35 Burst results for "Each Team Member"
AP News Radio
Space telescope uncovers massive galaxies near cosmic dawn
"NASA's new James Webb Space Telescope is spotted some massive galaxies lead researcher Evo laby and his team were expecting to find little baby galaxies. It was kind of shocking because some of these galaxies were 13 billion light years away. And they had a 100 billion solar masses stars. And so what that means is that we are viewing these galaxies very shortly. We have the Big Bang. About 600 million years after the beginning of the universe. I know it sounds like a lot, 600 million years, but our universe is 13.8 billion years old. The objects were so big and bright that some team members thought they had made a mistake. As opposed to the Milky Way, which is this grand design spiral galaxy like you have seen in pictures with a beautiful spiral arms. This galaxy is 30 times smaller. So all those stars are jam packed. Lapi says in early lesson from the Webb telescope is to let go of your expectations and be ready to be surprised. I'm Ed Donahue
America First with Sebastian Gorka Podcast
Professor Thomas G. West on the Lasting Influence of Leo Strauss
"So many things. I wish to ask you professor. I'm exploiting this as if I were in some kind of grad school seminar. My PhD was in political science and I love these topics in delving into them as much as possible. One thing I would like some clarification on because I've always been very leery of it. And thanks to our team member who recommended you as a guest, I understand you are an expert on the field. And that is the concept of straussian ism. The person who convinced me to do a political science PhD was a straussian, and my little research into it left me a little bit queasy that this is about elitism, a kind of quasi gnostic. We know better than the plebs. I'm sure that's an unfair critique. We need to talk to us about the Leo Strauss, the philosopher and his importance in what it represents today. Well, look, that's topic. Strauss was me most important because he thought he thought we should bring back the idea of philosophy. As that idea was originally understood. Meaning in the way Plato, Aristotle, Machiavelli. The philosopher. What's philosophy, it's the attempt to discover the nature of the world. And I think the reality. And what Strauss also believe, and this is where the charge of elitism comes from. He believed that philosophers are a rare breed. There aren't very many. There haven't been very many in history. Most people to put it simply aren't smart enough and haven't done enough serious work on their own. To combine talents and effort to be beat genuine thinker, we are mostly most of us and I include myself here, we rely on what other people say. We
AP News Radio
Osman ties career high with 29 points, Cavs rout Clippers
"Jetty Osmond tied a career high for points as the Cavaliers easily ended the clippers 5 game winning streak. One 22 99. The Turkish national team member dropped in 29 points on 11 of 13 shooting to highlight Turkish heritage night at the arena. Darius Garland had 16 points at ten assists for Cleveland, which led by 40 in the third quarter. All star starter Donovan Mitchell had 11 points in his return to the Cavs after missing three games with a groin strain, playing without Kawhi Leonard Paul George and Reggie Jackson, the clippers were led by Brandon Boston, junior's 24 points. I'm Dave fairy
The Doug Collins Podcast
Bruce Thompson: Georgia Is the #1 Place in the Country to Do Business
"Is the number one place in the country to do business. We're 9 years in a row. I mean, it is roaring our economy. But we have to be very careful about that. Because here's what's happening. In a lot of areas of the state, big companies are coming in and we're grateful they're coming. So I don't want any of our listeners to think, I'm not great for that. But hear me for a second. Our state was built on the backs of the people that were here that were mom and pop businesses that grew to be maybe just remember Chick-fil-A started with one little restaurant. Yep, gorf house. That's right. And there are a lot of those businesses out there that are 300 people or less. And when large companies come in that are driven by stockholders, they're requirement is get the people to work. And if they can't get it organically, they're going to start cherry picking or hiring away the team members of those companies. And we're already seeing that, you can afford in your budget to be able to pay, say, 60 grand a year, and they come in and they offer them an 80 and 90 and a 100,000 and you can't blame them for leaving. And those companies will wind up perishing. And now you have a whole nother displacement of a workforce.
The Voicebot Podcast
"each team member" Discussed on The Voicebot Podcast
"Thank you very much for having me. Excited to chat. I'm excited too. So you've been in the news lately. A couple of different things. I saw you won an award. Europa's Europa pass. Yes, Europa's. I think it has a fancy name to it, which is exciting. Unfortunately, we weren't there present. I think it was in Lisbon to actually receive the award and apparently there was a lot of applause. And I'm sorry if anybody who's part of the Europa's committee is frustrated with us for not being there. But next year, we definitely will be. I just hope that they're willing to give us an award again. Well, you've already gotten awards. You could go there and you could just take your bows next year. So that's good. What was that award for? Was it for a particular project? That you'd done? No, they basically evaluated a lot of the European tech startups and you can apply for different domains. I think ours was in media technology. But they basically have different verticals. It's actually quite competitive and they have first a crowdsourced round of votes for people to just choose who can actually be part of the candidate pool. And then there's a judgment panel. I think comprised of VCs and people from TechCrunch. So it's pretty competitive and yeah, we were definitely happy and glad to win. We usually have for the crowdsourcing round. We usually employ the families of each team member at paper cup to help with the voting process. So of course grandmother's grandmothers get very proud at this usually at this time of year. Yeah, listen. I mean, that's the way it goes. And that world, what you have to do is you need these online votes. And very often you're competing against larger companies. They have more staff. It's easier for them to do. That's true. Very good. Well, congratulations on that. So it looked like you were going to be an investment banker at one point. And then you moved into, I think it was technology consulting. And then you started working with startups and you were with a big consultancy. So you've got this idea that you're going to go into finance. You start working consulting, big consulting, working with startups, first of all, how did that play out? And then how does that shape the way you think about what you're doing at paper cup today? Yeah, so first of all, I think we spoke about grandmother's not grandmother, still thinks that I'm in finance. So do my parents, they keep introducing me to people to give them advice on investment philosophy which I'm still confused by. But that wait a second. Isn't a startup CEO mostly just in finance? Yeah, I guess this is raising money. This is also true. So I studied financial economics at NYU's undergrad business school called stern. I actually wrote a thesis on social media valuations back in 2013. Where we actually looked at the likes of pandar and Facebook and whatnot and somehow there was no commonality in terms of multiples that investment bankers were using to price startup companies. I don't think surprisingly much has changed. Maybe now with the recent cutback in the economy and Facebook cutting 11,000 jobs, people have are now reevaluating, I don't know, EBITDA and revenue multiples. But nonetheless, that's what I studied actually under Oswald to motor and was my thesis adviser, which is great. Some people will know miss evaluation, guru and finance. And basically, the philosophy at stern is going to invest in banking, otherwise you failed at life. So that's what I did. I started off in that junior year classic internship at Credit Suisse. It really wasn't for me. I don't know if anything against credit twist just didn't like working till one to 4 o'clock in the morning. Every single night. And decided to jump ship. And around that time I also met, who is my now my now wife, who is based in London, who I met while I was studying in Prague..
Fore The People
The Importance of Golf Facilities in College Golf
"Circling back to the facility thing in D.C.. We had one when I was at LSU. And that was kind of that was 15 years ago. That was pretty much when the facilities that golf facilities, the first class, $1 million facilities for these power 5 schools, pretty much everyone had one at that point. When I was getting recruited tech had one, LSU had one Texas had one up on the state. I had one Baylor. Everybody had one. And you had to, right? To get these recruits. But it's not the facility. The potting group private potting green or the private driving range were just the team members and the big donors can go. It's really not that. What I used at most or was a place where I could go and just kind of be alone. These kids, these kids from TCU, they don't have, you know, others in their own where they live, their house, or whatever. They don't have a place where they can just go hang out with their teammates and know that it's just going to be their teammates, right? Somewhere where they have a locker. Somewhere where they can go and watch a football game where it's just going to be them, they know that. No one else is going to walk into the 19th hole and stare at them at Mira vista or colonial or shady, like what are these guys doing in my 19th hole? They're not supposed to be in here. And that's a big deal. It doesn't sound like a big deal, but when you're 18 years old and you're kind of searching for friends and want a group to hang out with, you need somewhere to go and feel like you belong, right? It's a sense of belonging these kids want when they're that young and they're becoming men that they don't have right now. And if they do, when they do, I guarantee you TCU with the courses they have access to around here, they'll be a much better program. They'll be able to get better players from America. I'm not saying these European foreign kids are bad or anything, but you got to recruit Texas. Especially around here. If you're TCU in that facility, you'll help.
