7 Tips for Building a High-Performance Team
As a practice owner, your goal in developing a high performing team is to make yourself replaceable.
Doing so will allow you to take time off and make your business more valuable in case you want to sell it in the future.
To do this successfully, follow these simple, yet powerful tips…
1. Ensure that the right people are in the right roles.
It is important to ensure that each team member is in the role that best fits their strengths and abilities.
Conduct assessments, interviews, and observe employee performance to determine their strengths and weaknesses. Match each employee’s skills and experience to the responsibilities of the role. If an employee is not in the best role for them, discuss with them to determine if a change in position within the company would be beneficial.
For example, a medical practice may have a team member who is great with people and enjoys working with patients but may not have the expertise to work with insurance companies or handle administrative tasks. The practice may choose to move this team member to a patient-facing role and hire an administrative assistant with the necessary skills.
When individuals are in the right role, they are more likely to be engaged, productive, and motivated.
2. Hire for cultural fit, and then train for skills.
Cultural fit is essential to building a cohesive team.
Develop a clear understanding of your practice’s culture, including its values, vision, and work style. During the hiring process, look for candidates who align with these values and can contribute positively to the workplace culture. Provide training to ensure that new hires are equipped with the skills they need to succeed in their role.
Let’s say your practice has a strong culture of collaboration and teamwork, with an emphasis on a healthy work-life balance. During the hiring process, seek out candidates who value these same principles and can contribute positively to your firm’s culture.
Hiring individuals who share the same values, work ethic, and vision can help create a positive and collaborative workplace. Once the right cultural fit is identified, skills can be taught through training, mentoring, and on-the-job experience.
3. Share the vision clearly and regularly.
Clearly communicate your practice’s vision, mission, and goals to your team members.
Make sure that everyone understands the bigger picture and how their role fits into the organization’s overall objectives.
Reinforce this message through regular communication and updates.
For example, a dental practice may have a vision of providing affordable, high-quality dental care to under-served communities. The practice’s leadership might communicate this vision regularly to their team members and reinforce it through community outreach efforts.
This helps to align everyone towards the same goal and provides a sense of direction and purpose.
4. Understand the motivators of yourself and your team members.
Knowing what motivates team members can help you better understand their behavior and adjust your leadership style accordingly.
Not everyone is motivated by the same things!
Take the time to understand what motivates you and your team members.
Ask for feedback, observe their behavior, and offer opportunities for self-reflection. Use this information to tailor your leadership style and create a workplace that fosters motivation and engagement.
A medical practice may have a team member who is highly motivated by the opportunity to work with people, while another team member may be more motivated by the opportunity for career growth. The practice’s leadership may provide opportunities for both team members to pursue their respective motivators, such as offering continuing education or promoting a work culture that values people.
5. Take Dan Pink’s advice and motivate people with autonomy, mastery, and purpose.
These three elements are key to motivating individuals to achieve their best work.
Provide employees with opportunities for autonomy by allowing them to make decisions and take ownership of their work.
Encourage mastery by providing opportunities for professional development, and ensure that everyone understands the purpose behind their work and how it contributes to the practice’s overall goals.
A chiropractic practice might provide its team members with opportunities for autonomy by allowing them to create their own treatment plans for patients. The practice may also offer continuing education and certification programs to promote mastery, and reinforce the purpose behind their work by emphasizing the practice’s commitment to helping patients lead healthier lives.
6. Cross-train wherever possible.
Cross-training provides team members with a better understanding of the various functions and roles within the organization.
Identify areas where cross-training can be beneficial, such as providing administrative staff with basic clinical training or clinical staff with customer service training. Provide opportunities for employees to learn about different roles and responsibilities within the practice.
For example, a dermatology practice may cross-train its administrative staff to help with clinical tasks such as taking patient histories or assisting with basic procedures. This helps to provide more comprehensive care to patients while also allowing for greater flexibility in staffing.
This not only strengthens each employee’s own skills but also enhances their ability to work collaboratively with others.
7. Learn how to delegate, automate, and eliminate tasks. (And teach your team to do the same.)
Effective delegation is a critical leadership skill that enables leaders to free up time for more strategic tasks.
Identify tasks that can be delegated to other team members, automated through technology, or eliminated altogether.
Assign these tasks to team members with the necessary skills or invest in technology to automate them. Train team members on how to delegate, automate, or eliminate tasks that are no longer necessary.
A physical therapy practice may delegate tasks such as scheduling appointments or managing patient records to administrative staff, allowing the physical therapists to focus on patient care.
The practice may also invest in technology that automates patient reminders or billing processes. By eliminating unnecessary paperwork or administrative tasks, the practice can increase efficiency and reduce the administrative burden on its team members.
Developing a high-performing team is critical to the success of any professional practice.
By following these tips, practice owners can create a positive and productive work environment that fosters engagement, motivation, and success.
When you invest in your team members, you can make yourself replaceable, freeing up time to focus on strategic tasks and making your practice more valuable for the future.
If you’d like to fast track your path to practice freedom, I invite you to book a complimentary strategy call with me to discuss working together. You can do that here: book a call with Dawn.
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