Create Your A-Team Consulting Program
With this one-month program, you and your consultant evaluate your existing staff members, work out a plan for each one and then create a master plan that results in your own A-Team.
Ten Benefits of an A-team
- You feel like you have A-Team, not a bunch of employees. You never feel you are on your own.
- Working with A staff members is a pleasure. You enjoy training and coaching them. They appreciate your time.
- A employees love their jobs. Their turnover rate is low and their loyalty is high.
- You can trust your staff. You never worry that they will take something you say or do and hurt you with it. In fact, if you get attacked, your employees defend you.
- You spend less time managing A employees as they manage themselves.
- Patients and others enjoy working with your A-Performers. They cooperate with your team.
- When your A employee takes the initiative and solves a problem or boosts your statistics, you relax and enjoy your job as never before.
- A-Performers make your practice popular. They give your patients awesome experiences. As a result, you get and deserve excellent reviews on the internet. Your patients’ enthusiasm generates a steady flow of new patients.
- A-Performers increase your practice efficiency, productivity and income. They take personal responsibility for the success of your practice. They make your profit go up and your stress go down.
- At the end of each day, you feel little or no stress. You feel satisfied with what you and your team are accomplishing.
Ten Challenges to Creating Your A-team
Creating an A-Team is not easy. In fact, it might be the most difficult project you have ever faced. However, the rewards will last for the life of your practice and the rest of your career. You will live longer too.
- A-Performers are difficult to find. You need to invest more into your hiring process than you have in the past.
- B, C and D job applicants try to look like they are A-Performers. They learn how from books and workshops that show them how to write misleading resumes and give great interviews. This makes it more difficult to identify A-Performers.
- You need to pay A-Performers more than other types, but they are WELL worth it. They also want their pay to increase because they are increasing the practice’s income. Fortunately, to your practice, they are worth five times more than B employees and ten times more than C and D employees.
- D employees try to get rid of A employees. They spread lies and rumors about A employees to cover up their laziness and dishonesty. If you keep D employees on staff, they eventually run off your A-Performers and many of your B performers, as well. D employees love to control C employees.
- A-Performers know they are A-Performers. If you manage them accordingly, they thrive and you prosper! If you treat them like B or C employees, they do not perform as well.
- Until you understand who you have on staff, you will not manage them properly. For example, you might waste hours of time trying to make C performers into A-Performers.
- Changing B employees into A employees requires excellent management skills. In some cases, you will see steady improvements, but in other cases, you may never see a change. To create A-Team of 100% A-Performers, all of your B performers will need to become A-Performers, or be replaced with new A-Performers.
- No matter how well you train and coach them, you cannot make C and D employees into B employees. Making certain B employees into A employees is possible, but difficult, and requires excellent management skills.
- C and D employees work hard to make you think you need them. They pretend to be A employees. They also hint that if you fire them, they will hurt you. Fortunately, if you know what you are doing, you can terminate the employment of anyone, without making an enemy
- Firing C and D employees can be emotionally draining. Coaching B employees to become A employees can be frustrating. Finding and hiring A employees takes work and time.
To create your A-Team, you have no choice but to face and push through these challenges.
How to Create Your A-Team
Creating your A-Team requires you to classify your current employees, based on the facts, without bias or emotion. For the good of your practice, you then need to replace all C employees and D employees. You are better off leaving their positions empty.
You get your B-Performers to become A-Performers. This takes time and patience, but a little improvement every week pays off in the end. For your empty positions and the positions you create through expansion, you also hire either A-Performers OR B-Performers who you turn into A-Performers.
Sooner or later, you end up with an A-Team. It will be the most important, and most significant improvement you will ever make to your practice.
As part of ExecTech’s one-month program, your consultant helps you tackle the challenges associated with creating your A-Team by first, helping you evaluate up to five staff members by telephone. You and your consultant then create a written, step-by-step plan for replacing, training, coaching, paying, rewarding and providing day-to-day management for your A- and B-Performers.