The Charlie Kirk Show
There's Something Very Strange Going on Here...
"Is something very strange going on here. So one of our team members here checked the status of his ballot and he voted in person in Arizona. So that should be counted that night. In person, and it's said that his ballot wasn't tabulated, so he just contacted Maricopa County and Maricopa County said they found his ballot and it hasn't been tabulated yet. Wow, wow, wow, wow, wow, hold on a second. How is it that his ballot has not been tabulated if he voted in person on election day? That doesn't make any sense at all whatsoever. There is a chance a chance that there is a portion of ballots out there that could be, I don't know if it's enough. I have no idea, but the amount of emails I'm receiving freedom at Charlie Kirk dot com of people that voted in person that have said that they're status shows that they haven't voted. Something is very strange going on. I hope we can get some explanation here.
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Earns trust and respect by delivering clear expectations and accountabilities. Has the ability to analyze the strengths and weaknesses of each team member provides developmental resources and assigns tasks and roles accordingly. It has a deep understanding of the overall business and how to make it more effective and profitable. So when you guys are onboarding and training your office managers, these are the things that you should expect from them. Your managers, your executive team need to have an intimate knowledge of the business. And if you don't have an intimate knowledge of how a dollar flows through your practice, you need to get educated and how that works. And your managers need to know at that same level how that works. They need to understand the billing cycle. They need to understand how we collect the money. We need to they need to understand how we work with insurance companies. They need to understand our financial policy. All of those things need to be crystal clear with all of our executive team, not just the owner of the practice, not just the office manager, but all the team leads. You need to need to know all of this information about the dental practice. So expectations and KPIs, so expectations and KPIs, key performance indicators must be measurable, they must be reproducible and they must contribute to the primary objectives of the operation. So what three KPIs per roll and department would satisfy each of the above? Should be a lead measure and we just talked about that. So questions to ask when we're putting a process and a system together, here are the questions that you want to ask, okay? How can this, how can we make this process system more productive and efficient? What is clunky in your practice? What does not flow well? What is inefficient? Where are the bottlenecks in the practice? It's really important to be able to identify those. Is there a bottleneck or rate limiting step that can be eliminated? I was talking yesterday. If you guys were at my talk yesterday, when I had my first 6 dental practices, I was the bottleneck in the practice. Everything came through me. I did not have a good organizational structure. So when somebody in one of the dental practices had a problem with their paycheck, they would text me or if somebody wanted a day off, they would text me. And if somebody was mad at somebody else, they would text me. And my phone was blowing up all day, every day I had 50 direct reports. All right? I was the bottleneck in my operation. When I limit my eliminated myself as the bottom line from the operation, my life significantly improved, but so did the practices. So where is your rate limiting step? And it could be you, Doc, there's a very, very good chance that it's you. Is there a way to decrease the effort while improving the outcome in a cost effective manner? Okay. I think I'm out of time, aren't I? I had a really good thing to say about praise and feedback. I do? Oh, okay, cool. Sorry guys, I have ten minutes left. I know you're excited when it's done. Okay, feed. Back, feedback and praise. So praise and criticism should be delivered in a positive and constructive manage. So if we're now going to be committed to improving and increasing the level of communication amongst your team members and you're doing regular performance reviews, what is the criticism and praise look like? So praise done right. Susie, I'd like to recognize you for a job well done. The way that you handled misses Jones after she gave us a one star review showed all of us on the team, the importance of coming to any conflict with kindness and empathy as opposed to defensiveness and impatience. I know that sounds ridiculously scripted. But at some point, hopefully you could be that good at giving praise to Susie. Praise doesn't wrong, Susie, thanks for handling misses Jones. She's a real whack job. So what you want to do is be very specific about what was done correctly. And if there's feedback in the opposite direction, if it's criticism, start with something positive, if possible, and get to the point and say, here's how we could potentially correct that. Okay? Criticism done right. Susie. I'd like to talk to you about how you handled misses Jones. I know that she can be unreasonable. And that her one star review was out of line, but next time I'd like you to approach any conflict with kindness and compassion rather than defensiveness and impatience. In fact, let's role play some alternative language right now. Criticism done wrong, Susie, your conversation with misses Jones made her even more angry. You're better than that, Susie? She doesn't know what to do with that criticism, okay? So be very specific about what the desired behavior looks like. Important points about feedback for positive and negative feedback. Number one, deliver praise and constructive criticism as quickly as possible. Do not sit on it. Okay? I know how it is, guys. You're sitting in one across from the check in desk and you can hear your receptionist or your front office assistant answering the telephone and you hear them handle these calls horribly when you're sitting in that chair. You're super busy. You don't have time to deal with this right now. So you sit on it and you wait till the end of the day. It's 5 o'clock you're exhausted. You did 8 molar root canals and three surgical extractions and placed two implants. You're tired. You want to get home, you're late for your son's soccer game. You're not going to have that conversation. And the next day, you're going to get to work and something else is going to take over. That's more urgent than the way that Suzy was picking up the phone. Handle that right then and there. Do it, do it professionally and say, hey, Susie, let's talk in the break room. It can take 90 seconds. Do it with respect, do it right away. Do not put it off to the end of the day because it's never going to happen. Be specific about what was done well or what needs improvement and the consequences of their actions. Deliver criticism in a calm manner with feedback on how to improve performance
AP News Radio
TikTok going big on US e-commerce? Job listings offer clues
"Its foray into ecommerce It's indicating in job listings that it has plans to operate its own U.S. warehouses The kind of packing and shipping facilities more associated with Amazon or Walmart than the social media platform best known for addictive short videos In the past two weeks the company has posted several job listings on LinkedIn looking for candidates to help it develop and grow its fulfillment by TikTok shop to sellers using the app According to the listings TikTok plans to provide warehousing delivery and item return options to sellers In one listing the company refers to a global ecommerce team and a team member who will be responsible for building a
ToddCast Podcast with Todd Starnes
HS Volleyball Team Banned From Own Locker Room Over Transgender Issue
"The local news report here. Then we're going to come back and talk about this. I'm very curious. Do you have a problem with this? Do you have in a nutshell? The girls complained and then they got punished. They were told that state law requires that young man be in this locker room and these girls were kicked out of the locker room and now all of the girls have to change clothes in a bathroom that has a single stall. Meanwhile, the transgender the dude, the boy gets the entire locker room to himself now. Let's play this, let's play this local news report from Vermont. Vermont's education policy says that students can play sports and use whatever locker room corresponds with their gender, but some members of the Randolph girls volleyball team say that they object to having one of their transgender teammates use B in the room while they change. I spoke to one of the girls. It's a huge thing. Everyone's asking, so why aren't you allowed in the locker room? High school student Blake Ellen and her teammates are currently barred from using the locker room after some of the girls on the team objected to allowing a transgender player in the girls locker room. My mom wants me to do this interview to try to make a change. Ellen says the dispute started when the trans student made an inappropriate comment while members of the volleyball team were getting changed. She says her issue is not with having the trans student on the team or at school, but specifically in the locker room. Biological boys that go in the girl's bathroom, but never a locker room situation. She says that fellow team members and parents have also raised similar concerns and have approached the school with them. They were told that under state law, the transgender student could use whatever locker room they identified with. In an email to family, school officials said that the school has plenty of space where students who feel uncomfortable with the laws may change in privacy. They want all the girls who feel uncomfortable, so pretty much ten girls to get changed in a single style bathroom, which would take over 30 minutes when if one person got changed separately, it would take a minute. No extra time. In the
The Dinesh D'Souza Podcast
The FBI Is Trying to Stamp Out Truth-Telling Whistleblowers
"You know you're in a living in a weird time and a distorted phase of the culture when you can see in the media, all kinds of people bashing FBI whistleblowers. I mean, did you think you'd live to see this? You'd have FBI whistleblowers. Who are telling what's going on on the inside of this top police agency. And the media is beating up, not on the FBI. But on the whistleblowers. Wow. So we've come a long way since the 1960s when the there were all these left wing investigations of the FBI of the CIA, whistleblowers were hailed as heroes. They were brought forward. They were treated as truth tellers, which in many cases, of course they are. And I want to focus on one of those FBI, a real hero, but someone who's not getting the hero's treatment. So this is a guy named Steve friend. He's an FBI special agent. And this guy noticed that something funny was going on in the FBI. I mean, he could see it in the cases that he dealt with directly. He's a 12 year veteran of the FBI, he's a S.W.A.T. team member. And he has been suspended, stripped of his gun and badge, escorted out of the FBI office in Daytona Beach for what? Basically for blowing the whistle on the FBI. Now, let's look at why Steve friend is taking such a risk. He's taking a risk of basically blowing up his career, a career that is meant a lot to him. He's the father of two small children, and as I mentioned, he's been over a decade with the FBI. So why would he do that? Well, the reason he's doing it is because he is showing giving direct firsthand information about how this agency has gone rogue.
