02Culture · Structure · Retention
Build a team that survives its own growth
Structured team assessment and development work for practices where the clinical care is excellent and the internal communication is not — so the team can be rejuvenated, the day-to-day is worth showing up for, and the profit follows.
- Format
- Assessment, workshop, follow-through
- For
- Owner-operated and multi-site groups
- Focus
- Role clarity and accountability
- Outcome
- A team that self-corrects
Businesses must embrace change in order to endure
Within most practices you will find leaders, followers, innovators, implementers and support staff. Together they constitute the Team, with a capital T — and the practice is made up of you and that team, from the physician-owner to the intern who started last month.
Add a provider, open a second location or lose a long-serving manager and the team that worked at eight people does not automatically work at fourteen. Nothing is broken. The structure simply stopped matching the size.
What a self-assessment actually looks like
On a scheduled basis, your team can — and probably should — undertake a self-assessment process to gauge its own effectiveness and, as a result, improve performance. We facilitate that process rather than handing you a survey to send around.
- Structured interviews with each member of the team, including the quiet ones
- A written read on how decisions are actually made versus how they are documented
- Role clarity work: who owns what, and what happens when two people own it
- A facilitated working session to agree the changes, not just discuss them
- A ninety-day follow-up to check whether anything moved
Co-ownership without equity
As a leader you have to clarify the practice's goals and develop a sense of co-ownership among the team — even though members of your team are not legal owners of your practice.
Before you can assess the team and yourself, and look ahead to planning improvements, it helps to review the basic tenets of envisioning, building and maintaining the Team. That is the work: clarify where the practice is going, make each person's part in it legible, and then hold the structure steady long enough for it to take.
What you get
- Team diagnostic and individual interviews
- Written assessment with named friction points
- Facilitated planning session
- Role and accountability map
- Leadership coaching for the owner and managers
- Ninety-day review with the team
How it is measured
Reported monthly, defined up front, with a name against every number.
- Role clarity
- Share of team able to state their top three accountabilities.
- Voluntary turnover
- Regretted and non-regretted, tracked separately.
- Decision latency
- How long an ordinary decision takes to be made and communicated.
Questions
Reasonable things to ask before you sign.
Anything else, ask directly. You will get an answer from someone who runs this work, not a routing desk.
Is this a retreat?
Will you tell us to fire people?
How long does an engagement run?
→Next step
Ready to talk about team building?
A 30-minute operations review, no cost and no obligation. We will tell you where the leakage is and which of it you can fix without us.