“The price of greatness is responsibility.”
Sir Winston Churchill
There’s a way to consistently build your dental group culture. If
it’s part of your leadership DNA and your team member’s you thrive and
if it’s lacking you will struggle to maintain momentum.
Your success or failure can result from “ownership” or “responsibility.”
It’s yours (and your team’s) for-the-taking!
Owning or taking responsibility is “air” to an organization. Without
it there’s blame placing and rivalry that will cause suffocation. TWEET THIS
You shouldn’t be forced to take responsibility for your share of the load. And team members shouldn’t either.
Forcing responsibility is like pushing a rope. It doesn’t work because there’s more value in everyone “pulling” together, doing their part, and admitting when they don’t.
Better the “buck” starts with you
We’re accustomed to “buck-stopping” dialogue in corporate cultures.
Everyone jockeys for position and uses it to their advantage.
Until…
Someone must take ownership or responsibility for a misalignment, a mistake, or failed effort. And it’s typically the small stuff that trips you and your team members up.
What if you and your culture were different?
Passing the buck never earns any. In essence, you’ll never achieve
dental group success when there’s a cultural norm of blaming, off
putting, and side stepping responsibility.
You must model taking responsibility. When you do your team leads and team members will scale it in the most practical ways. TWEET THIS
Ownership is practical. From a mistake made on a treatment plan or
insurance input to a misguided comment between team members over who
does what – responsibility waits on someone to own it, admit it, then
move on.
Reflect on a recent team or group incident where someone refused to own their part of the problem.
What happened? Who was at fault? Who (if anyone owned it) and why or why not?
What damage was done to those involved, the team, or group as a
whole? How could you (the Leader) model or mold a better outcome next
time around?
Review your impulse when taking ownership/responsibility is necessary.
Are you a tortoise or a hare (slow or fast) to do so? Who can you
trust to hold you accountable for improving your ownership impulse?
Renew your organization around the simplicity of taking ownership/responsibility and moving forward as a result.
The worst leaders/organizations never say the simple words, “I’m sorry.” TWEET THIS
How often do you say it, model it, and encourage it among your team(s)?
Who are you most empathetic team leaders/team members? How can you move them into positions that leverage a scalable culture of ownership/responsibility?
We encourage a “speed-of-the-leader-speed-of-the-team” approach to being a Dentrepreneur®?. Contact us about your team/culture challenges as you launch and/or build your dental group for success.