
A competitive compensation package

It will take commitment from the leadership team to maintain the culture. They are the ones who determine who will be a part of the culture. Anyone whose attitude and behavior does not support the culture values will not be invited to continue to be a part of the culture.

Implement the standards to cultivate a happy, healthy, and high performing culture. You will nurture meaningful relationships and positive lasting change. You won’t need incentives. The money, gifts, or trips you give will truly be a thank you reward with no strings attached!

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June 30, 2022

The 5 C’s to Cultivate a Happier, Healthier, & Higher Performing Culture!

Filed under: Accountability,Affirmations,Appreciation,Attitude,Behavior,celebration,Change,cohesivness,collaboration,Communication,Conduct,Conflict Resolution,Constructive Conversation,constructive criticism,Criticism,Culture,Culture Camp,Customer Service,Decision Making,Dental Practice Management,Energy,Focus,Goals,gratitude,Happy,Implementation,Inspiration,Judy Kay Mausolf,Leadership,Meetings,Mindful Talk,Mindset,Motivation,Performance,Positive Psychology,Positive Thought,Practice Solutions Inc,Relationships,Respect,Strategy,Stress,Success,Sustainability,Team Building,Team Relationships,thought leader,Toxic Performer,Trust,Trust,Uncategorized,We Team,We Team,WOW Philosophy — Tags: appreciation, attitude, change, Coaching, communication, conflict resolution, cusotmer service, Decision making, Dental Coaching, dental management, dental Practice Management, Dental Team Performance, Dentistry, drama, energy, Judy Kay Mausolf, leadership, performance, Philosophy, positive energy, practice management, Practice Solutions Inc, show your shine, team, Thoughts — Judy Kay Mausolf @ 6:37 am

I have the privilege of working with dental teams nationwide to help them cultivate a happier, healthier, and higher performing culture. I have created my Rise & Shine Culture Camps which is a customized practice driven focused training for the entire team. There are 5 areas that we address to get results. I happen to like alliteration which is why they all start with the letter C! The 5 C’s are: Clarity, Compassion, Compromise, Celebration, and Commitment.

I have been invited to present this information and more in a half day program hosted by AADOM at their annual conference. I will offer a morning course and a repeat afternoon session on Wednesday, September 7^th, 2022, in beautiful Scottsdale, Arizona. Click on this link https://www.aadomconference.com/ to learn more about this amazing must not miss conference!

The first C is Clarity! It is vital for the entire team to be aligned in achieving the goals of the practice. Clarity starts with the owner doctors agreeing on and defining their 4 Core Value words and communicating those words consistently through their words, actions, and attitude. This is really where it all starts. If the leadership team is not aligned the rest of the team will not be aligned. This is the most important C of all as it is the foundation of the practice culture. Please email me at JudyKay@PracticeSolutionsInc.net to receive a sample Core Value Words.

The second C is Compassion! There will be ups and downs and obstacles along the way. It is easy to get along and play nice when everything goes our way. It is much more difficult when things aren’t working, and expectations aren’t met. That’s when we often fall into the judgment thinking of should or shouldn’t! They should have done this, or they shouldn’t have done this etc.… It is imperative that we stop judging and instead show compassion for our co-workers and patients. “When you judge others, you do not define them, you define yourself.” -Earl Nightingale

We often judge others in the areas where we feel the weakest. Instead remain in curiosity mode and stay out of judgment mode. Judgment shuts us down and divides us. Most judgments about people are based on incomplete information. Curiosity, on the other hand, keeps us open to the possibility that there is something about the situation that we don’t fully understand. Whenever I start to judge people –I ask myself: “I wonder what the situation is with that person?”

We show compassion by trying to be understanding, supportive, and giving the benefit of the doubt. We achieve this by trying to walk in the other persons’ shoes to understand their B.O.A.T. (beliefs, opinions, assumptions, truths)! Their why! The questions I often use is, “Help me understand why…!”

The third C is Compromise! The team is like a large puzzle that all need to learn how to fit together. There will be different B.0.A.T.’s amongst the team. It is important to compromise to work well together. It is not just the new team members that need to learn how to fit in. The existing team members need to learn how to fit with the new team members. The puzzle changes each time there is a change in team members. There is more than one way! We need to compromise and create our new way 😊! Someone unwilling to compromise is in essence saying they are unwilling to be a team player. If they are unwilling to be a team player, they can’t be a part of the team. It is both a difficult and simple concept to act on.

The fourths C is Celebration! Look for what is positive and celebrate it every day. The more we focus on what is positive the more positive we will create. Don’t get lost in the muck of the mundane tasks. Instead, consider the bigger picture. We are changing people’s lives with better function and aesthetics. The smile is the number one connector. Our focus creates our attitude. Look for things to celebrate in each other and each situation. Focus on the good and we will find more in each day. What we look for we will see!

The fifth C is Commitment! Stuff doesn’t just happen. It takes focus and work. Everyone on the team is accountable to support the practice standards. There can be no individual opt outs. The team is like a group of fire fighters holding a net that supports the practice standards. If someone opts out, they are in essence taking their hands of the net. There are consequences to every action or inaction. The consequence becomes a culture by default instead of by design when we don’t address unsupportive behavior. We need to commit as a team to support the practice standards in every word, action, and attitude. We will then cultivate a happier, healthier, and higher performing culture!

Come join me Wednesday, September 7th, 2022, in beautiful Scottsdale, Arizona at AADOM’s Annual Conference to dive deeper into the 5 C’s to Cultivate a Happier, Healthier, and Higher Performing Culture! Click on this link https://www.aadomconference.com/ to learn more about this amazing must not miss conference!

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