Okay, so we will round out this month with an easy one. It’s easy and yet so often neglected and not done.
At best, you probably have monthly goals, or if you are really on astute you might have daily goals for the entire practice. These are a good start but not enough if you want to truly excel.
I enforce multi-layered goals to all practices and that is why we have multi-layered achievement which results in multiplied growth.
First: Daily goals for each team member, column by column. Define a specific victory is for each team member’s performance for the day.
Second: The doctor’s goals for diagnosis, treatment acceptance and scheduled treatment.
Third: A collections goal at the time of scheduling.
Fourth: Compounding growth goal to get every ‘next’ month further ahead of the last month before it even starts.
Fifth: Of course, quarterly goals (not just monthly goals), to help offset cash flow and conversion.
And then you must move beyond just money numbers and into personal skill goals and statistics that can be measured.
This comes down to how each team member performs at engaging patients and moving them closer to yes. This can also be linked to things like timing, room turnover, labs.
Up front it is insurance and phone call conversions. And not just the number of calls but how many patients show up and how many resulted in treatment.
Phone calls impact the value of treatment plans and case acceptance too. A bad person on the phone can set bad patient expectations and then you’ve already lost. You would never know this if you didn’t track treatment acceptance back to WHO TOOK THE PHONE CALL and scheduled the appointment.
There are these types of things that truly matter for each person. Dentistry is a team sport and everyone contributes to the final score.
In order to set goals, you have to have clarity of what exists today and then benchmark performance by doing more than tracking it but actually using the information to course correct and improve.
Let’s start this real easy: what numbers do you not know right now that you should in order to make good decisions about individual performance and where you may have weak points that are breaking down your success.
Inside of this information are the places where your people are losing you money and costing patients their health.
Find them.
Benchmark them.
Set goals to fix them.
Go to work on them.
And circle back to track them.
You must do something with the information you collect. Continue to course correct and improve until each person is consistently mastering their leverage points of execution. Then simply rinse and repeat on a never-ending loop of new achievements and record-setting.
This leads to your ability to continue to grow your goals and expand your potential. What you can’t even imagine today, becomes ordinary in no time.
Ask each person what numbers lead to their success that they should be responsible for, what their goals are for the future and what their plan is to achieve it.
I hope you enjoyed (and more importantly put to work), the information from these 4 steps to developing leaders and creating a championship level team. You have the capability of building an all-star team that expects to win, now it’s just a matter of doing it.
Next week… independence from all things holding your team back.
