Purpose

I help teams clearly define their purpose.  The purpose is their why behind what they do in their practice.  It is important for the team to believe in the purpose of the practice.  It would be next to impossible to get the team engaged if the doctor/manager's only purpose was the bottom line or retiring.  Team members also need to understand their individual purpose.  Great leaders, (doctors/managers) help their team members see how their individual work connects and supports the purpose and the outcome.  People are willing to roll up their sleeves and work hard together for the greater good when they feel they belong.  They decide whether they belong based on how aligned they are with the purpose of the practice.  Purpose helps them feel they are a part of something bigger than themselves.  Reminding the team of the purpose of what they do each day helps nurture a sense of belonging and fulfillment. 

Appreciation

We create a culture of appreciation and celebration in their practice.  Team members get engaged when they know they are being seen and feel appreciated on daily basis.  They began to feel recognized, important and cared about.  It is natural for us to want to work with people who care enough to take the time to show us appreciation.  The old saying, "They don't care how much you know, until they know how much you care" is true.  Lack of appreciation is the number one reason Americans quit their job.

Establish an appreciation strategy that recognizes how each person prefers to be shown appreciation.  I highly recommend reading the book on appreciation titled, "The Five Languages of Appreciation in the Workplace".  It covers the 5 different ways to show appreciation and would be an awesome book to discuss at your team meeting.  Practice showing appreciation daily that is timely, specific and authentic.  Never give a fake compliment or you will instantly lose trust and respect.  Look for fun and creative ways such as an appreciation board, employee of the month, even Ta-dahs!    Showing appreciation is not just from doctor to manager to team member.  It also includes team member to team member and team member to manager or doctor.  Please email me at Judykay@PracticeSolutionsInc.net if you would like to receive my white pages on appreciation. 

Encouragement

We lead, manage and train by utilizing encouragement instead of judgment or criticism.  Encouragement goes hand in hand with appreciation and is key in helping to nurture employee engagement.  When team members know their co-workers, manager and doctor(s) believe in them, they feel empowered to face their fears, look forward to challenges and continue to strive to raise the bar!  I think back to when I started my business.  I knew I had my husband Steve rooting for me and believing in me even during the times I doubted myself.  His consistent encouragement allowed me to take more chances and not cave to the fear of failing.  Encouragement instead of judgment and criticism will help the entire team feel confident to think outside the box and challenge themselves to continue to learn and grow.