| EMail This Post

Another Way to Recognize Staff–The RED Chair Approach

WOW………..the RED Chair Approach post got a lot of interesting comments. I also received several “private” emails regarding my client and his staffing situation. To re-read his staff challenge CLICK HERE and then come back……..because there is more. My client is interested in your additional feedback.

After reading some of your comments he decided to take the position of being a Role Model as suggested by many of you. He spoke with the offending staff privately in early April and received assurances that they would adhere to his office values. He laid out his expectations; clarified his vision for an on-time and responsible staff; and explained the consequences…both positive and not so positive. Guess what he reported happened?

They were “on board” for nearly a week and then, in his words, “they went right back to their old behaviors”. His “on-board” team members (4 of them) came to him rather upset that the “tardy” ladies were back to their same stuff and it was unfair to them and the office and that if he didn’t do something quick, they were going to quit. When he asked for my coaching I asked him to revisit his values and expectations. I suggested he met out positive consequences for his supportive team by acknowledging them for being on time and honoring the office vision and values. Then he needed to approach the offending staff (3) with appropriate consequences. When he did speak to the offending staff he was told that he is too “hyper” and that they do their job well, the patients get taken care of just fine and that the other four were just whiners. They went on to advise him that if anyone should be fired it should be them.

He became furious and had to leave the office to restrain himself. Further more, two of them are hygienists and one is an Expanded Function Auxiliary and again in his words: “these people are next to impossible to find in the job market, and I just can’t let them go and find replacements quickly.” So readers, what advise do you have for Dr. M. I. Nuts? He’s waiting and is grateful for the many ideas you shared on your posts.

Dr. Ron is the only Master Certified Dental Coach (MCC) on the planet. He has blended 20 years of clinical dental practice with executive roles in financial planning and investment management along his graduate business training to provide his clients with the tools, support, and accountability to accomplish more. About Dr. Ron, "I count you as one of life’s best finds", says Dr. Gary Imm of Reisterstown, Maryland. He has authored many articles; manuals; ThinBooks ^tm; TeleClasses and if you visit http://www.drarndt.com you can receive one of his FREE reports, "9 Painful Mistakes Dentists Make in the Hiring Process"

If you enjoyed this post: subscribe to "Dr. Ron's TidBits" newsletter

3 Responses to “Another Way to Recognize Staff–The RED Chair Approach”

1. Fred Hecht Says:
   May 19th, 2008 at 12:06 pm

   It comes down to the question who is running the office? in my opinion it is time to draw a line in the sandand put in writing what you expect of the team List for the first offense this will happen , for the second offense this will happen and for the third offense you will be fired for due cause. I believe that you may have to fire just one and then the other people will see that you mean business. If you back off you are lost for ever and you may as well close shop and do dentistry in Iraq. Vist you vision , mission and goals and let them guide you and share them with your team . Bottom line grow a set of testicles.

2. catherine vetrano Says:
   May 19th, 2008 at 2:27 pm

   “I can’t let them go and find replacements quickly” is unfortunately the most common excuse given by dentists. I know how Dr. M feels as we have all “been there” at some time or other during our careers. However, after 26 years in practice, I can say that whenever I have taken the “ostrich” approach to a team problem, there is never any divine healing (just like tooth decay) and it just festers and gets worse. In addition, the most painful part is the feeling of “loss of control” of your own business, the one you took all the risks for, and the ensuing feelings of loss of self esteem. Yes, it will be tough to fire them. Yes, you will go through a lot of stress as you seek out replacements and train them. Yes, it will eat up a lot of your personal time and funds to do so. But….you will be the winner in the end. Really make a huge fuss over the “loyal” foursome. You will be amazed how they will “rise to the call of duty” and be a happier bunch once the stinkers are gone, even if it means they work harder and stay late at night to pick up the slack. Remeber what Walter taught…”Do what you otta do , when you otta do it, whether you want to or not (and I know you don’t want to)..NO DEBATE!! Good luck. You CAN do this!!

   Catherine

3. James Stafford Says:
   May 19th, 2008 at 2:33 pm

   I am quoting the action That Dr. M.I.Nuts took ;”He spoke with the offending staff privately in early April and received assurances that they would adhere to his office values. He laid out his expectations; clarified his vision for an on-time and responsible staff; and explained the consequences… ” I think this is great . Now I think the consequences should start !!

Feedback