| |  | |
"You get to choose how you live your life, how to change and whether to live up to your potential -"
~ Marcia Gordon | |
| About Judy Kay... | |
Positive~Practical~Proven! |
Her message empowers, energizes, and exhilarates others to maximize their performance and get results. She excels at creating a happy, healthy and high performing work environment by developing leadership, opening mindsets, elevating attitude, strengthening communication skills and revitalizing doctor/team/practice/patient relationships. - Her encouragement, creativity and dynamic spirit are contagious. - A natural communicator and trainer with 25+ years' experience in the industry. Internal
Messages
Always
Generate the
External!
Judy Kay Mausolf
612-701-4922
|
|
Health Glow |
"When the impossibility has been eliminated, whatever remains, no matter how improbable... is possible."
~ Sir Arthur Conan Doyle | | |
|
|
February 2011
February Paradigm Shifts!
You've said it before..."This year will be different." But WILL it? Make 2011 YOUR year to change. Learn more, do more, become more! We are excited to offer this newsletter to help inspire and empower our readers to shine!
|
|
Monthly Podcast & Video
Click on Paradigm Shifts!
or the orange box to listen to this month's pod with additional thoughts!
(under 3 minutes) Click on VIDEO to see Judy Kay on YouTube! |
|
First Impressions
This month's newsletter is dedicated to shifting the paradigm in your office. The dictionary defines paradigm as a typical example of something, an example that serves as a pattern or model for something, a constellation of concepts, values, perceptions and practices shared by a community, which forms a particular vision of reality. In a dental practice the community is the team and the paradigm is their vision of reality for their office. The paradigm includes the team's expectations, assumptions, possibilities and limitations of the practice. The first thing I evaluate when I am working with a new client is the practice's paradigm. What is at the heart and core of their culture? Is it a culture of achievement or failure, of forgiveness or blame, of trust or mistrust, respect or disrespect, of good intent or sabotage? It is important for me to know and understand the paradigm to be able to help the team create the shifts resulting in change. Here in lies the difficulties for many of us...the fear of change...fear of the unknown...fear of failing!
 | | Nothing changes until something moves. |
In times of change, we must remember that people will be people. We differ. We have doubts. We assume too much. This is where great teams outshine the rest. They see differences as advantages, not excuses to give up. They understand that patience and perseverance are great virtues, and the mark of wisdom and strength. So plant the right seeds, respect the growing process, and watch great things happen! |
|
Personal Inspiration
As an example of the way paradigms can influence perception and meaning I am reminded of a recent workshop I facilitated. The 'sabotage culture' was rampant and a feeling in the room that it would be difficult or impossible to move forward because of it.
I took a marker and wrote "sabotage culture" on the flip chart. Then I wrote "good intent culture" next to it, getting a few nervous laughs and rolling of the eyes in response. On the next line I put, "Why did you do it that way"? Underneath sabotage I wrote "accusation" and under good intent, "question". On the next line, "I hope you do better next time". This time under sabotage I put "threat" and under good intent "encouragement"
It is the paradigm which has the major effect on our perception: if we believe that there is a sabotage culture we will hear the words from that frame. They might have been meant as question or encouragement but that is probably not the way they will be heard.
The prevailing paradigm encourages certain types of behavior. If everyone believes there is a sabotage culture it is much more likely that people will behave in blaming ways; in a similar situation in a good intent culture (how nice it would be if they were as common) people would be more likely to act in a positive and encouraging way.
The paradigm tends to be self-sustaining. Because I hear the words, "I hope you do better next time" as a threat I accept them as proof there that is indeed a sabotage culture: "Did you hear that? She just threatened me-that's so typical of the way things are around here." A paradigm is like a self-fulfilling prophecy; there is a kind of circular logic attached to it which makes it hard to break.
It is not the existence of paradigms which can cause difficulties but their stability. Even when a paradigm is no longer the reality it will tend to cling on, still filtering perceptions in ways which are harmful.