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Throughout the day, redundancies will appear. And as well inefficiencies. And as will overlaps between other people and other positions. We're trying to eliminate redundancies. We're trying to eliminate an efficiencies, we're trying to identify what it is that they do throughout the day. Okay? So we want to name each chunk of tasks verifying insurance, for instance, setting up a treatment room, for instance. So you're going to find these chunks of tasks. She does this 6 times a day. Basically, it looks like the way that she writes down that she does it. She does it the same way every time. You're going to identify that. You're going to put a process to it. That goes in the operations manual. She's basically written that. That becomes her new standard. And she basically wrote it. So when it comes to managing somebody that writes their own protocols, it's very, very easy because it's like, hey, you wrote this. You're skipping steps two through 6. So let's work on that. Schedule a follow-up meeting with each team member and review their summaries and convert them into checklist protocols. Their feedback and authorship is key to this step. So there are shortcuts to this. But this, I believe, is the best way that you're going to get traction and buy in from the team. Now you can have them do time journal exercises and then look at me and Addison's book and compare and say, all right, here's how Mark and Addison do this particular task or here's how they write it in the operations manual. And you can take their chunks of tasks and you can transfer it and make it kind of look like what we did. But you want to customize it as much as possible. That's what the time journal looks like. Super high-tech, I know. Organizational charts. When you're putting that together, you need to keep three things in mind. Number one, as CEOs, you should strive to have the smallest number of people reporting directly to you as possible. Number two, no more than one person should fill a role, but a person can fill more than one role. Okay. It usually doesn't work if you have two lead back office people. Right? It usually doesn't work if you have two office managers. It usually doesn't work if you have two CEOs. I've seen it, but it usually doesn't work. What does work is if you have a lead front office person who also serves as the marketing coordinator, or you have a lead front office person that also serves as what else would a front office person. Oh, billing coordinator, something like that. So a person can fill two roles on the organizational chart, but no one role should be filled by two people. It's just asking for conflict. A person can have more than one direct supervisor from different departments. For instance, if they are in admin and clinical, they can have two different supervisors. All right, so the CEO has direct reports in this case. The office manager who has four direct reports, the clinical director who has two. It's a simplified version, and then it can get pretty hairy pretty quickly. In this case, this was mine at one point and I still at this point had two clinical directors because I had practices in Arizona and California. And I still only had 5 direct reports. And we had 65 employees, I think, at the time. So the CFO had the controller underneath her. The CMO had nobody. I had two clinical directors, a CMO, a CFO, and a COO.
Mike Gallagher Podcast
Greenwood Police Chief: The Real Hero Was Citizen Who Shot the Suspect
"Once again, the Second Amendment prevails. Once again, Americans are reminded of the obvious solution to mass shootings. In public places, and here is a textbook example. It's worth playing again. Let me play it again. Here's the Greenwood police chief James eisen talking to reporters after a would be mass shooter is taken out by a good guy with a gun. Listen to this. Elio's reporting, self reporting from home when they heard about it. I am PD S.W.A.T. team members were here just as quick as ours were. It was a very, very fast response, but I'm going to tell you the real hero of the day is the citizen that was lawfully carrying a firearm in that food court and was able to stop the shooter almost as soon as he began. What can you tell us about him? If you wanted to let us name that'd be great, but I can tell you that he's a 22 year old male from Bartholomew county. And that is all that I can release.
Mike Gallagher Podcast
Trace Gallagher: Leaked Surveillance Video Shows Inept Uvalde Police
"It doesn't, it doesn't get us away from the reality that the response to the mass shooting, 77 minutes, while this monster was in their slaughtering, these precious angels. Here was trace Gallagher Gallagher's coverage, no relation, trace Gallagher over on Fox News. Tucker the entire video was 77 minutes. It was obtained by KV UE TV and the Austin American statesman who cut it to four minutes and removed some sound. But the context remains very much the same, meaning that for more than an hour, heavily armed police officers stood in a school hallway during an active shooting and did nothing. Here's the timeline. 1133 a.m., the gunman enters the school through a propped open door and starts shooting into rooms and one 11 and one 12. Two minutes later, police enter through the same propped open door. Three officers go toward the classroom, but when the gunman opens fire, they retreat to where the other officers are positioned. Watch. And by now there are 19 officers on campus. Now at the same time, a girl calls 9-1-1 and whispers that she's in room one 12. Over the next 20 minutes, she calls back four more times, telling dispatchers that multiple children are dead, some are alive and that she desperately needs help. She got nothing at 1215 S.W.A.T. team members arrive on campus, but still do not enter the classrooms. 47 minutes after the shooting began an officer walks over, gets hand sanitizer and goes back to his waiting position. It took one hour, 17 minutes before border patrol agents finally breached the door, entered the class, and killed the
The Charlie Kirk Show
Morgan Zegers Discusses One of Charlie's Favorite Books
"So there's a book that I read last summer. I spent a whole week at the Claremont institute and this is the book that I encourage everybody to read if you want to really understand what we are living through. It's called the age of entitlement by Christopher Caldwell. I've mentioned this book many times on this program. It's a relatively easy read and what makes this book so incredibly persuasive is that it really doesn't make arguments on the surface. You have to kind of decipher between it because it's kind of written in a historical context. Here's what happened. Here's what we got from it. Here's what happened. Here's what we got from it. Here's what happened. Here's what we got from it. And this book, more than any other book I think really frames modern American neoliberalism in its proper light, which is a total sham and a con. And it shows that a lot of the promises of the Civil Rights Act and the civil rights era actually had the opposite intended effect that we're talking about race more than ever, that we're more focused on the things that the Civil Rights Act were supposed to fix. One of our team members here at turning point USA recently read this book and is enthusiastic about talking about it. It's Morgan ziegler's who hosts freedom papers with turning point USA. Morgan, welcome to the Charlie Kirk show. Thanks for having me, Charlie. I'm really excited. I loved the book. So walk us through what your take was on the book age of entitlement by Christopher Caldwell. For me, I found it to be illuminating an eye opening, what was your take? I could say the same now. It's kind of funny. I had a friend recommend it to me because I am a bit more radical with looking at recent policies over the last handful of decades in the country. And after I read it, I said, you want to know who would love this? Connor Clegg. And I was going to gift it to him and I told him about it when we were on freedom papers together for turning point. And he said, wait a second, now I have to tell Charlie. So it turns out this is quite the book for a lot of young conservatives and not a lot of people talk about it, which is fascinating. Charlie, what got me is that a lot of these topics just aren't discussed in high school classes in American classrooms. I don't know if you had the same experience, but when I was going to school, a lot of things were just normalized. And so trillions of dollars of debt that we were in at a national level. The Department of Education, all of these concepts were just normalized in our minds, and it took me kind of re-educating myself over the last few years, and especially thanks to turning point to realize that these are all fairly new concepts. Our nation didn't always used to be in this massive level of debt. We didn't have to have these struggles of families needing two incomes to get by and then taking care of the children was done by other people by government services by other men and women that weren't parents. And it really just changed my whole perception on this and I'm just thankful that I found the book. So I tell everybody
AP News Radio
Man held in attack on doctor, nurses at California hospital
"A Southern California hospital emergency ward was the scene of a S.W.A.T. team standoff Friday I'm Ben Thomas with the story Los Angeles Police say a man walked into encino hospital medical center in the San Fernando valley asking for treatment for anxiety and stabbed a doctor into nurses They were taken to a trauma center in critical condition Lauren McAllen as a surgical tech at a nearby hospital she tells KA BC They were carrying people out on stretchers One underwent surgery but all three were later listed in stable condition meantime the man holed up in a room for about four hours before S.W.A.T. team members finally arrested him He was taken to another hospital for treatment of self inflected injuries Police say he has a lengthy criminal record including two arrests last year for battery of a police officer and resisting arrest coming just two days after a gunman killed four people and then himself at a hospital in Tulsa Oklahoma McAllen tells kaab It's just disheartening And with all this other stuff going on these days I mean this just really hits really close to home I'm Ben Thomas
