IAVMA March 9th, 2014 Bash Halow BA, CVPM and LVT 15 years - PowerPoint PPT Presentation

IAVMA March 9th, 2014

Bash Halow • BA, CVPM and LVT • 15 years experience as a practice manager, regional manager and administrator • Editorial Advisory Board Member Firstline Magazine, frequent contributor to Veterinary Economics, DVM 360 • Member of VHMA, AAHA, NJVTA, NJVHMA, Big Apple Veterinary Hospital Managers Association and the PVMA. • Recipient of the 2013 PVMA President’s Award for Management Education • Partner at Halow Tassava and currently work with practices throughout the US

Thank you Merck And Jeff Herbst

Disastrous Management Habits and how to avoid them

No Clear Goals No ¡Mission ¡Statement, ¡Vision ¡Goals ¡and/ or ¡Strategic ¡Plan

Mission Statements • Should inspire you, your team, and your clients • Need to be of manageable length • Really come alive when their meaning is explored and we try to act upon them

Neither rain, nor sleet, nor gloom of night stays these couriers from the swift completion of their appointed rounds.

US Post Office

Our mission and values are to help people and businesses throughout the world to realize their full potential. We create technology that is accessible to everyone—of all ages and abilities everywhere.

Microsoft

Through our strong network of volunteers, donors and partners, we are always there in times of need. We aspire to turn compassion into action so that all people affected by disaster across the country and around the world receive care, shelter and hope.

The Red Cross

In air, space and cyberspace; we fly, fight and win!

US Air Force

We refresh the world and create moments of optimism and happiness.

Coca Cola

The experiences at our hotel enliven the senses, instill well-being, and fulfill even the unexpressed wishes and needs of our guests.

The Ritz-Carleton

We are a trusted friend, protector, and pathfinder forward; for you, your practice, and the veterinary profession.

Mission Statements in Action Think Different

Mission Statements In Action Our mission: to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.

Vision Goals and a Strategic Plan • Help ¡your ¡team ¡members ¡ succeed • Give ¡new ¡relevance ¡and ¡ meaning ¡to ¡job ¡ descrip?ons, ¡hiring ¡ protocols, ¡ ¡training ¡and ¡ coaching

Strategic Plan in Action

No Job Descriptions • Makes a direct, positive impact on payroll • Improve your hiring success • Allow team members to be successful • Keep annual review sessions concise and to the point

No Job Descriptions (cont’d) • Do NOT use generic job descriptions, but use them as a jumping off point for Workman’s Comp and other legal issues • Should underline soft skills that are important to the practice and culture • Ask team members if they are accurate

Review System or Celebration!

Review System or Celebration! • Use the Job Description or the Mission as a basis for all reviews • Regular feedback hones an understanding of Mission and job descriptions • Encourages productivity • Builds Relationships • Culls bad hires out of the pack faster • Successful reviews teach leaders and team members how to work together successfully.

Mixing Business with Pleasure • Subordinates can’t approach the relationship on equal footing. • Very risky • Ease out of current relationships with suboridinates

Micromanagement I would like you to be more self-reliant, show more initiative and take greater responsibility...but check with me first

Micromanagement • Result of poorly defined goals • Unsuccessful or poorly executed training systems • Unsuccessful or poorly executed review process • Insecurity

Exploding in the Workplace • TOXIC to productivity, empowerment, buyin, trust, etc, etc, etc. • Usually associated with bigger issues • Secession usually requires professional help

Don’t do as I do, Do as I say • Exemplify your mission and values • Actions speak much louder and resonate more deeply with team members than words

Top Managers Down • TDMgr’s will NEVER be happy • Failure to leverage and empower your team dooms the growth and diversity of your business. • Top down management reduces productivity and de-motivates employees • Selects for the worst in the employment pool

Retaining Poor Performers • No hiring protocol is flawless. • Use a strong mission, job description and training to weed out misfires efficiently. • Letting a poor performer go provides them a chance to succeed and flourish elsewhere.