The truth is, if your team is not doing well, it’s the coach’s fault. That means you, boss!
And no, I’m not saying every single thing is your fault as the leader of your business, but I want to outline 3 ways you might be contributing to the frustration—and how you can fix it!
First, you might not be setting clear expectations. Be sure to define what a good job means for each position. Use measurable goals and benchmarks to evaluate performance.
Secondly, your communication might be too vague. With any team, it’s critical to communicate effectively. You’ll need ongoing conversations about vision, expectations, and goals. Two-way feedback is super important, providing both praise and constructive criticism. Be sure you’re fostering open lines of communication, free from intimidation, obstacles, and vagueness. Show your employees support and they’ll reciprocate!
And third: If you’re like many leaders, you sanction incompetence. That means you allow underperforming team members to remain without realizing just how large the impact is on the business and rest of the team. Address incompetence for the sake of the team’s success.
Next time you hear a physician entrepreneur complain about their team or health care in general, that’s your cue to recommend this episode and podcast—they will be forever grateful of your thoughtfulness!
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