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Management

Being a Cheerleader for Your Team

How to advocate on your employee's behalf working in a dental practice

Posted by Taylor Rose on Sep 05, 2019

There is no one way to lead a team. This might sound like a cliché, but finding your vein within leadership is the cornerstone of multi-million-dollar businesses. However, there are a few common denominators that work exceptionally well in the medical and dental industries. 

Dental practices are dealing with patients at their most uncomfortable and vulnerable. Often you are a patient’s only thesaurus to understand the (seemingly) verbose insurance landscape. Helping patients and your staff understand the issues around them, whether that be insurance claims or disagreements amongst coworkers, is one of the best ways to be a cheerleader for your office. Here are a few others. 


Communicate

Communication is vital between you,your patients and your team. After all, your tone and approach set an example which could be passed onto patients through your colleagues and reflect poorly on your practice. 

One of the best ways to communicate is by understanding how your staff receives and disseminates information based on their personality type. Knowing a staff member’s personality type will help you resolve issues faster and see what they need to feel encouraged. You might consider having your staff take the DISC profile test. This test will show you how each person likes to receive feedback professionally and help you engage with them in an emotionally intelligent way. 


Encourage 

Being a cheerleader for your office doesn’t have to feel like an artificial litany of encouragement. When you are genuine with your staff, it helps to establish trust in your decisions during moments of crisis or stress. Take note of the things that they are excited or passionate about and laud those. This shows your staff that you care about their well-being outside of work. 

Be transparent about your own shortcomings. If you aren't well versed in a particular area, use the opportunity to ask a team member to help fill in that gap. Allowing yourself to be transparent and them to shine is a form of encouragement. Remember that encouragement doesn’t just come in the form of compliments — it’s also your actions, trust, and honesty. 


Reward 

The most crucial role of a cheerleader is to push a team toward their shared and individual goals. Take time every quarter to set long-term goals with your team. Also, meet with each team member one-on-one to see how this role fits into their career path. Doing this will help you understand their professional objectives. After all, your top employees are the greatest asset to your practice, and they will not stay in the same position forever. It’s to your advantage to feed them with continuous opportunities to learn and grow. A simple way to start is by helping them create a professional development plan. 

If you feel like you don’t have enough bandwidth to address your employee’s goals or even assess your management style, perhaps your time is needlessly displaced on tasks such as an inefficient claims processing system. Solutions like Remote Lite powered by rPractice, allow you to send batch claims faster and know their submission status instead of spending hours on hold with insurance companies.