tribute in the development and growth of a person and a team.
There are many ways to compensate staff. What have you found to be the most effec- tive methods for both the practice and the employees?
Unfortunately, dentists sometimes believe that money is the primary reason employees are looking for a position. Money, in most cases, is simply an extrinsic driver, and will only motivate a team member in the short- term. My experience is that high-performing team members are looking for 1) a leader who understands they are seeking opportunities to serve, 2) job-related challenges which pro- vide learning and growth, and 3) a support- ive culture. These team members (just like athletes in sports) are driven internally, and a leader/dentist who understands this is much more likely to provide what a team member needs. When their personal needs are met, they will then look to meet the needs of patients and the practice.
As the leader of the practice, what would you recommend to doctors as the best ways to motivate employees?
Sometimes the best way to motivate some- one is to find out what doesn’t motivate them. My 30 years of experience has revealed that employees are not interested in being motivated. They want to be inspired! Every great leader (Winston Churchill, Benjamin Disraeli, Howard Schultz, Richard Branson) has clearly articulated a strong dream/vision/ purpose to troops, a country or business. When a vision is relevant and compelling, the team members whose beliefs are congruent with it will easily and with deep conviction “buy into” the purpose and fully commit to serve and support the leader/dentist. People follow leaders who take risks and act decisively.
Most doctors tend to put off performance evaluations of their employees. How impor- tant are they and what suggestions would you have to make them more positive experiences for all parties?
I believe performance evaluations should benefit everyone. Poor evaluations usually fo- cus on the past and there is little that can be done about the past. Focus on the future dur-
Honest Answers. Practical Solutions. Personal Service.
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ISSUE 4 | JUL/AUG 2019 | focus 27
ing the performance evaluation—you can do much more about that! A strategy to execute for a positive outcome is to set clear expecta- tions with team members. Use the time dur- ing the evaluation to ask team members what resources they need from you or the practice that will help set them up for success. The top 10 percent of practices/doctors we work with ask their team members how they can be better leaders, better communicators and better collaborators! It takes a wise dentist to understand that team members can provide valuable insight for the doctor so he/she can improve in the future and keep the team members they hire!
One final thought I want to leave with you: Your team is the most valuable and impor- tant asset/resource you have in your practice. After listening to thousands of dental team members, they’ve told me that given a chance, they could contribute so much more to you, the practice and the patients. I chal- lenge you to have the courage to release the brakes and set yourself and your team up for greatness! f
ABOUT THIS COLUMN
Practice Perspectives is a new column in the Focus, contributed by Dr. David Thein, periodontist and associate professor at UMKC School of Dentistry. Each column provides a Q&A style interview with industry experts on a variety of topics. Please contact Dr. Thein if there is a subject you’d like to have addressed.
ABOUT THE AUTHORS
David Thein, DDS, MSD, MBA, is a periodontist and associate clinical professor at UMKC School of Dentistry. He is the course director for the practice management curriculum and advises students/ residents and recent grads in professional career development. Contact him at 816-835-7480 or
drthein@drthein.com. He especially invites your feedback on this column and suggestions for future topics.
Blair Kolkoski is an experienced dental practice coach in Kansas City who helps dentists align their core values and goals with their intended practice model while creating profit. As a business coach, he has mentored more than 700 dentists and interviewed more than 7,000 team members. His personal mission is to
inspire individuals to create their preferred future. Contact him at
sbcblair@gmail.com or 816-405-1318.
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the OWN OCCUPATION delivering pizza instead of during a disability period
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