The best and most essential way to create a positive, interactive dental workplace is by creating a critically important document; your organization’s Core Values.
To some, this task may seem foolish, a waste of time, and just more ridiculous business jargon. To others, this challenge may seem daunting. And to other dentists, they have discovered that to have a truly remarkable, life-balanced, and solution-oriented practice, the undertaking has been essential.
It is the responsibility of the doctor, in collaboration with his/her team, to establish a set of values that all team members (including the dentist) will respect and adhere to on a daily basis.
Now consider what a company is. A company is a culture. A group of people brought together around a common set of values and beliefs. It’s not products or services that bind a company together. It’s not size and might that make a company strong, it’s the culture ‘the strong sense of beliefs and values that everyone, from the CEO to the receptionist, all share’. So the logic follows, the goal is not to hire people who simply have a skill set you need, the goal is to hire people who believe what you believe.
~ Simon Sinek – Start with Why
So what are these Core Values, how do we identify them, and how do they impact our team and our office?
Core Values are the doctor’s equivalent to The Ten Commandments. They are the guiding principles around which the doctor and their team will make ALL business (and personal) decisions. It is what he or she will view as “right” and “true.” These values are non-negotiable. They originate from the heart and soul of the organization. They are the foundation and the backbone of the practice. Any time there is a question about what to do in typical and unusual circumstances, when there are upsets about staffing issues, how to best to communicate with patients, how to behave individually and collectively, what choice is the most appropriate for the practice, everything…the Core Values serves as the “Ultimate” guide. It is the “source of center” for behaviors, beliefs, and attitudes for everyone (including the doctor) in the office.
Identifying Core Values can be simple or challenging, depending on how you choose to attack this mission. What most people have discovered is that their value system is “there”, they’re “inside them”, and however, they just have never taken the time or the effort to “get them out.” When I ask my clients to identify their values they readily admit they know what they are in general terms yet they have never put them in writing. To help them and you, below are some simple ideas to improve your ability to identify your Core Values. Find a quiet place and begin to write out what you value.
Recognize that…
- A core value is something I have chosen freely and with consideration for the consequences of my choice.
- A core value is something I prize greatly and has a positive influence on my life.
- A core value is something I want to publicly affirm.
- A core value is something I am willing to act on.
- A core value is something I would repeat…if given the circumstances, I would respond in the same way.
- People expect to achieve certain ideals from their jobs, employers, and careers. These workplace values have a direct impact on your satisfaction with your job, with your career, and even with your life.
Core Values Guide Your Actions.
- What you will or will you not do?
- What is a right or wrong action?
- What are the rules your organization lives by?
- What are your organizational principles or boundaries?
- What will your organization take a stand for?
- What do we ask of ourselves and others?
It is important to work with a team of people whose core values reflect your own. Many of today’s top businesses are posting their values prominently on their website and other social media so that potential hires can see these values and decide if they are consistent with their own personal values. An organization’s values are considered important criteria for potential hires who are coming to realize the importance of shared values as an indicator of job satisfaction and longevity.
Finally, the only way to insure that values become meaningful is to make sure that they are referenced frequently and for the organizational leaders to consistently act in accordance with these values.
If you are interested in building your organization around shared values, and would like to receive detailed instructions on how this process is accomplished, please contact me for a complimentary phone consultation.