Especially during the last year, delegating tasks and empowering team members has been a challenge. But it doesn’t have to be. Even those employees who don’t see their job as a career path and even those who have the menial (but necessary) tasks that no one else wants to do can and should have a voice. Today’s podcast guest, Meg Oliver, demonstrates beautifully the importance of expectations, training, and providing opportunities to everyone.

 

Meg is a CVPM of a four doctor practice in New York. She has 20 years experience in the field and a special interest in finance. She is also the founder of her local manager’s group and the owner of Central New York Pet Emergency Fund. In today’s episode, she explains a lot of common problems and ways to solve them. Not only does she have practical advice specifically for those in the veterinary medicine field, but she also offers amazing recommendations for leaders anywhere. 

 

Empowering and delegating is hard to do but it can be done and it requires a lot of letting go on your part as a leader.

Show Notes:

[2:43] - As managers we get stuck in the mindset of things getting done right if you do it yourself or the mindset of helping the team complete tasks that you don’t need to do.

[3:03] - Meg says that it all starts with proper job screening. Being on the same page of what the job expectations are is crucial.

[4:03] - Phase training is also incredibly important. We can’t expect great results if we don’t provide the proper training.

[5:29] - Setting up parameters for team members is vital for making sure we empower them but that they don’t just “take it and run.”

[6:29] - The foundation of training makes a huge difference. This includes clear communication to those who are doing the training.

[7:30] - It is advised to prepare new receptionists that not everyone comes in happy.

[8:27] - As managers, it might be hard to let go of certain tasks and delegate them to someone else. It also feels good to be the person that is needed.

[8:54] - You should be able to step out of the hospital and it run without you.

[10:22] - It is okay for managers to ask support staff how to do something that you haven’t done in a long time or don’t know how to do. It helps bring the team together.

[12:18] - Meg suggests having the team write the SOP. This gives them voice and an opportunity to bring fresh ideas to the table.

[13:11] - Give the team a template and expectations and empower them to make decisions.

[14:40] - The assistant position is perfectly fine to use as a stepping stone to a higher position or not. Not everybody is an overachiever.

[15:43] - The “workhorses” and overachievers balance each other out in Meg’s practice. They all offer something different.

[17:11] - There are some different levels of delegation and empowerment. We are setting ourselves up for failure if we don’t have the norm of job and movement expectations.

[18:09] - We need to step back as managers and accept that not everyone will see their job at the practice as a career. They can still have a voice.

[19:36] - Meg shares “The Kitty Jar,” which is something she implemented to encourage positive feedback and acknowledgement. These small things make a difference.

[20:42] - One of the goals of a leader is to encourage everyone and get the best out of everyone that you’ve already got.

[21:21] - Deb shares a humorous story of how they discovered an employee had Covid as she was going above and beyond cleaning a mess.

[22:27] - We can’t always control everything, but we can offer an environment that is positive and encouraging. For something to reach self-actualization, they need to feel fulfilled in their job.

[23:24] - Meg suggests reading books by Brene Brown to understand this even more.

[24:10] - Opportunity can mean a lot of different things for everyone. You have to give people an opportunity to succeed but also to fail. Mistakes will happen for growth.

[25:49] - Giving someone the task of managing social media gives them the feeling that they are contributing.

[26:32] - Self value is part of being happy and being fulfilled at work.

[27:02] - During evaluation periods, ask team members what their interests are and find out what they want to be better at.

[28:10] - As a profession, delegation has not been a strength.

[29:03] - Educating outside veterinary medicine is important when you are a leader. Look outside the box and learn how to better the team.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

 

Links and Resources:

 

• VHMA Web Page
• VHMA Coronavirus Resources
• VHMA Facebook
• VHMA Twitter
• VHMA on Linkedin
• Meg Oliver on LinkedIn
• VHMA Provider Profile: Meg Oliver
• Cicero Animal Clinic Home Page
• Cicero Animal Clinic Facebook
• Cicero Animal Clinic on Twitter