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"That before I shoot that out, that snarky email or that text out. That has served me very, very well. How to avoid being defensive during conflict, how to handle the friendship trap when promoting internally that happens often. When we're taking a lead, say, front office person or lead back office person, we're promoting them to office manager or part of the executive team. And now they are tasked at managing their best friends, which is a difficult thing to do. We talk a little bit about that. The execution of special projects. And identifying why we are doing certain initiatives in the first place. So I hope you guys enjoy this episode and we will talk to you soon. Let me know what you think. Take care. Management is slightly different than leadership and slightly different than execution. So in my opinion, here's what embodies an effective office manager. Supports and guides and motivates all team members to become efficient and perform their duties in an exceptional manner. Has the ability to analyze the strengths and weaknesses of each team member provides developmental resources and assigns tasks and roles accordingly. Earns trust and respect by delivering clear expectations and accountabilities and has a deep understanding of the overall business. This one's key guys. An office manager should have a deep understanding of the overall business and how to make it more effective and profitable. Okay, so I know that because I have 6 office managers 5 now. He's just sold one of our California practices. Last week, I have 5 office managers. So I know the difficulty of promoting from within. And how hard it is when they go from peer to manager.
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Thank God that they work for us. And then they give you their notice because somebody down the road is offering them a $3 raise. Has that ever happened? Something is happening there beyond a $3 raise. The high likelihood is that you don't have some sort of development process in place. In order for them to continue to grow within your organization. So that's something to reflect upon. If you have an all star right now, that you want to make sure that you keep, it's not just about the $3 raise. It's about what their future looks like inside your organization and how are you developing cultivating this potential that is inside of them. If you have somebody like that, make sure that you have some sort of development, personal development program, professional development program in place for them. I hold each team member accountable for the responsibilities of their position. Accountability is big in this group as we know. What does that look like? I regularly assess each team member's performance and openly communicate with them and put a plan in place for any areas that need improvement. Assessment and communication are the two big words there. How do we assess their performance? How do we assess what is their output versus what we expect? What does that look like? Each team member is aware of the foundational principles and practice of the practice. Each team member is aware of the long-term goals of the practice and how they contribute to the attainment of these goals. And then I personally foster a culture of positivity support and growth. So that is the leadership assessment. We are striving, hopefully, if we want to be strong leaders, we've done our best to reduce this down to 8 main parts. And here they are. If you're trying to figure out how to become a better leader, take this assessment, rate yourself on a scale of one to 5 in each of.
AP News Radio
Ingram, Pelicans overwhelm Booker-less Suns to tie series
"The the the the pelicans pelicans pelicans pelicans have have have have nodded nodded nodded nodded their their their their series series series series with with with with the the the the top top top top seeded seeded seeded seeded sons sons sons sons at at at at two two two two games games games games apiece apiece apiece apiece beating beating beating beating Phoenix Phoenix Phoenix Phoenix one one one one eighteen eighteen eighteen eighteen one one one one oh oh oh oh three three three three Brandon Brandon Brandon Brandon Ingram Ingram Ingram Ingram for for for for just just just just thirty thirty thirty thirty points points points points in in in in your your your your eyes eyes eyes eyes valanciunas valanciunas valanciunas valanciunas had had had had a a a a double double double double double double double double valanciunas valanciunas valanciunas valanciunas came came came came away away away away with with with with twenty twenty twenty twenty six six six six points points points points and and and and fifteen fifteen fifteen fifteen rebounds rebounds rebounds rebounds for for for for the the the the pelicans pelicans pelicans pelicans who who who who took took took took control control control control by by by by outscoring outscoring outscoring outscoring the the the the sons sons sons sons thirty thirty thirty thirty five five five five twenty twenty twenty twenty three three three three in in in in the the the the third third third third quarter quarter quarter quarter Ingram Ingram Ingram Ingram had had had had sixteen sixteen sixteen sixteen points points points points in in in in the the the the period period period period my my my my team team team team is is is is my my my my help help help help me me me me a a a a lot lot lot lot just just just just to to to to me me me me in in in in the the the the right right right right spots spots spots spots passing passing passing passing the the the the ball ball ball ball in in in in the the the the right right right right areas areas areas areas and and and and just just just just making making making making me me me me look look look look good good good good this this this this is is is is not not not not a a a a team team team team member member member member and and and and just just just just Oakland Oakland Oakland Oakland got got got got Phoenix Phoenix Phoenix Phoenix got got got got within within within within four four four four in in in in the the the the final final final final period period period period before before before before New New New New Orleans Orleans Orleans Orleans scored scored scored scored the the the the next next next next twelve twelve twelve twelve points points points points the the the the sun sun sun sun starting starting starting starting back back back back court court court court accounted accounted accounted accounted for for for for just just just just twelve twelve twelve twelve points points points points with with with with Chris Chris Chris Chris Paul Paul Paul Paul finishing finishing finishing finishing with with with with four four four four I'm I'm I'm I'm Dave Dave Dave Dave Ferrie Ferrie Ferrie Ferrie
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Rule and that is something that I explain it in more detail in the episode. And also effective execution of special projects and regular day to today operations within your dental practice. So I hope you guys get a lot of value from this. Let me know what you think. And we'll talk to you very soon. Have a great one. Management is slightly different than leadership and slightly different than execution. So in my opinion, here's what embodies an effective office manager. Supports and guides and motivates all team members to become efficient and perform their duties in an exceptional manner. Has the ability to analyze the strengths and weaknesses of each team member provides developmental resources and assigns tasks and roles accordingly. Earns trust and respect by delivering clear expectations and accountability and has a deep understanding of the overall business. This one's key guys, an office manager should have a deep understanding of the overall business and how to make it more effective and profitable. Okay, so I know that because I have 6 office managers 5 now. He's just sold one of our California practices. Last week, I have 5 office managers. So I know the difficulty of promoting from within. And how hard it is when they go from here to manager. And they're all Friends. It's very difficult, right? How do I navigate? I'm an office manager. How do I navigate now managing my best friend? That is when you fall back on the systems and these policies like a monthly performance review. If you can turn it into something that's very objective, this comes from leadership. This is just the way that we are kind of gauging your performance. That takes the friendship out of it. It becomes from subjective and really kind of difficult to do to let's just fill out this assessment and then I'm going to compare. Okay? So it's just another reason that we want to have these systems in place. So expectations, priorities, and KPIs per department must be measurable. They must be reproducible and they must contribute to the primary objectives or the three big goals for the practice. For that particular year. So what three KPIs per role or per department would satisfy each of the above? These should be lead measures, not lag measures. So again, if you are tracking KPIs, key performance indicators per role per month, what can we measure? How can it be reproducible month over month and how does it contribute to the overall goals of the office? That is how we assign.
