Is Eeyore Overwhelming You, too?
When I’m not writing blogs for the Viral Solutions team, I’m running a small hospital foundation and working with the hospital CEO on a handful of special projects. It’s a great life!
I didn’t start my career in healthcare by design, I stumbled into it at the recommendation of a good friend – and then I keep returning to it. It’s a tough industry – and a vitally important one. Each day working in healthcare gives me an opportunity to have an impact on something larger than myself. It’s that impact that gets me up and going every morning.
Healthcare has some real challenges in front of it. Luckily, there are some experts out there who specialize in addressing the issues that keep CEO’s and their teams up at night.
One of the experts in improving organizational culture to improve healthcare performance is a fellow by the name of Quint Studer. You know he’s a big deal, because when his company, The Studer Group, became a division of a larger consulting company, they kept the name when Mr. Studer retired.
Lots of hospitals have been “Studerized.” One of The Studer Group’s tools that I’ve become a big fan of is their matrix of High, Medium, and Low performers. The matrix lays out the Definition, Results, Professionalism, Teamwork, Knowledge & Competence, Communication and Safety Awareness of each Performer group.
In my last blog, I wrote about the need for you to make sure you have enough assets on your team to build your business.
In this blog, we’re going to highlight how to identify Low Performers using the Studer Group’s Definition. Low Performers add to your sense of Overwhelm. Not dealing with them makes it even worse.
Do you think you might have a Low Performer on your team? Here are some their characteristics:
- They tell you what’s wrong – in a negative way. They sound a little like Winnie the Pooh’s Eeyore. “Oh, no, we can’t do that. We tried that before. It never works.”
- When they talk with others on your team, your clients, their connections, they are critical of you as the leader of your company. “I wish we could make that change, but the boss just isn’t willing to consider what you need.”
- They think they could do a better job running your company and blame you for its problems. Rather than embracing making any necessary improvements with a hearty “we can do it,” the Low Performer will decry what “they are making me do.”
- Rather than sharing concerns directly with you, you hear about it from someone else; or worse, never at all.
If you have a Low Performer on your team, they are adding to your sense of overwhelm. Big decisions are tougher to make, changes are more difficult to implement, and your service delivery is suffering. Talk about Overwhelm!
In the next blog, let’s chat about coaching your Low Performers up…or….out.
If you’ve got a Low Performer story to share, shoot me an email ([email protected]).
Until next time!
Copyright 2016 Viral Solutions LLC
by Deirdre Gruendler
Deirdre is a ghost writer, executive leader, just-can’t-leave-it-aloner, builder, Midwesterner and all around improver of things major and minor. Deirdre has worked in nonprofits, for-profits and ‘why can’t we make-a-profits‘ large and small. Trained in relationship development, executive coaching, landscape architecture and the perfect buttercream (see how all that applies?), Deirdre excels when she’s working on bringing clarity to big messy problems and turning confusion into focused direction. Hobbies that have had little to no business return (yet) include biking, French horn playing, jewelry making and travel. Deirdre holds a Bachelor of Science degree from the University of Wisconsin – Madison.