What a New Manager Should Do?

William R. Pupkis, CMPE, Healthcare Consultant

Managerial_PositionA new manager, particularly one who has been promoted from “within the ranks,” is faced with a host of challenges.  Here are some suggestions to help with the transition.

Begin thinking on your new level

Reorient your efforts and attitudes to reflect your new level of authority and responsibility.  This includes acknowledging that you are no longer “one of the gang,” and thus making the necessary adjustments in your relationships and expectations.

Consider problems one at a time

You cannot solve all of the practice’s problems on your first day. You need to prioritize and to allow time for proper study and planning. Move slowly with decisions that cannot be easily reversed, and more rapidly with those that can.

Learn to delegate

You cannot do it all yourself. Your primary role is no longer as a “production worker.” Allow adequate time for your managerial duties.

Start with tighter than necessary controls

"Communication at and between all levels..."

You can always relax later when things are going well, but it is difficult to tighten controls if you have started with a relaxed attitude.  Also, be prepared for resistance and testing of your policies and authority.

On the opposite side of the authority issue is the need for a manager to develop an open, cooperative office. Communication at and between all levels of employees should be encouraged. A manager who attempts to stifle communication will soon lose the capability to motivate the staff. The manager should keep an open door, be an extremely good listener, but fight like heck if he or she is undercut.  NOTE: It is vital that physicians give their managers adequate authority to do the job and support them 100%.

Be a student of the business

A managerial role involves making decisions. You must be willing to learn, grow, and most importantly, lead, so that you can do your very best in the job.

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This entry was posted on Thursday, December 12th, 2013 at 8:39 pm and is filed under Practice Management. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

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