AP News Radio
NTSB: 13-year-old drove pickup in Texas crash that killed 9
"Federal investigators announced preliminary findings in a fiery crash that killed nine people long a stretch of a two lane highway in West Texas national transportation safety board vice chairman Bruce Landsberg says a young teenager was driving before Tuesday evening's deadly crash a thirteen year old child was behind the wheel of the pickup truck in this from ko SA Landsberg says there was a crucial failure on the pickup truck the left front tire which was a spare tire had failed which resulted in the vehicle pulling hard to the left and crossing into the opposing lane into the path of the van carrying the university southwest eight golf team members and their coach the head on fiery collision killed the thirteen year old and the man in the pickup and six of the team members plus their coach two others are recovering at a Texas hospital I'm to McGuire
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Welcome to another episode of the dental plan podcast. I'm your host, doctor Mark Costas. How are you guys doing out there today? All right guys, we have a two part episode today and tomorrow. We're going to be talking about elite level leadership. This is from a private member training and the theme of that training was elite level leadership. And we're going to be talking about in this clip our leadership assessments, helping team members recognize what it takes to be successful in their position. The 6 steps of effective leadership and how to bridge the gap between where you are now and where you want to be. Also, we're going to talk about future casting. What it is and how to integrate it into your life and into your business. And how to encourage feedback, contribution, and authorship from your team. Hope you guys enjoy this episode. Once again, this is part one of a two part episode. And let me know what you think. Have a great day, guys. We'll talk to you soon. So leadership assessment, I have clearly defined my expectations for each team member. On a scale of one to 5, where do you fall there? Each person on my team has a clear understanding of what it takes to be successful in his or her position. That's another really big one. A lot of people, you know, you pull them aside and you say, exactly what it is, what is it? For your position, do you feel would make you successful? And if they just go, I don't know. I mean, I just kind of do what the Doc tells me to do. And sometimes these Mads sometimes he's not. I don't really have a clear understanding of what he thinks success looks like for my position. Number three, I provided each team member, all of the resources and support to be successful in their position. Number four, I hold each team member accountable for the responsibilities of their position. Number 5, I regularly assess each team member's performance and openly communicate with them and put a plan in place for any ideas that need improvement. Number 6 each team member is aware of the foundational principles and the practice. There were 7 each team member is aware of the long-term goals of the practice and how they contribute to the attainment of the goals. Now, if you guys remember in the overall manifesto assessment, we talk about as one of the things on the manifesto assessment under foundational principles, we suggest that each team member is required to commit the foundational principles to memory. I think that you and your team member, it's very, very important to get them on the same page as far as that goes. And then this one, each team member is aware of the long term goals of the practice. And how they can contribute. We're going to talk more about that. But if you walk into any office and I used to do this, what I would go into the offices of the teams that I was coaching, I would walk in and say, okay, what are your three main objectives for the year? What does it take for you to be successful in your position? And 99 times out of a hundred, they would have no idea what the three main objectives were for the year. What are your three main wigs? What are your three main wildly important goals according to four disciplines of execution? It's very, very important. Everybody knows what we're driving towards. We're all in the same bus here. What are we driving towards? And also, what does it take to be successful in your position? Okay. So 6 steps to effective leadership. This is my framework that I came up with myself. It's my language. It's my framework. But there are some general ideas here that I want you guys to try to embrace. You can call them whatever you like. But we're going to start with the framework using my vocabulary here. So the first step is future cast. And I'll get to the specifics of all of these in a second. The next step, step two is clearly define your expectations with your team members. Number three, encourage feedback, contribution, and authorship. Number four, live with integrity. Number 5, practice discipline and consistent accountability. And number 6, a quick the team, okay? Very similar to some of the baselines that we've come up with, but we're going to go in depth on how to specifically do each of these steps. And the leadership framework. Number one, future cast. Okay, when we talk about when we work with a brand new member, we always ask them the big three. Can we've taken a ton of baselines, but what we used to start with before anything else was the big three. Very simply, where are you now? Where do you want to go and how are you going to get there? So where are you now? We've already all done that. We've done that in our personal life. We've done that with our in our business. We've done that for all of the 6 main pillars. We know where we are now, okay? Where do you want to go? So we are in this gap, right? We're all living in the gap. There's nobody on this call tonight. None of the 30 to 50 people that are on this call tonight that aren't living in the gap between where they are now and where they want to be. If you guys weren't living in the gap, you wouldn't have signed up for this course. You seek something. You seek to be somewhere other than you are right now. That's why it's so important to get an accurate baseline. So where do you want to go? What do you want your practice to look like? You want, do you want your personal income to look like? What do you want your time off to look like? What do you want your overall disposition to feel like, how much time off do you want? What do you want your retirement timeline to look like? Where do you want to go? What is your ideal vision and why do you want to be there? Why do you want to go there? Why do you want to go there? You know, when I had.
The Dan Bongino Show
Lauren Davis Is 'Feeling Great' About the Fight Ahead
"You Lauren what's the feeling on the ground with your race You feel like you have some momentum here And I just beg of you though please No I hate politician answers And I know you won't do here But really I mean when you're out there knocking on doors because I follow what you've been posting on your social media like you're out there you're actually talking to people It's not a shtick It's not an act You're face to face with people And Dallas is not a red county People think because it's Texas and they saw Dallas and they show a JR get shot 30 years ago They think Dallas is like a blood red count It's not So you got a bit of a fight ahead of you How are you feeling about it We're feeling great In one anecdotal part of this is that we are barbershop owners Though a lot of our team members are liberal minded and they are done with government in their life They meant it when they said you know my body my choice This is superseding This is we're hearing this over and over again They do not want that vaccine forced in their arm They do not want the government to take their ability to provide a living for themselves and their families They don't want government in their life And so there is a ton across over and the county position really isn't a partisan position It's about providing opportunity for people and they just want to be heard They want someone to knock their door They want a politician in their community that is actually listening And so I think the message that's resounding through my campaign is that you're a real person You're just like us you're my neighbor And that's what government was meant to be with neighbor serving neighbor Now these career politicians who are only for themselves in a see that in me and they see my heart And I know even though we're not going to agree on everything what we can agree on is that they deserve a seat at the table and they deserve to have their voices
AP News Radio
Paul has triple-double, NBA-leading Suns top Clippers 106-89
"Chris Chris Paul Paul led led the the way way with with fourteen fourteen points points a a career career high high thirteen thirteen rebounds rebounds and and ten ten assists assists as as the the Suns Suns defeated defeated the the clippers clippers won won all all six six eighty eighty nine nine for for Paul Paul his his seventeenth seventeenth career career triple triple double double and and he he says says there there were were a a lot lot of of things things going going right right it's it's got got a a lot lot of of guys guys out out you you know know we we went went on on a a lot lot of of guys guys come come back back so so different different guys guys stepped stepped up up and and it's it's a a great great team team member member Cameron Cameron Johnson Johnson had had a a career career high high twenty twenty four four points points and and seven seven rebounds rebounds the the sun's sun's serve serve one one nine nine of of their their last last twelve twelve they're they're not not the the first first team team in in the the NBA NBA to to reach reach thirty thirty wins wins Marcus Marcus Morris Morris senior senior had had twenty twenty six six for for the the clippers clippers George George cantor cantor Phoenix Phoenix
The Charlie Kirk Show
Where Is the Reasonable Balance Between Safety and Liberty?
