Motivation, commitment and passion are probably the three most overused words to describe the components of practice or the people involved in it. We know that by having these precious commodities in our practice as well as those that are around us participating in our lives that we will develop a higher level of success When we hire people to come and participate in our office many will interview well and once that have been invited to work in the office they may be lacking one or more of the components that we are discussing. Even some of the people that have been with you as team members in your office for a period of time may not see the work as challenging as it once and are now stagnating in their work habits. When that happens there is some suppression to continue to grow and reach new levels or goals in the practice. That is why we have developed a periodical questionnaire that will give the doctor or team supervisor a heads up on who is in and who is out. Most of the problem comes from lack of inner motivation or initiative to achieve more. Those reasons are why sometimes team members will take the practice to certain levels of achievement and either quit or suppress the growth of the practice. The first question is what is your motivation for being here? The team member may not see the importance of service and the part that they play in the role of the office. The next question is what is your passion level for the following? The rating scale is 1-10 and there may be a list of duties such as collections, patient interaction, recalls, scheduling and so on. We all know that there are certain aspects of the job that we like and dislike but in order to get the most out of those around you including the doctor, it important to have between 8 and 10 on the rating scale. The next question that is asked is, when are you going to take responsibility for your actions and wake up your inner spirit? That can be answered in many ways. If the answer is now that means they have not been taking the initiative to get what is necessary done. Many of the doctors or team members have various reasons for not being successful and it is usually due to a fear of some sort. The next question is to list your fears and determine the three things that are holding you back in your practice or your life? These are areas that need to be recognized and overcome. Some have been there for a long time and held them hostage for years. The next question is what is your commitment level to your practice and other things that you do? The rating scale is 1-10 and should range between 8 and 10. What is the consequence for not reaching your goal? Some people make goals but never attain them because they don’t take them seriously and there is no consequence. The consequence that most likely been holding them back somehow ties into their fears. The next question is rate your implementation of your office procedures in each department. The rating scale is 1-10 and maybe on different procedures in the office such as, day one and two procedures, scripting, collections, and so on. The doctor is rated on a whole other series of questions. A question about the knowledge of your job description or the likes and dislikes of the job and the duties of the job gives insight on what is being done properly or improperly. The final question is name five things that we could immediately improve or change in the office to improve efficiency. These questions maybe answered very well by the team participant but it will still give the assessor and idea as to whether or not this person has the right stuff to do the work that is required. We all know that we can never have enough motivation commitment or passion, but by being reminded of it and evaluated for it may help us to deliver higher quality services to those who deserve it most, our patients.