The major psychological obstacle in shifting paradigms is the myth of permanent characteristics. It is people who think that their habits of action are not habits, but permanent traits. Believing in that totally false myth traps people in prison, an iron web of limitation. The repeated action patterns that you and I demonstrate throughout the day are a result of habit, not the result of permanent characteristics, or character defects, or personality quirks.
All we have to do to build a new habit is to create a new routine. I don't need self-discipline for this, I don't need a new personality, I don't need fresh strength of character or even more willpower. All I need is a routine.
|
Professional Inspiration
So, how do we shift our paradigms?
 | |
The world is friendly seems to be the paradigm
for this Finch! |
First, it takes honest and open communication. Have a team meeting and talk about the culture the team wants to work in and not the culture it is (you will never move forward otherwise). What are some adjectives to describe this new culture? Grab a flip chart and markers and write down all the ideas being shared. Let's say the team came up with trust, respect, responsibility, accountability, positive attitude, good intent, happy and successful. What would these things look like? What actions, steps, and changes would each person need to take? What paradigm shifts would need to occur to change the office culture?
Second, it takes commitment from the entire team. Everyone needs to be on board. It only takes one team member to opt out to sabotage the entire office. There are no individual opt outs. If a team member does not like something or has a concern it is to be addressed with the entire team. Either the entire team agrees to make the change or the individual team member needs to support the decision of the team. All decisions are to be based on what is in the best interests of the patients and the practice and not an individual team member. The entire team reaps the benefits from this basis of decision making. If a team member's words or actions do not support the changes they are not supporting the doctor, team and the practice. Therefore, they are not on board. The new office culture does not support team members who are not on board.
Please be responsible for the energy you bring into the room. ~ Jill Bolte Taylor Third it takes accountability to sustain the changes and to shift paradigms. We are human and old habits die hard. We will occasionally fall back into old habits that cause breakdowns in communication, behavior, and attitude. All team members are to be held equally accountable to the changes and paradigm shifts. No exclusions, no exceptions or you divide the team. As a team discuss the breakdowns to help each other to overcome and succeed in the future. Monitor the results on a daily basis. Daily huddles our ideal to talk about where the breakdown occurred, resolve as a team and move forward.
 | | Daily Huddles our ideal to create accountability! |
"Basically if you define the objective, train your people (give them the tools), communicate at all levels expectations/what's in it for me, and rewards and recognition and reward for success, change and teams will be successful." |
Practicing Solutions
It's here! It's here!
Some days you wake up ready to take on the world.
Other days, not so much. But you can make every day great. Rise & Shine! shows you how to
- Overcome the beliefs that hold you back
- Define the life you want to live
- Create an awesome attitude that positively impacts everything you do
- Relate successfully to others
- Be consistent with your value system so your integrity radiates
- Embrace gratitude and appreciate all life has to offer
- Live in the moment and enjoy it
Give yourself the gift of this book, read it, then apply what it says. And while you're at it, show your friends and loved ones how important they are to you by giving each of them a copy of this book too.
Today is the day to begin your new journey. Today is your day to Rise & Shine!
PRICE:
$15.00
To order your very own copy of Rise & Shine please visit my website at www.PracticeSolutionsinc.Net click on Resources, or you may email Judy Kay at JudyKay@PracticeSolutionsInc.net.
|
2011 Speaking/Travel Schedule
ODA (Oklahoma Dental Association), April 30, 2011, Tulsa Oklahoma
SCN (Speaking and Consulting Network), May 21-22, 2011 Dallas, Texas
PNDC (Pacific Northwest Dental Conference), June 17, 2011, Seattle, Washington
AADOM (American Association of Dental Office Managers), September 8-10, 2011, Nashville, Tennessee
CDA (California Dental Association), September 23-24, 2011, San Francisco, California
|
|
Will 2011 be just another 12 months in your life, or will it be the year that turns your life around? Let us help you take the actions to maximize your performance, and get results. Don't just make it a GREAT year make it an AWESOME year! In fact, the best year of your life. Contact Judy Kay today if you are ready to start the momentum to your best year ever! 612-701-4922 |
|
|
