Most supervisors aren’t in their role because they are great leaders, but instead because they were great techs, or great receptionists. If we don’t offer them leadership training, they can quickly ruin an excellent team, driving out the best performers.
We assisted the hospital administrator in engineering one-on-one check-ins for their managers with our HR and Training Manager. The goal of this endeavor was to bring in an outside perspective, which would help the team know that their thoughts and ideas were not just coming from the owners. We also established monthly one-on-one sessions regarding various HR and training topics.
Eventually, these practice’s managers started opening up about their day-to-day struggles. Our HR and Training manager patiently and successfully coached them on how to handle a variety of different situations, which benefitted the hospital’s culture in the long term.
We then set up a system in which their meetings would be recapped with hospital owners and the hospital administrator, so they could follow up with any loose ends. During our routine calls with this client, we would also set up agendas for future one-on-ones, to establish goals and accountability.