Performance Matters - Idea #6

Continuing education is considered to be just a benefit in most Practices. The result is predictable - employees use "the benefit" to pursue their interests rather than the interests and needs of the Practice.

Continuing Education is a powerful tool for Practice growth and competitive advantage. It's too valuable to leave to the discretion of employees. It should be recognized as the powerful strategic tool it is and managed accordingly.

A professional development plan should be a part of every performance review. It should lay-out a multi year strategy for developing staff competencies and individual strengths for the strategic benefit of both the Practice and the employee. It should go a step further by creating expectations and obligations for employees returning from continuing education events to share what they have learned with the rest of the team - the student becomes the teacher. The result is a win/win/win outcome.

Training that does not translate into enhanced Practice service, growth, and revenue is frankly wasted. Leverage continuing education by making strategic investments in your people and harnessing its strategic potential in your Practice.

Focus less on performance appraisals than on professional development plans. Keep development aimed at increasing value as a team player and Practice contribution rather than on personal interests/agendas. Put professional development plans in writing and let the professional own the responsibility for attainment within timelines and budgets.

Bob

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Performance Builders

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