Mentoring can boost employee performance and streamline practice performance
If you’re bringing a new associate into your practice, then you’re thinking about ways to help him or her blend into the team quickly and easily. That’s a very sensible approach, and one that shouldn’t be limited to associates, but rather should encompass the whole staff.
Mentoring is often thought of as “showing the new employee the ropes,” and that’s certainly a big part of the job. Teaching what to do, and not do, is a core function of a good mentor. Even so, he or she also will need to wear a few other hats: sounding board, cheerleader, taskmaster — and friend. Those roles also come in handy with support staff as well and help humanize you as a boss while also ensuring that you are seen as the final arbiter of how things are done.
Through strong lines of communication and goal setting, you can have a practice where everyoneis engaged and knows their role in the hierarchy. A good team consists of a group where everyone knows his or her role is valued, and where each person is willing to step outside their assigned zone to help others get the job done.
I recently wrote about mentoring for Dental Economics. That article focused on onboarding a new associate successfully, but there’s so much more to mentoring. What, for example, would happen if you took a mentoring approach to explore the battles front-desk staff face, or the staffer tasked with filing, and following up on, insurance claims, billing and collections?
On April 19 I’ll be hosting a webinar that will cover some of these areas, and quite a bit more! Join me to explore:
And we’ll also dive into some routine pain points dentists experience, such as:
It’ll be a fast-paced and informative session, and I hope you’re able to join in. For more information, or to register, please visit https://jenbutlerpartners.com/navigate-the-insurance-game-solutions-to-common-struggles-mistakes-blunders-myths-that-cause-you-to-leave-on-the-table/.
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