|
 |
|
|
MASTERY CONFERENCE 2010
'The
Power of
Partnership'
Creating and Structuring a Highly
Effective Relationship with your Office Manager, Front
Desk or Executive Team
Annual Mastery
Conference
March 4-6, 2010
|
MANAGEMENT BY ACCOUNTABILITY
Accountability vs. Job Description
Part 1 of 2
Management by Accountability is the Third Step in our
Six Step VALUOCITY Technology© - a technology
designed to ensure viability of dental practices in the
new economy.
Management by accountability differs significantly from
management by job description. Both levels of
management require a staff member to be
responsible for fulfilling her or his job duties. You can't
manage people who are not responsible. However,
the major difference between these two models of
management lies in who people are in the practice.
When a staff member begins their jobs, or when they
aren't demonstrating a level of self-management, self-
governance, or authentic ownership of their job, or
they lack a level of maturity, they can't be managed by
accountability. Staff members who cannot be
accountable should be managed by a more micro-
level of management.
At this level that we call micro-management, you or the
office manager are making requests. You or the office
manager are setting the goals. You or the office
manager are designing and requiring reports and
telling staff what should be in these reports. In
essence, they need to be responsible for fulfilling your
requests but, since either you or the office manager
are making requests, you or the office manager are
still ultimately responsible for the overall outcomes of
their job.
Initially, and we recommend you do this with
every
new employee regardless of their experience in the
field, you begin by making very short term
requests. "Here's what I request you accomplish
today." Be specific in your requests and be clear they
understand your requests. An example could be with a
new hire for receivables. "Here's what I'd like you do
today. Call eight people in 0 - 30 days and elicit five
promises for payment."
As soon as they fulfill your short term requests, then
broaden out your requests from days to weeks, and
then from weeks to bimonthly and then eventually
monthly. As the employee continues to fulfill your
requests, as your requests lengthen in scope and
time, then you are getting your job done as a
manager.
Now some people, hopefully most of your staff, will get
clear what you want and how you want it done as you
take them up the scale of requests. And there will be a
point when some staff come to you and say, "I
understand what you want and I can promise these
goals." Once they can make a promise and you don't
need to make a request, you've taken that staff person
to a level where they now can be accountable. They
have arrived.
When a staff member is accountable, they are
fully capable of making promises, not needing to be
asked. They understand and can generate their own
reports that inform you and provide feedback on their
performance in the area. They are now able to set
goals and achieve them. They show up as fully and
wholly responsible for their job. They demonstrate
leadership with others. They naturally manage others
to allow them to produce the result. They are 'count-on-
able.'
Once they are making promises and you are no
longer making requests, you now have the opportunity
to structure their accountability. We will present how to
structure accountabilities in our next eNewsletter. We
will present our exclusive and well test pathway to
structure a staff member's accountability so it is finite,
tangible and measurable. When a staff member is
accountable, you have a real partner in the practice
and you can't have too many partners who are
committed to the success of the practice.
Dr. Marc B. Cooper
The Mastery Company
MasteryCompany.com
VALUOCITY
A Fable for Dentists
Now Available at Amazon.com
Order Your Copy Today
 COPYRIGHT WARNING: This is a public
notice. Do not repost copyrighted articles or materials
from these eNewsletters or the Valuocity book unless
you have Dr. Marc Cooper's and The Mastery
Company's permission. If you find something
interesting in the eNewsletter, post a brief description
and the web address. Note that there need NOT be a
formal copyright notice. In the US, anything written is
copyrighted by default as soon as it is affixed to a
permanent media (such as a hard drive). Brief quotes
or extensive paraphrasing of an article is fine if
properly cited. Wholesale copying without permission
is illegal. Please show the same courtesy to Dr.
Cooper as you would expect for your own
work.
Dr. Marc B. Cooper
President and CEO
The Mastery Company
Mr. Chris Creamer
President
Sahalie Press
|
|
|