"We were about to get onto an elevator of a building in Boise Idaho. And the elevator doors open and the woman's wearing a mask, which is fine. I've never attacked anyone for wearing a mask. And she says, excuse me, do not get on this elevator. Go take the next one. And I knew what she was saying. She wanted the elevator to herself. And one of our other team members was like, why? And she said, because none of you are masked. You see that? You see the way this works now? It's not enough that she wants to wear a mask. She wants to force other people so that she can also feel safe. And for her, the most important thing in her life is being safe. Being safe is important. It is an element of human life. There are risks that I am not willing to take. There are some things I tell my team, I'm not gonna skydive. I'm not going to bungee jump. I don't think that's that dangerous though. Bungee jumping? It could be, I guess. Depends where you do it. No skydiving, no bungee jumping, no more skiing, the last time I went skiing, everyone said I had a great time. Woke up in a hospital. True story. Not doing that again. There's just some things I'm just not going to do. The risk reward ratio, I don't want to end up kind of paralyzed in the waist down and be like, you know, my entire life has been disrupted, but at least I got a good thrill bungee jumping. Like, it's just the reward, and I'm not sure we have a lot of skydivers listening. And that's fine. I hope you enjoy it, and I hope it's worth it. For me, I've decided not to do it. So I'm not someone that is a risk seeker for the sake of doing it. However, I want to live a full life and walking around with a mask while natural immunity is set into well over a 100 million people. I would imagine this woman who got very angry at us was vaccinated, it just kind of begs the question of where is the reasonable balance between safety and
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"Okay, next action item list. The resources that you will provide to your team to support them in bridging the gap and ascending within your organization. If you have no idea what those resources and trainings and onboarding look like yet, that's okay, by state that you're going to write down right here, you will figure that out. Remember, guys, we have a huge, huge resource in Caitlin, and Erica, our team trainers. So if you want to delegate some of these things to our trainers, just do it. Utilize Erica and Caitlin. Schedule an appointment with kaitlin or Erica and say, I want to work on getting them to know this better. And put your office manager in front of Caitlin on a Zoom call. Or your front office lead or your back office assistant or your hygienist. We have the resources for it. Utilize those resources. Okay, number four and 5. On the leadership assessment, I hold each team member accountable for the responsibilities of their position. And I regularly assess each team member's performance and openly communicate with them and put a plan in place for any areas that need improvement. What does this look like in your practice? Is it happening? And part two of that sub question are is are there consequences when expectations are repeatedly unmet? Do you offer constructive feedback for improvement? And do you affirm progress and continued improvement? I'll raise my hand right now and say, I struggle with that. Okay, so the next action item here schedule monthly performance reviews with each team member and attend them for at least two months with your office manager. I say two months because I want you to eventually offload this particular task to your office manager. But if you're not doing them right now, I want you to attend them and run the meetings, run the reviews, so that your office manager knows how to do them correctly. So for those of you guys that are brand new, the way that we suggest that you do with these performance reviews is that you have an assessment that people take per position. And it's the same every month. It can change slightly from month to month, but you simply remove the front office lead assessment. They answer 16 questions. They rate themselves on a scale of one to 5 for each of those questions. You take the same assessment. You scale them for those 16 questions on a scale of one to 5. And then you compare notes. We have all of these assessments. And then you compare notes. If they're given themselves straight 5s and you're giving them straight twos, then we need to have a discussion for each individual point. And why there's a gap between what they think they are doing and what you.
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"And the last question for this section is simply what resources do you provide to bridge the gap between where they are? They meaning your team. And where you want them to be. So if you've clearly defined your expectations, they have a certain level of output. If there's a gap between their output and your expectations, first we have to identify what that gap is. And do we have a plan or any resources in place to help them bridge that gap? If yes, write down what it is, if no, write down that there is no plan. We will help you develop that. Okay, we're going to go to the number three here. It says, I have provided each team member on my team. All of the resources and support they need to be successful. So this is an extension of the last sub question. So the workshopping exercise here for number three is list out each team member and their position in your practice right here. And then give you a lot of room for that. Especially for larger practices. But you have a little scratch pad to do it if you need to. Each of them and their position. What specific resources are being provided to bridge the gap between where they are and where you want them to be per position. So if you're, for instance, your treatment coordinator isn't scoring 75% or greater for their case acceptance is there some sort of training in place that you've set up for them. That would be one example. If you're hygienist isn't effectively co diagnosing and teeing up treatment and treatment plans for you, prior to you going in there for the recall exam. If they're not doing that, then they're not meeting expectations. There's the gap. What resources have you provided them to help bridge that gap? And if you haven't provided any of those resources right down that I have not yet provided those resources. And brainstorm for a second, what it is that you could put in that gap. I'll give you guys a few minutes for this one. Give you guys a couple more minutes. Obviously, we're gonna need more time. To complete this because I want you guys to do this for every single person on your team. Their current output and performance versus your expectations, whether or not you've expressed what your expectations are to them. The gap. How are we going to bridge that gap? For each and every person on your team. Okay. We're going to put a pin in this guys. I don't expect you to be done, but we're going to go back to that at some point this weekend. I really want you guys to put a plan together to bridge that gap per team member. All right, the next sub question for number three is do you have an Ascension and development plan for your all stars who have proven to be exceptional team members? Remember, remember, they don't own the dental practice. If you don't give them some reason to stay beyond the dollar amount that you're paying them, they will not stay. Particularly the people that are excellent. Are exceptional that have the right kind of mindset to run your organization forever. If you have those people on board right now, you have got to put a plan together for Ascension. And ongoing training. And ongoing development for these people. And if you don't have them in your organization yet, we're going to look for them. And once we do, you're going to remember that you always have to have some sort of Ascension and development plan for them. All right, so here's the action item for number three. Write out your expectations per position, place them in the operations manual and review them with each individual and their supervisor. These expectations should be reviewed and compared against current performance at each monthly performance review. Asterisks, if you're not doing monthly performance reviews, that's one of your action items. Per person. I want to commitment right now. When will you do this by? And that includes if you currently aren't having monthly performance reviews per position when will you start doing that bike? Give yourself a deadline right now and write it down. And part two of that is if you are or when you start having monthly performance reviews, when will you have a plan in place to bridge the gap between their current performance and your expectations? So write down two commitment dates right there right now. Please. On page 16, you'll see the next action item. Ask that each team member paraphrase your expectations of them in their own rewards and commit them to memory. So this is that part where we are asking them, what does success for your position look like? They will either be able to nail that or not. You need to be able to guide that verbiage so that your expectations and what they believe they should be doing every single day are exactly the same. So for each person, you want them to be able to paraphrase their ideal job performance job duties, success, what success looks like. So you will commit to complete this task by when. Give yourself a deadline date for that. That's each person on your team. Be realistic. You can't all happen by Tuesday of next week, probably. Okay, next action.
