Aligning the Team with Practice Goals 

• Explains how to develop the vision, mission, values, norms, and short- and long-term goals for your practice
• Describes how to accomplish strategic planning, including the new model of appreciative inquiry
• Demonstrates how to set SMART goals (specific, measurable, achievable, results-oriented, and time-bound) for each department and how to strategically link each goal to the overall medical practice goals
• Shows manager to cascade the goals developed from the mission throughout the organization and into the individual employee performance plans

 

 

Leading, Coaching and Mentoring the Team

• Focuses on the roles of the leaders in aligning employee performance with organizational goals
• Explores how leaders can effectively “walk the talk” every day and offers several methods for communicating the strategic plan and organizational goals to employees
• Describe the four leadership characteristics that are critical for successful leaders today and the role of emotional intelligence for leaders
• Examines the leader’s role during change and the fact that although change is inevitable, growth is optional
• Introduces the situational leadership model that is a four-stage process for orienting, training, and leading employees by focusing on how well employees are aligning their performance with the organization’s goals
• Explains how to create a coaching culture

 

 

 

Building and Rewarding Your Team

• Describes the importance of the rewards and recognition subsystem
• Explains the role of compensation and incentives in engaging the team and examines what physicians want, how to design an effective compensation system, and how to evaluate your current compensation system’s effectiveness
• Demonstrates how to interview, select, and hire the most appropriate candidate for the job to be performed
• Examines the importance of an excellent employee orientation process, including physician orientation
• Explains the five important components for performance management and how to ensure that each employee’s performance aligns with organizational goals
• Describes a performance appraisal process that directly measures and aligns employee performance with organizational goals

 

 

Relationship Management and the New Workforce

• Introduces generational differences and explains how the f
• Defines conflict and the cost when it is not managed effectively
• Ways to decrease defensiveness are explained and effective conflict management guidelines are proffered to decrease the destructive nature of conflict
• Introduces difficult conversation techniques, the difference between content and relationship conflict, as well as the five styles for managing conflict: collaborating, competing, compromising, accommodating, and avoiding
• Discusses the role of effective conflict management in team development