North Texas Dentistry Volume 8 Issue 3 2018 ISSUE 3 DE - Page 35

Remain future-focused: Nothing is gained by dwelling on past negative behaviors. Instead we should facilitate change by creating a vision of a brighter future based on the desired positive changes. Again, it is always wise to recognize how these desired changes are con- sistent with the mutually accepted practice values. In summary, feedback is important. It is our means for facilitat- ing individual change as well as organizational stability. Learning to give and receive both positive and remedial feedback is one of the most important steps in becoming the leader of an exceptional organization. Utilizing these rules for effective feed- back will enable us to bring out the best in the people we serve. If corrective feedback is to be effective, we must acknowledge when positive change occurs. Nothing is more disheartening than an earnest effort to change that goes unrecognized. This is the time to offer positive feedback on a job well done. Without this follow up feedback, change becomes unsustainable and future corrective feedback becomes ineffective. Dr. Joel C. Small is a practicing en- dodontist and board certified lead- ership coach. He is the author of “Face to Face: A Leadership Guide for Healthcare Professionals and En- trepreneurs”. He received his MBA, with an emphasis in healthcare management, from Texas Tech Uni- versity. He is a graduate of the University of Texas at Dallas post- graduate program in executive coaching and limits his coaching practice to motivated healthcare professionals. He is a nationally recognized speaker on the subjects of leadership and profes- sional development. Dr. Small is available for speaking engage- ments and for coaching healthcare professionals who wish to experience personal and professional growth while taking their practices to a higher level of productivity. Dr. Small can be reached at joel@joelsmall.com. Follow up: If you give, be willing to receive: The very best organizations have leaders that encourage feed- back from their team regarding their effectiveness as leaders. By asking for feedback regarding our leadership we create an open- ness that promotes a healthy feedback loop. Furthermore, research has shown that our staff is the best prognosticator of our future success as leaders. Their assessment of our leadership capabilities has proven to be more accurate than a host of pro- fessionally designed and administered leadership assessments. Given this finding, it would be wise if we listened closely to what our staff has to say. www.northtexasdentistry.com | NORTH TEXAS DENTISTRY 35