Eleven tips for success in your dental clinic Part II: CAPS & CLIMB

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Eleven tips for success in your dental clinic Part II: CAPS & CLIMB

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Photograph: (Geralt/PixaBay)

Tue. 14 February 2017

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Today, I will share with you the knowledge I have gained within the past 25 years of managing and evolving my clinic so you can always be one step ahead and avoid mistakes I have made in the past. The third very important tip that I am going to share with you today in order to be and remain successful at your clinics is how to regain your power.

We learn a lot of things during our studies in the dental schools. We learn how to make the best fillings with great contours and biocompatible materials; how to treat a tooth that needs a root canal therapy, but do we really learn anything on how to find the best employee that will make our life and daily routine easier?

Firstly we should make a job analysis by listing the CAPS of the candidate. If we do not take the time to complete this process, we will not know from the beginning exactly what we are looking at and by this we will increase the risk of making the wrong choice.
If, for example, we go to the supermarket without our shopping list, what will we end up doing? We will most probably buy unnecessary things or even forget the things that we went in the beginning there for. My point here is that when we decide that we need to hire an employee we should know upfront what we are looking for, otherwise we might make mistakes that will cost us money and time!

Let’s have a look now what does CAPS stand for:
Capacities: The mental and physical abilities required to do the job. How smart and how strong (physically capable) must the successful applicant be?
Attitudes: such as customer service, orientation, team player, reliability, honesty, willingness to follow rules, problem-solving, loyalty, safety-consciousness, ability to follow through—Imagine having a receptionist who, although she is doing the job without a mistake, complains about everything all the time. Is that a person that you would love to have as part of your team?
Personality: traits such as competitiveness, assertiveness, attention to detail and sociability—Also search whether the person will manage his or her personality to get the job done, since as social scientists declare about 60 per cent of our personality traits are inherited and most of them are set by age nine. In other words: personality can’t be taught and it doesn’t change much over time.
Skills: Expertise required to do the job—Skills are the easiest job requirements to identify. We could do that by asking the candidate to perform certain tests. For example, if we are trying to find a receptionist we could ask her to translate an article, or through role playing to check how she responds in certain scenarios.

Have always in mind the quote ‘we hire them for the skills but we fire them for their attitudes’!

So finally we found our A-star employees and now what do we have to do in order to keep them?
The fourth very essential tip of today’s article that I would love to share with you is the different ways that we can use to retain our A-star employees.

Apply CLIMB to retain your team!

Now let’s explain a little what does exactly the acronym CLIMB stands for:
Challenge: Studies have shown that the main reason that our employees resign is that they are dissatisfied with their tasks. That’s why we should give them challenging duties to accomplish. And what will the result be? They will feel useful and they will find it difficult to leave from a job that offers them different and unique experiences.
Loyalty: Be human with your employees and do not be afraid that you will lose your power. Show interest in their problems and lay back in times that they cannot handle any more pressure.
Investment: Invest time and money to them so they will feel appreciated. During my lectures I get regularly the question that we reward them by giving them bonus and still they are not motivated enough, what shall we do? My answer here is that you must renew your reward system regularly.

Sometimes you can give them cash (as bonuses) or maybe you can offer them other kind of incentives, like buying them a free trip for vacation on Christmas, for example. Research has proven that the more powerful and effective incentives are the ones that are specific, tangible and non-cash.

Also please remember to ‘Reward not the best in sales but the best’ A major mistake that we usually do is to only reward the ones that bring money to our clinics. Instead we should reward the best in our practices, the ones that are completing their tasks in excellence unconditionally to what this task is.
Measurement: Conduct a fair performance appraisal every six months.
Building: Demonstrate your commitment to them by showing them opportunities of career development.

During the next issue we will analyse two new tips that will reveal new opportunities and potential of our dental clinics. Till then, remember that not only are you the dentist in your clinic, but you are also the manager and the leader.

You can always send me your questions and request for more information and guidance at:
dba@yiannikosdental.com or via our Facebook account.

Looking forward to our next trip of business growth and educational development!

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Guided Biofilm Therapy shines at EuroPerio10

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From left to right: Ruth Cristophel, brand marketing team group leader at EMS; Dr Ernst Wühr, general manager at EMS; and Celso Da Costa, head of the Swiss Dental Academy. (Image: EMS)

Fri. 17 June 2022

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COPENHAGEN, Denmark: EMS is currently presenting its evidence-based Guided Biofilm Therapy (GBT) at EuroPerio10, focusing on modern oral prevention. To date, there are more than 7,000 GBT-certified dental practices worldwide.

The GBT protocol is part of a comprehensive preventive concept that aims not only to preserve patients’ oral health, but also to improve patient compli­ance and subsequent recall attendance. It is a modular, systematic, predictable and logical solution for oral biofilm management in proph­ylaxis that uses state-of-the-art technologies such as AIRFLOW PERIOFLOW with erythritol-based AIRFLOW PLUS powder and PIEZON NO PAIN PS. GBT involves eight steps, which can be modified depending on the clinical situation. The aim of this protocol is to be minimally invasive, pre­serve hard and soft tissue, and meet patient expectations.

At the EMS booth (#E.16), EuroPerio10 attendees can learn more about Guided Biofilm Therapy. (Image: Dental Tribune International)

An unprecedented global survey of 76,338 participants showed that 92% of patients were enthusiastic about GBT and would recommend it to family and friends.1 This trend has also been confirmed by further studies.2, 3 To date, EMS has received 107,029 GBT testimonials from satisfied patients from 42 countries across the globe.

EMS is presenting its latest innovation at EuroPerio, the PIEZON PI MAX instrument. Its thin design—as thin as a periodontal probe—provides the best access, up to 3 mm, to remove subgingival calculus during implant, crown and veneer maintenance.

The success of the GBT protocol is based on constant innovation and training. The Swiss Dental Academy strives to educate clinicians on prevention, the GBT protocol, the latest technologies and scientific evidence to secure quality of treatment and assure long-term oral health. This year, more than 4,000 in-person courses will be held. In addition, various free webinars will be hosted. “Today, we are using the Ferrari of prophylaxis and you need to know how to use it or else you will crash it,” said dental hygienist Celso Da Costa from Portugal, who is head of the academy and co-leader of the GBT Task Force at EMS.

Editorial note:

References

  1. Koch JH. “Guided Biofilm Therapy” is the absolute favorite among patients. ZMK. 2022;38:183–5.
  2. Furrer C, Battig R, Votta I, Bastendorf KD, Schmidlin PR. Patientenakzeptanz nach Umstellung auf “Guided Biofilm Therapy”. Swiss Dent J. 2021;131(3):229–34.
  3. Strafela-Bastendorf N, KD. Die Patientenzufriedenheit in der Prophylaxe. Plaque N Care. 2020;36:452–6.

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