What’s Killing Our Confidence?

A confident team is a by-product of a confident leader.

Trust is one of the core values of a coherent team. A leader that exhibits confidence is easier to trust, and team members generally feel positive around leaders who exude confidence. I struggled with my confidence early in my practice, and it took a toll on me, my team, and my patients.

In this episode, I’ll walk you through the seven things that we inadvertently do to kill our confidence and how to turn these killers into winners. Also, I will talk about how prioritizing our confidence can significantly impact our psyche, our body, our relationships, and our income. Focusing on our confidence will help us foster a more confident team, more trusting patients, and a successful practice that we can be proud of.

Tune in and find solutions to common practice issues at  Prescriptions for Your Practice.

 

Key Quotes:

  • “A confident business with a great reputation, and great numbers come as a by-product of patients being confident in our services.”
  • “All businesses take on the personality of its leader.”
  • “We should put our own confidence first because that will lead to more loyal, more high-performing team members, more confident patients, and a thriving practice that we can be proud of.”
  • “Confidence is the feeling of whatever happens today we’re gonna handle it, and handle it well.”
  • “When you make your first maneuver a reactive maneuver, it sets the tone for the rest of the day.”
  • “Make sure that you diligently stacking habits that make deposits into your mind, body, and spirit.”
  • “There’s a reason you went into dentistry. You have to remind yourself of that meaning.”
  • “Book in some time to just unplug. You deserve that and your team deserves that.”
  • “The fortune that comes from your practice is gonna come from the expansion of your energy and your impact.”

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The 4 Keys to Transformation

“If come from inside you, always right one.” Mister Miyagi

At what level are you in your transformational leadership journey?

  • Idealized influence
  • Individualized consideration
  • Inspirational motivation
  • Intellectual stimulation

Transformational leadership is a process and a complex one at that. It involves not just you but is composed of interconnected cogs that dynamically work in synchrony and harmony. Your role, as the leader, is to keep it well oiled to run smoothly and accomplish its objectives.

In this episode, I will talk about the process of transitioning from transactional leader to transformational leader, why it gives you a competitive advantage in the new economy, and how to build a framework with a powerful mission, vision, and values that will be your organization’s stronghold.

Tune in and find solutions to common practice issues at  Prescriptions for Your Practice.

 

Key Quotes:

  • “I’m really a testament to how important your tribe is. Who’s there to support when you’re going through difficult times, who’s there to challenge you when times were really good.
  • “There’s a time and a place for transactional leadership even if you’re a transformational leader.”
  • “All doctors that I talk to want to be transformational leaders. They just don’t know how.”
  • “Transformational leaders look at their followers and trying to get them to be leaders. They’re not trying to create more followers but more leaders.”
  • “You look at teach team members as superheroes and tap into each of their superpowers.”
  • “You need a framework of a strong mission, a strong vision, a strong values, to refer to again and again, and again, and you perpetually selling that vision.”
  • “Everyone needs to be always growing. Because if they plateau, the business will plateau.”

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Are You Disney or Enron?

Are you Disney or Enron -Dr. David Maloley“Every leader is telling a story about what he or she values.” — Vision and Values, Disney Institute

Whether big or small, any organization has an established mission and vision to define its objectives and approach to reach its goal. However, the most crucial aspect of building an organization is the founding principles for which they stand.

Core values are what bind the company, its employees, and the people they wish to serve. It may be uncommon in dental practice, but having a solid foundation of fundamental principles that integrates naturally with the personal values of everyone in the team is crucial to the practice’s growth and success.

In today’s episode, I will discuss why core values are among the bare essentials in an organization, how it helps in the hiring process and performance evaluation, and how it can serve as your “constitution” when facing adversity or challenging decisions. Drafting well-crafted core values are one thing, but having your team enrolled and aligned to these guiding principles and put them in practice rests in the hands of a moral leader.

Tune in and find solutions to common practice issues at  Prescriptions for Your Practice.

 

Key Quotes:

  • “We as dentists wanna have core values so that we know what we stand for. And knowing what we stand for is critical for your confidence as a leader and a business owner.”
  • “You can use core values to get underperforms on board or out of your way.”
  • “You can use core values to help accelerate the growth of your top performers.”
  • “It’s not so important what the core values are but that you have core values and you bring them to life.”
  • “If you have a smaller practice, this can be a whole meeting wherein the team members bring on their own personal values to the table. If they build the core values with you, they will back it.”
  • “Walt Disney really left a legacy through core values that now is this big and powerful company, the size and capacity of an Enron, but in an alignment with core values.”

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The Antidote For A Needy Team

The Antidote for a Needy Team -Dr. David Maloley

“If we learn to diagnose these needs and treat them accordingly, we’ll have our next level of freedom readily available to us.”

Can you pick out the dominant need in your team, patients, family, and friends? This exercise is very challenging, especially to dental practice owners wearing multiple hats — juggling the demands of the business, the employees, and the clients.

In this episode, I will discuss the six human needs rooted in the deepest of our nature. We require to discover, embrace, and fulfill these needs within ourselves to help us understand what fuels our team so we can respond to them better.

Tune in and find solutions to common practice issues at  Prescriptions for Your Practice.

 

Key Quotes:

  • “All teams are needy and all doctors are needy.”
  • “Needs must be distinguished from wants. In case of needs, deficiency causes a clear adverse outcome.”
  • “Typical management tactics have us treating employees more like human doings than human beings.”
  • “If we embrace these 6 human needs (Certainty, Variety, Significance, Connection, Growth, Contribution), we can confidently influence, align, and predictably increase employee buy-in and engagement.”
  • “When a team member comes to you and you feel like they’re whining, or they’re negative, you must filter out if they are just telling you an unmet need that they have that keeps them from a higher level of performance.”

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My Gossip Mill

“Great minds discuss ideas; average minds discuss events; small minds discuss people.” — Eleanor Roosevelt

Many people find gossiping fun, enjoyable, and addictive until they become the focus of the idle talk. However, in a professional setup like the dental workplace, gossipmongering is an enormous time and productivity waster, not to mention unprofessional. In addition, it increases anxiety among employees, puts a strain on teamwork, erodes trust,  and crushes morale.

Listen in as I provide steps on dispelling gossip before it enters the workplace, how dental owners should foster a culture of healthy conflict, and how to maintain an environment of high candor, high trust, and straightforward verbal communication.

Tune in and find solutions to common practice issues at  Prescriptions for Your Practice.

 

Key Quotes:

  • “I created a team training called “The 5 Habits That Destroy Team Unity” and we talk about it as a team.”
  • “A lot of gossips comes from envy and jealousy.”
  • “Gossip becomes addictive. Left to its own devices, it’s gonna run rampant, it’s gonna hijack your vision, it’s gonna destroy your well-being as doctors, it’s gonna divide team members, it’s gonna create unnecessary dramas, and none of that contributes to patient care.”
  • “We want in a culture is a healthy conflict.”
  • “We can create a team environment of high candor, high trust, and very direct verbal communication.”
  • “Healthy conflict drives results without having to babysit the culture or nudging people to actually do their job.”

Featured on the Show:

  • Dave Ramsey, Ramsey Solutions
  • Newsletter: Does your practice have a Halftime? (See footer and subscribe to our email list to get the weekly newsletter.)
  • I appreciate your feedback. Let me know what you learned and loved here: dr.dave@relentlessdentist.com.

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