APMA News - April 2012 - (Page 64)

Small Business 101 From the American Academy of Podiatric Practice Management, the voice of practice management for the profession. By John Guiliana, DPM Avoid Insanity! QUESTION: My staff has difficulty accepting necessary change. What can I do to improve this? ANSWER: Einstein once said that the definition of insanity is “doing the same thing over and over and expecting different results.” Change is occurring all around us. It’s now almost mandatory for practice survival. Each day, we adapt to many changing situations without even thinking about it, and we achieve our goals. But some changes require significant adjustment in our actions that can trigger both emotional and physical responses by our staff. Most medical practices are working to adapt to a very competitive and dramatically changing marketplace. These changes might create a variety of emotions among employees. The best medical organizations know how to create a strong culture of change management. In fact, supervisors of these organizations constantly encourage change for the good of the overall organization. Here are some change-management secrets designed to help you create a winning culture of change in these challenging times: 1. Understand the Present Take the time to ask questions to understand where the culture stands now. Examples of questions that great managers consistently ask include the following: Do employees understand the importance of their role at work? Are there strong relationships between employees and management? Is there an environment of openness and trust? Is there an understanding of mission, purpose, beliefs, and business goals? Is there an environment of learning, growth, and empowerment? 3. Establish Channels of Communication Before changes are to take place, implement effective channels of communication. It is important to hear and address employees’ concerns and fears. For example, medical office employees often are needlessly fearful of being replaced by technology during an EHR implementation. Open communication might not only mitigate that fear, but might uncover new, innovative ways of implementing the change. Communication will also help gain employee buy-in for the changes. 4. Give Your Employees the Tools for Successful Change Management Make sure your employees have the tools to successfully implement organizational changes. You may need to provide training, technology, and additional management help to remove barriers and successfully implement changes. 5. Build a Change-management Community Build a sense that you are all in this together and if one person on the team has a challenge adapting to change, you all have a challenge adapting to the change. 6. Understand That Employees Handle Change in Different Ways Because of stress and emotions, your employees handle change in different ways. The model employee who was once calm may now become disruptive and challenging in the environment of change. Take time to examine your employees’ “emotional change barometer,” get their feedback, and provide guidance so they are successful in the culture of change. 7. Follow up to Create Better Change Results As a change leader, you need to follow up with your employees through meetings, personal coaching sessions, memos, e-mails, and whatever it takes to monitor how the changes are progressing. Embrace and acknowledge the employees’ valuable feedback so that you can efficiently “hold the gains” of the changes. Apply these change management techniques, and you will create a successful culture of change and achieve your practice goals. n • • • • • Take the time to ask questions and, most importantly, listen to the answers. 2. Recognize That Change Starts at the Top As a leader, you set the tone for change management. If you express or show a negative attitude toward the change, there will be less of a culture for change. If your attitude toward change is positive, the culture for change will yield positive results. Constantly communicate the positive expected results of the change and how your employees will benefit. 64 APMA News April 2012 Contact Dr. Guiliana at Jguiliana@aappm.org.

Table of Contents for the Digital Edition of APMA News - April 2012

APMA News - April 2012
In This Issue
Contents
Gen Z and myFEET
Dr. Caporusso’s Inaugural Speech to the House of Delegates
The Nuts and Bolts of Your House
Residency Genesis: A Priority for the Profession
Forum Builds Profession-wide Consensus on Student Recruitment
APMA By the Decade: 1942–1951
Profiles in Progress: Postgraduate Education
2011 Podiatric Practice Survey: Insurance Plan Participation
Infection Control Issues in the Podiatric Setting
Committee Member Acknowledgements
Federal Advocacy Forum
APMAPAC Chair Report
IT Consultant
Visit the Nation’s Capital for The National
Annual Scientific Meeting Preliminary Program
Annual Scientific Meeting Registration Form
Annual Scientific Meeting Sponsors
Website Wisdom
Technofile
Small Business 101
APMA All Stars
In Short
Worthy of Note
Affiliates Corner
List of Affiliated Organizations
Insurance Advisor
New Members
Death Notices
APMAPAC Update
Development Update
Awards Nominations
Classified Advertising
Dates to Remember
Advertising Index
10 Questions
Your APMA

APMA News - April 2012