The 5 Destroyers of Culture In Your Medical Practice

The 5 Destroyers of Culture In Your Medical Practice

Creating and maintaining the culture within your organization that you desire can be a real challenge, especially as your company expands.  As most of you have figured out by now within your own business, the desired culture is the tough part instead of the ones that kind of naturally happen…those of rumors or laziness!  These less than desirable cultures seem to seep in quickly, like a pesky little stench that you cannot seem to cover up with air fresheners or candles!  So how do we keep the culture that we want; the place where our team members come to work excited for the work day and greet each customer with a smile?  Wasn’t it so much easier when there were only 5 or 6 of you on the team?  In our organization we have grown from 9 team members to 292 as of tomorrow!  Wowza!!  Culture is something that is a DAILY focus, not something that we visit at a monthly meeting.  My position within the organization is to make sure that our culture is one with high integrity people who want to work hard, serve others and enjoy themselves. There are a few common issues that I have identified over the last several years that seem to be the main players in the destruction of culture.  If the leaders can identify them quickly and put a swift stop to them, it can make maintaining an awesome work place a little bit easier.

  1. Gossip: It goes without saying that gossip is toxic.  I have zero tolerance for it and I feel that it is the quickest way to destroy morale and culture.  Gossiping about the owners of the company or those on the leadership team is grounds for immediate termination.  There can be no tolerance for team members bad mouthing or cutting down those they work with or those who pay them!  I have fired people for gossiping and will do it again in a heartbeat, if needed.  For me, this is a serious offense.
  2. Inconsistency in Leadership: It is important for your team to know who you are and how you are going to show up.  When your team understands you, knows your expectations and your expected outcomes, they know what to do.  Too often those in leadership positions will change their minds regarding their expectations but not let the rest of the team know.  Other leaders will frequently change their mind on how they want something accomplished and cause frustration and miscommunication within the team.  It is hard to work for a leader who changes their mind as often as they change their underwear.  This habit leads to frustrated workers who no longer feel they can be successful within their roles.
  3. Sanctioned Incompetence: For our purposes here, sanctioned incompetence is choosing to turn a blind eye to poor performance, bad behavior, or sloppy and lazy performance.  To an organization, this might be the number one biggest destroyer of culture and great team performance.  When one team member cuts corners, shows up late, doesn’t do the work, gossips, breaks dress code, or a myriad of other offenses and the leadership does nothing to fix it, this is sanctioned incompetence.  The other team members see this poor performance and they see that the leaders are too weak to take control of the situation.  This often leads to others on the team dropping their performance standards, gossiping and showing up late as they feel that they should not have to continue working hard.  You can almost envision the slippery slope that is created by this lack of leadership skill.

You might be wondering what happened to the 4th and 5th destroyers.  I promise I will share them with you at our 2017 Winter Success Summit, January 26 - 28 at The Linq Hotel and Casino in Vegas! Click here for details and to register at our Early Bird rates! We have so much to share with all of you to take your business and your life to the next level. Until next time,

          Pam Reynolds