Someone reached out about doing a program with the 24 practice managers. They shared frustration that people just don’t seem to know how to be a leader and that they just don’t seem as committed. They even mentioned, “this new generation.”
Then something magical happened. One of the directors said “I don’t know where we’ve gone wrong. What did we miss?” I stopped the conversation dead in its tracks to congratulate her on not going into the blaming mode. She was willing to reflect on her role as a leader and how it was contributing to the problem. And yes, she is part of the problem which also means she is part of the solution.
Remember-very few people want to do poorly at work. So let’s look at factors that are the more likely reason for the struggle.
With this client, we identified several reasons people aren’t living up to their vision of successful practice managers.
- Many practice managers were great clinicians who got promoted. Everyone assumed they would do well in the role.
- Some practice managers came into the organization as part of an acquisition. Everyone assumed their previous role had the same responsibilities.
- Over the years, as the organization grew, the expectations changed. Everyone assumed that people understood and were on board with the changes.
The common theme is assumed. What assumptions are you making about your team members?
Notice the theme- assumptions. Assumptions about skill set, assumptions about expertise, and assumptions about the changing definition of “high performance.”
Shifting the viewpoint from “these people” to misaligned expectations and assumptions, we can now solve the problems. Remember, when you are part of the problem that means you are also part of the solution. Here is what we determined for this organization.
- Clarify key accountabilities and success factors for the manager role.
- Communicate those expectations, listening for confusion, frustration, agreement, or disagreement from each manager.
- Provide training to not only the managers but also the directors.
- Self-awareness and self-regulation
- Communication
- Coaching
- Conflict resolution
Are there misaligned expectations and performance with your team? Let’s talk about it.
P.S.
For those who want to take a deeper dive, consider joining my People First Leadership Collaborative. This program is designed to help leaders and teams clarify expectations, improve communication, and develop core skills like self-awareness, coaching, and conflict resolution—all essential for building a strong foundation of leadership at every level.
The People First Leadership Collaborative offers group rates, making it an accessible solution for organizations looking to develop cohesive, empowered teams.
If you’d like to explore this opportunity further or need a tailored approach for your organization, don’t hesitate to reach out!
Resources:
Don’t see the resource you’re looking for? I can help. Schedule a complimentary strategy session for more resources and tangible action items.
People First, by Amy Lafko