You Can Heal Your Life
"each team member" Discussed on You Can Heal Your Life
"But this time focused exclusively on her team. Here are some prompts to help you. Focus your journal entry. What team positions are filled. What metrics or results will each role be responsible for. What skills will each percent need in order to excel at their job. How well people worked together. What projects will you and your team be working on. Core values or attributes will each member of the team possess who will manage each team member to ensure that they have all the support and resources. They need to be successful. What systems or structures do you need to manage your.
The Dentalpreneur Podcast with Dr. Mark Costes
"each team member" Discussed on The Dentalpreneur Podcast with Dr. Mark Costes
"All right happiness fulfillment and peace of mind. Id rate that. There's a lot of things to talk about here. In a minute that go deeper into happiness fulfillment and peace of mind. A little hint is that are primitive. Lizard brains are working against us all the time. We are genetically predisposed as a survival instinct. it's not generally that happy and to focus on negative things. It's a survival instinct. We're going to talk a lot more about that. And i'm going to give you some suggestions on how to overcome our natural genetic predispositions but awareness is the first step to that. So if you're not generally happy even though you think you should be. That's okay don't beat yourself up. We're gonna talk about that in a second. You're not straight tans across the board you have a plan in place to bridge the gaps leadership. This is the last self-assessment leadership bass reminders. You've taken these assessments. Many many times. Don't take for granted that we need to take take them again because they change from day to day week to week month year to year. So take this leadership assessment. How are we evolving as a leader. Okay on a scale of one to ten i clearly. I have clearly defined my expectations for each person on my team. Each person on your team know what success looks like for their position ill of one to ten. Where would you fall everybody on your team. Do they know what success looks like. Have you taken for granted that what is in your head should be there in their head. Miraculously somehow the next one. Each person on my team has a clear understanding of what it takes to be successful in their position. It's an extension of that first. One that i was just talking about scale of one to ten next. I have provided each team member all of the resources and support to be successful next. I ha i hold each team member accountable for the responsibilities of their position on a scale of zero to ten. Where do you fall there. I was guilty of this for years and years. You overhear a conversation at the front desk and it makes your skin crawl. But you're in the middle of a molar root canal that you will handle it later at the end of the day when you're supposed to handle it and have a difficult conversation to talk about it. You just don't wanna open the can of worms. All you want to do is leave for the day and go home. It's been tough long day. So you put it off until tomorrow not the morning huddle see mrs jones on your schedule. She has another fricken denture. Sore spot and post op sensitivity and the urgency of the day takes over the important stuff. I regularly assess each team. Members performance openly communicate with them and put a plan in place for any areas that need improvement as owners of dental practices as office managers as department leads many times. We do.
The Thriving Dentist Show
"each team member" Discussed on The Thriving Dentist Show
"Two no practice culture. I believe that the most valuable asset of dental practices the team. I often find that some teams are not working together for the good of the practice team members are looking out for themselves instead of the practice and the patients. This is usually result of lack of culture. In the practice they practice culture that focuses on patient and patient outcomes can create a rallying point for the entire team the dentist needs to take leadership of the practice share his or her vision and get buying from the entire team. Practice environment with a goal of creating specific outcomes functions more efficiently and more effectively. It is not enough to just create a practice culture. The culture requires each team member including the dentist to embrace this culture. Morning huddles should focus on reminding the team of the importance of the direction of the practice. Examples of how the culture is being applied in the office should be shared by team members. Reinforcing behaviors in line with the culture will help to embed these ideals in the practice number three. Not knowing your numbers dental practice metrics are critical to understanding how a dental practice is performing without measuring practice performance. A dentist has no way of knowing what changes are needed in the practice to achieve the income and quality of life they desired just comparing production and collections. From one period to the next does not provide enough information to make informed changes increased collections from one month to the next is not necessarily a positive indicator it is possible that even though collections increased expenses may have increased even more there are many different metrics to use to measure practice performance. It is important to focus on multiple metrics to get a comprehensive view of practice performance. The metrics on monthly new patients treatment plans accepted or overhead. Percentages can help identify areas in need of improvement effectively using metrics that will help move the practice performance toward establish goals. Cpa that works with a substantial number of dentists can help identify select the key performance indicators and benchmarks best suited for the practice by creating relationships with patients a dentist will feel more valued as patients begin to accept treatment. Plans a practice. Culture will create a team more focused on the ultimate goal and create less distractions in the office and a dentist to knows the key performance indicators of their practice can make adjustments to keep the practice focused on all over all goals and find a way to avoid the tracks of being a miserable dentist. Thanks for listening. Welcome.
Journey to $100 Million
"each team member" Discussed on Journey to $100 Million
"Paint a clear vision for your team. Pay their i'm kevin daisy and i'm eric olson. Join us on our journey to building a one hundred million dollar companies. Everybody this is kevin daisy here. So what i mean by paint a clear vision for your team is different than a typical mission or vision statement so when we first came vision statement it was basically grow to a hundred million dollar company so very kind of broad and big doesn't mean much to a staff member of team member employees. They might not care. They might say okay. Kevin and eric they wanna make a hundred million dollars. Why does that matter to me. And they might not care they might not resonate with it and they might be here for different reason but they might not give a crap about that but you need to have a vision that they care about and understand and can get behind but for us it was more. We kind of knew what that could mean for everybody but we didn't really put that into words. We didn't really communicate that will so we actually went back to the drawing board. We talked about it. Thought about it with our management team and expanded upon that. There's a great book called vision. Which is really good. Check that out. It'll help you kind of really take the next level but for us we took it to a little bit the next level by a few words to our vision statement which makes it a little bit more clear to people. We want to create opportunity by becoming a hundred million dollar powerhouse. Saw the opportunity part which is a very small piece of that sentence we took it to the team and we actually doing. Our holiday party rebel to Taught everyone on the team. Explain what that really meant for each team member. It might mean a different thing. So i think eric explained it very well. We wanna take everyone's dreams that works for us and fit them inside of our goal right so one hundred million dollars. If we got to that point we feel like we can fit. Everyone streams that so opportunity for you might be traveling. Maybe it's more money. Maybe it's financial freedom. Maybe it's a healthcare savings. Maybe it's just more responsibility leading the team. So there's a lot of different opportunities for people and we feel like if we grow and continue to grow that we're going to create any of those opportunities so the lowest level person in our company. Now an intern could be ten years from now. A c. level executive be traveling around the country could be opening another offices leading regions. Whatever right we don't know exactly what's going to happen ten years but we know that we want to get a certain place and we wanna look ahead and say i can see where we're going and we see opportunity for everyone so that's what we did is we made a small tweak to our statement is not just eric vision but it should be something that the whole company can believe in get behind and see that they have a part in that and they fit inside of that so paint a clear vision for your team make sure they can feel touch in believe it and then they're going to want to be part of that and they're gonna be dedicated. They're going to be ready to be part of the team. The culture innocent workout for everyone. So look at what your mission or vision says. Make sure it's clear. Sit your whole team down. Make sure they understand what your vision is. They can always see what the entrepreneur sees so. Make it clear. Make it easy and it's gonna make a big impact. How much more successful would you be. You could harness the experience of a group of successful business owners. That is the exact group of people that we have in our business growth masterminded check out more formation at a ray mentor dot com..
