Mike Rothschild, OD, of LeadershipOD (www.leadershipod.com) describes the process he created for developing a leadership team within an optometric practice. This requires identifying staff members with true potential to be practice leaders on your staff. Further, you must allocate the time and resources to give them the training and confidence they need to lead. When the training process is complete (he suggests about six months), the staff is empowered and motivated–and the OD is freed up to develop the practice to its full potential.
“Leadership Team Program” A detailed leadership evaluation, combined with a personality test, can identify the best candidates to lead a strong team that differentiates your practice. Books and resources on leadership are part of the educational process for the team leaders you select.
“The Payoff When It Works Out.” A good staff development program provides a big payoff in freeing up the OD-owner to grow and improve the practice. One key is to develop a deep sense of trust between doctor and staff. ODs often are challenged to “let go” and hand over more decision-making to staff, who feel more engaged and empowered as a result. Once that happens, the OD is freed to spend more time and energy with patients and concentrate on growing the practice.
Mike Rothschild, OD, is the founder of LeadershipOD, which is dedicated to helping ODs to achieving excellence in their practices. He also is the founder of West Georgia Eyecare in Carrrollton, Ga.
