Next Level Management: Raise the Bar and Take Your Skills to the Next Level

Who is This Program Designed For?

This 5-week, 1-on-1 virtual program is for those who have been in a management position in the practice for a while and consider themselves as a “Seasoned Manager.” Even though you have been in your position for quite some time, you may feel that things need to change but are not sure exactly what, when, or how.

So many practices have experienced changes in the past couple of years, from adding new physicians, to changing software, losing employees, and being shorthanded to the frustration of a very shallow employee candidate pool.

Possibly you are doing more work now than you have ever done working longer hours and weekends when your expectation was that by this time you would be working with a well-trained staff that make “Teamwork Dream Work.”

You might feel like each day is Groundhog Day and you are constantly running on the hamster wheel and are exhausted, unmotivated, and have lost some of the passion for your position. If you feel like this or are starting to and have said to yourself in the past year, “I need to stop doing everything and start overseeing everything”, then this program is for you.

The sessions are set to be 90 minutes with the first hour focused on the weekly topic and the last 30 minutes to discuss current issues the practice is experiencing to brainstorm with Tina to get ideas on how to resolve them.

Members will receive two one-hour private consulting sessions either during the program or the six months following the program for follow-up and direction.

$1495 price includes:

Workbook covering all topics and forms

The full five-week program - five 90-minute sessions: Valued at $1995

Two 1-hour private consulting sessions: Valued at $350 x 2 = $700

Total Value: $2695

Payable in 2 equal installments of $747.50.

Module Content for the 5-Week Program

Module #1: Re-defining The Managers Job Description

Often our job description or what we think our job description is does not even begin to describe what we actually do. How does a manager help their team achieve great outcomes as expected? First, they need to understand what their purpose is and begin to restructure what they are doing to fit that purpose. Working with a realistic timeline with the goal to reach what their real management outcome is doable if you keep the vision and goal in front of you and take the baby steps to reach it. It is that “Slight Edge Effect” that will get you there and make your daily work life one that you enjoy. We will be working together on how to make this happen during this module.

Module #2: Your Management Brand

As the years go by, we develop various attributes and habits that make up our “Brand.” Most of the time we do not even think about it, but I can tell you that those that work with us certainly do. If we want to continue to improve the way we connect and lead our team, we need to do some self-evaluation. This also will improve the way in which we evaluate the individuals on our team. We get better and so do they. It is all about “Continued Quality Improvement.”

Module #3: Employee Happiness is Serious Business

Often when talking with physicians and managers about the topic of employee happiness I hear the following: “They should be happy, they have a job and get a paycheck.” That is not what it is all about. Most of the time when I hear this, the practice is having employee issues and the manager is expected to fix them. If you want to have a workplace where people get along, help each other, think independently, show up and care about the people they work for and with, then you want to make sure employee happiness is at the top of your list. Employee happiness isn’t a nice-to-do thing it is a must-do thing.

Module #4: The Truth About Performance, The Truth About Teams

The expectation is that you hire people to work in the practice and they will naturally become a cohesive team. Teamwork is dream work, but it can be a nightmare as well. Performance issues need to be addressed and each team player needs to know their purpose and how it connects to others and the big picture of the overall success of the practice. Not everyone is cut out to be a “team player”. So what do you do when you have great employees that this applies to? How do you handle favoritism? What do you do with B and possibly C players? Can everyone learn to work together? The answer is…maybe and what do you do if they do not? There is a lot to tackle in this module!

Module #5: The Truth About Communication

Because we talk, we think we are communicating. This is not so. Communication is one of the most difficult human tasks that we need to learn and continue learning how to do. Communication not only is about speaking, it is about listening and gaining clarity to understand. In this module we are going to learn how to ask questions that ignite inspiring answers, how to have difficult conversations, delivering news about change and Stephen Covey's 5^th Habit, “Seek first to understand, then to be understood.” This module is not for the faint of heart. Learning to truly put forth an effort to communicate for understanding is an ongoing life lesson. But taking on the challenge will make our relationships better than we can imagine. We know that people want to work for those they know truly care about them and understand them.