Tuesday, April 20th, 2010
Loyalty, honesty and integrity. These are three key character values I look for in employees, co-workers and business associates. I also work towards teaching and instilling these values in the practice, on
every level every, in every situation as it presents itself.
So what does this have to do with pet peeves? Everything! There’s nothing worse than running across situations time and again where one or even all of these values are not only lacking, but blatantly thrown by the wayside. Walk the walk? Yes, I do! And for that, I expect the same in return. Is that asking too much? I don’t think so. Especially when you have the power to shape the culture of your practice.
Where to begin? Start with a code of ethics or a document like my Principles of Mutual Respect. Not only do you have to write one and integrate it into your practice, but you need to consciously teach it and live it. It’s not enough to put it on the wall, or in everyone’s inbox–it must be explained over and over again. It needs to be analyzed and picked apart. Examples must be given in order to get full understanding from everyone. In day-to-day conversations, refer to it frequently.
I have surveyed staff frequently over the years and one thing I get over and over again is that staff need more in the way of communication. I find myself searching for ways to improve communication from creating our own private social network for posting all kinds of internal communications, to weekly team meetings and even video taping demonstrations. So, my biggest pet peeve is when someone comes to me and tells me they would prefer less direct communication from me…open, honest and direct communication makes them uncomfortable. Hmmm. That pet peeve just became my number one peeve! And guess what?! I’m not going to change my manner of openly going to staff when there are problems. Nor will I contain myself when things are incredibly good and I want to let them know what a great job they’ve done. In this one area, it’s my way or the highway. Can’t appreciate that? Then I’m not the manager for you.
