12.29.06 - Issue # 251 Forward This Newsletter To A Colleague

Dr. Nancy Haller
Dentist Coach
McKenzie Management
coach@ mckenziemgmt.com
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Goal for 2007: Be a Leader, not a Boss

The boss drives his/her team; the leader coaches them.
The boss depends upon authority; the leader depends upon good will.

The boss inspires fear; the leader inspires enthusiasm.
The boss says, "I"; the leader says "WE."

The boss assigns the tasks; the leader sets the pace.
The boss says, "Get here on time"; the leader begins on time.

The boss fixes the blame for the breakdown; the leader fixes the breakdown.
The boss knows how it is done; the leader shows how it is done.

The boss makes work drudgery; the leader makes it a game.
The boss says, "GO"; the leader says, "LET'S GO."

                                                                                                    - Author Unknown

To transition from a boss to a leader begins by taking a close look at where your practice is and where you want it to go. It requires an accurate assessment of important leadership competencies. It starts with you, the decision-maker, but it includes your staff.

The first step is to identify and isolate the forces holding you back from the success you want. Although not exhaustive, this evaluation tool lists ten important skills for contemporary leaders. Rate yourself. Then ask your employees to rate the practice. A comparison of responses should give you insight and direction - on your strengths as well as on specific areas of your performance that need improvement.  

For each topic area, circle the number that best describes where your dental practice is now, and then rate where you want it to be. Use the number ‘10’ as the highest rating, and ‘1’ as the lowest.

                     
Vision:  The mission of the practice is clear to staff and patients.
                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Planning: Employees agree on processes to achieve practice goals.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Accountability: Employees understand their specific duties and responsibilities.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Measurements: We have specific measures to know we are on track.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Communication: Information is shared consistently about decisions, plans & activities.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Employee Development: Delegation is effective and broadens employees’ skills.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Relationships: Employees have respect for one another.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Team Structure: We have the right people, in the right roles, assigned to the right tasks.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Conflict: Solutions are negotiated for cooperation and collaboration.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Culture or Climate: Employees appreciate and enjoy working here.

                     
1 2 3 4 5 6 7 8 9 10 Where we are now
1 2 3 4 5 6 7 8 9 10 Where we should be
                     

Use this tool as a discussion guide with those you lead. Compare similarities and differences. In what areas do you agree? Where are the gaps in perceptions? Then jointly define ways to increase effectiveness and growth.

Determine specific steps you will take to enhance your own leadership. Talk with a colleague, mentor, or coach. After three months, complete the evaluation again to determine how your actions affected team performance. 

Here’s to making it a more successful, productive and profitable 2007!

If you want to move from being a boss to a leader, contact Dr. Haller at coach@mckenziemgmt.com.

 

McKenzie Management
A Division of the McKenzie Company, Inc.
3252 Holiday Court Suite 110
La Jolla, CA 92037
Email info@mckenziemgmt.com
1.877.777.6151
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