Real Estate Coaching Radio
"each team member" Discussed on Real Estate Coaching Radio
"10:45. Yeah, so we're gonna jump back into our successful team points so that you can sort it out as perhaps a team leader as perhaps somebody considering a team and also remember there's nothing wrong with you if you're not doing either off. Okay. So Point number for for successful teams, the team leader is focused on each team member rowing instead of writing even the transaction coordinator is doing X number of bpos broker price opinions to pay for ourselves. Again, the team leader is focused on each team member rowing in other words, you know Towing the line instead of writing being dependent that's a major difference between successful teams and teams that are either headed for failure or at the very least, you know, not that profitable team leaders. I think that the myth Tim is that you hire a bunch of people and then you get to sit on the beach right right versus, you know, real name. Being engaged as many of the coaching clients that you just mentioned are with themselves with their team members. They're actually holding their team members accountable and they know what it means. Right? So let's say that you have through our agents that focused team leader knows what each of them is doing what they're leads are who their next leads to close are they don't know broker price, right? So broker price opinion is something that all of you guys should be long to do in the carrier Waypoint from this point is that there should be nobody on your team that is not an Essence producing enough income to more than cover their actual pay now that's a New Concept to real estate. Birth is the rowers versus writers concept the Julian I came up with a few years ago because it really is applicable and if you don't believe me, if you're rationalizing that some people are there to service on your staff or there are even your brokerage there to serve the transaction where others are basically they're the sales people. You're going to run a foul when the sales slowdown because it does happen..
Real Estate Coaching Radio
"each team member" Discussed on Real Estate Coaching Radio
"10:45. Yeah, so we're gonna jump back into our successful team points so that you can sort it out as perhaps a team leader as perhaps somebody considering a team and also remember there's nothing wrong with you if you're not doing either off. Okay. So Point number for for successful teams, the team leader is focused on each team member rowing instead of writing even the transaction coordinator is doing X number of bpos broker price opinions to pay for ourselves. Again, the team leader is focused on each team member rowing in other words, you know Towing the line instead of writing being dependent that's a major difference between successful teams and teams that are either headed for failure or at the very least, you know, not that profitable team leaders. I think that the myth Tim is that you hire a bunch of people and then you get to sit on the beach right right versus, you know, real name. Being engaged as many of the coaching clients that you just mentioned are with themselves with their team members. They're actually holding their team members accountable and they know what it means. Right? So let's say that you have through our agents that focused team leader knows what each of them is doing what they're leads are who their next leads to close our broker price, right? So broker price opinion is something that all of you guys should be long to do in the carrier Waypoint from this point is that there should be nobody on your team that is not an Essence producing enough income to more than cover their actual pay now that's a New Concept to real estate. Birth is the rowers versus writers concept the Julian I came up with a few years ago because it really is applicable and if you don't believe me, if you're rationalizing that some people are there to service on your staff or there are even your brokerage there to serve the transaction where others are basically they're the sales people. You're going to run a foul when the sales slowdown because it does happen. If you know the past fourteen years hasn't taught you that then you never will learn but the dog All the evidence is there can be something that completely slows the market down. It can be slowed down for some period of time, you know in the reality of it is is if you have all this fixed costs from all those payroll people. What you going to do your have to let them go off you're going to be facing some Financial hardships yourself. So we strongly encourage all of you as you're scaling up whatever business it is even outside of real estate you make everybody show that in essence you can run a profit and loss statement on them month. And if you're paying somebody $5,000 a month, they need to be generating and actual tangible profit $5,000 a month now if it's not BPO, so it should be coming from other direct sales activities. It can't be well. I worked on a file in the file closed and there's commission's made. No, I want to know that Bob helps some open houses in generating some leads and those transactions actually closed. Everybody has to be front-line deployed..
Leadership Lifestyle Podcast
"each team member" Discussed on Leadership Lifestyle Podcast
"This place was made for them. That's the kind of visit on talking about. It is not just just putting some words on the wall is how you create senses incites and sounded if if whatever it is you're trying to come up with if you can picture what the most perfect version of that that's was on your vision that you've created at the you've created those feelings and it's not just your job to create the vision you also have to drive the vision and won't be pulling some key phrases from this vision that will become your action items for your mission statement and that's where we'll start to create some action for your vision Turn into a reality. It has to take action because simply you can't just have something on a wall in. Just look at it from time to time. You're getting ready to actually go on a jury so another example for creating vision is a personal vision in this process. Works for personal goals as well regardless of money ear which you might have now how you live your life. What kind diversity. One of the is totally up to you. So here's a little personal vision. Might look like it will be as Examples when you talk about was imported to you things like morning workouts before anybody else gets up or maybe you get up and do some meditation or journal how you prepare for the day. What is your commitment to your profession. How do you connect to your friends and most importantly your personal vision. Does it reflect what you want to be known for. So lastly you know. How do you have a visit. Establish company already has on. So i use it absolutely support. Your current company's vision after you work there and they are paying. You might be a good idea to support him. But think about your gold. Cabbie staff your circle. Vince laments versus your concern. What you do in that space. Oh great example this is the vote gung ho by ken blanchard in sheldon bowles. But a great book. That's a perfect example of vision where the organization they work for. This manufacturing plant was just a nightmare. Disaster by this one department was absolutely running perfectly and they did it on their own. Made him do it. They just decided this is how they were going to run. Wander ticket that in putting that through the rest of the plane in turning everything around so even in your own space for the majority of us that do work larger corporations when you really think about it. They really really isn't much holding you back from doing something like this. You can't do it on your own so look for things that you can actually create a in order to do that so looking at what our vision was we can pull some key phrases from their season about things like comforting aroma. Fresh ground coffee baking items fresh from the other variety holiday known throughout the community known not have good stuff is everybody knows it. That's a huge difference person. Happy to see them caused by. He can't wait to help them. truly enjoys creating amazing products. And how each team member interacts with each other than this place was made for them..
Figuring It Out
"each team member" Discussed on Figuring It Out
"They wanna be emotionally moved and inspired so set the time to be able to do that. Here's a couple of tips. That actually might help in that accomplishment first of all take thirty minutes out of your day. Let's write that. Steve jobs vision for your business if you were going to retire tomorrow. Think of it this way. If you're gonna retire tomorrow what message. What vision what values. Which would you want your team to carry into the future and then also gather your team together to discuss your current mission statement and core values and start with open conversation about how we all embody them or how we could change them or do better or how they need to be adopted by each employee or potentially changed number two was feedback and communication now. Evaluate your company's current culture and don't be afraid to ask for honest feedback from your team. Each team member sees experiences it differently from the day to day and they can offer these very unique insights that may benefit your organization's culture and growth. And you have to think of it this way you and your team. Our partners in six nick shared success of your business collaborate with them to find out what's working and what's not working and what they'd like to see change. This can be a very daunting ask for both of you as a business leader and your team or your employees keep in mind when asking for feedback. You have to ensure that your team knows that. They will not be penalized for what they have to say because what they have to say. The feedback might not always feel great. You know it's important to listen to be open and then to evaluate and remember. This is not a one time occurrence companies who see the most success with their company. Culture evaluated all the time it's also very essential to be honest and transparent with your team employees and sometimes even emotional especially during times of transition or crisis. And here's a great example. It's obvious this year's corona virus pandemic for so many companies and organizations to send employees home and almost indefinitely. One mistake that i assume being made was that the company leadership only included the management team in conversations decision making process. What we did is before we send anyone home. We sat everybody down and we encourage them to express their concerns. Their fears their thoughts on the crisis and how we should respond in a collaborative effort as business as a team together regardless of the company. Size your company size..