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Good morning. We took last week off to enjoy the Thanksgiving holiday and hope you could enjoy some downtime as well. On Thanksgiving, my two-year-old managed to sling a handful of mashed potatoes across the table during dinner, and my Aunt decided to leave my Uncle at home and brought her boyfriend instead. All in all, it was an above-average Thanksgiving.
The end of the year is approaching quickly. Pretty soon, your LinkedIn feed and inbox will be filled with ideas for New Year's resolutions. It's a great time to reflect. Some of us will reflect internally. The best of us will reflect internally and externally. Allow me to explain. The best leaders I know and have been privileged to work with seek out and utilize feedback from their peers, direct reports, and superiors to reflect on their leadership and areas of opportunity. Most organizations use annual reviews to receive feedback from managers, but not all organizations have processes to seek feedback laterally through peers and upward from direct reports. Should you choose to accept, your challenge is to set up 4-5 360 feedback discussions with direct reports and other peers before the end of the year. 360 feedback discussion serves multiple purposes, all of which are positive. They're also scary and uncomfortable to experience, which is why many leaders avoid these discussions, like spending the holidays with their in-laws. The reality is we all have blind spots and somewhat of a warped perception of how others experience us. Seeking honest and direct feedback to learn how others perceive your personality and interactions is wise and the best way to gauge your emotional intelligence. Another peripheral benefit of participating in 360 feedback sessions is the positive impact on your communities culture and your professional relationships. There is no better way to develop deep, meaningful connections with your team than by showing vulnerability and asking for their assistance to be the best leader possible. A raw feeling of relief and confidence reveals itself when the conversations conclude. You have been honest about your best and worst qualities and now have allies committed to helping you bring the best version of yourself each day. Follow these steps to prepare if you're ready to move past the fear and elevate your leadership. Step 1 Identify the questions you will utilize to seek feedback. For your first round of 360s, keep it to five questions or less and ask open-ended questions that can't be answered with a simple "yes" or "no." Here are some examples.
Step 2 Identify the 4-5 co-workers and team members to interview for your 360 sessions. Don't shy away from peers, direct reports, or team members that you feel your relationship is strained. These are the people you want to target. Step 3 Speak with each team member individually to introduce them to the concept and schedule the session giving them a week to prepare their thoughts. Provide them with the questions to reflect upon and set the stage for an authentic and open conversation. Make it clear that you're looking for constructive feedback to help you grow as a leader. Remember, this will be just as uncomfortable for them as it is for you. It's up to you to set the culture to welcome authentic feedback. Step 4 Execute. Listen and welcome feedback. Bury the desire to justify your actions and instead ask probing questions to elaborate on the experiences of others. Thank the individuals for the feedback and acknowledge the strength it takes to provide constructive feedback. You will inevitably experience peers or direct reports that are hesitant to tell you anything constructive or negative. When this happens, I always like to set the stage to provide feedback in another format. Try "Thank you for your feedback. Would you mind taking some additional time to think about how I can be a better partner to you and your team and email your response later this week or provide your feedback to (someone in HR) to pass along to me?" Be sure to follow up. Step 5 Implement positive change. Take some time to let the feedback sink in and reflect on what you have heard. When you're ready, schedule some time to speak with your team about the feedback you received. The purpose of this is twofold. First, it reinforces that culture that constructive feedback is accepted, welcomed, and essential. Second, it invites your inner circle to help you improve. I like to label my areas of opportunity as my "D game," so when it rears its ugly head, I can say, "sorry, my D game came out there, let me try that again." By labeling the behaviors you're trying to change, it is easier for those around you to call you out when your "D game" comes out. Step 6 Like any plan of correction or QAPI process, you need to audit progress to see if your plan is working. Check back in with your interviewees in 90 days to dig in on the areas of opportunity they helped you uncover and confirm if you've made progress. Adjust accordingly. Step 7 Now it's time to make 360 feedback sessions part of your team's culture. Set the stage and expectations for them to start the process. Use your journey to explain the benefits of the 360 feedback process.
Partners We Love Together With HealthDrive HealthDrive has over 30 years of experience as the leading provider of on-site healthcare services in long-term care. With nearly 500 medical and dental professionals and one million patient encounters per year, HealthDrive is fulfilling its mission "to elevate health outcomes and improve the quality of life." HealthDrive offers a variety of Dental, Podiatry, Optometry, Audiology, and Mental Health services within their markets. Innovative technology, administrative and regulatory support, as well as reliability, are just a few of the things that drive HealthDrive's commitment and continued success. Not only is HealthDrive a partner of NHA Stand-Up, but they're also a partner I have utilized in the communities I support for years. Their model, ability to execute consistently and reliability are spectacular. If you're interested in learning more, visit their website here and reach out to Rachel Wells at rwells@healthdrive.com
Make It Fun
All we have to do is be more like Kip. Check out this video of an NHA named Kip Anthony creating some fun and memorable moments for his residents by dressing up like a turkey and letting them pepper him with Nerf guns. There is never a good time or enough time to plan and execute things like this. That's why it is crucial to prioritize and have fun with your team and your residents. Want to try a version of this at your community this winter? Here is everything you need. Dress up like a snowman and wrap some of your leftover medical supply cardboard boxes like presents to make piles you can hide behind. The first NHA that sends us a video of yourself dressed up and getting blasted with Nerf darts will receive a free CEU of your choice from CEUSrEZ as well as a pair of custom branded NHA Stand-Up socks, perfect for wearing to the office or lounging around the house. 
Grab your coffee and make it a great day. We appreciate you and your dedication to your team and residents. -Thank you!  |