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Which leader are YOU most like? Genghis Khan vs Hector of Troy One failed in the heart of a battle, while the other prospered and conquered with a simple method. Leading a team is not an easy task and often, it is difficult to get right. That is why we would like to help you be the best leader you can be. The truth is the type of leader you are, has an impact on all aspects of your clinic. Your team will feel the impact of your decisions and the long-term effect would be that your practice begins to decline. Through analysing these two famous leaders, we would like to show you a simple method to maintaining a successful and profitable leadership attitude, that will also keep your staff happy as they clearly understand what their role and responsibilities are. Genghis Khan, the founder and first Great leader of the Mongol Empire, famously fought all of his winning battles, seated on his horse, high on a hill above the battle. His armies fought all the battles in front of him. Genghis Khan created a legacy on this leadership, that would influence generations. After his death, the Mongol Empire became the largest contiguous empire in history. We can all learn something from Genghis Khan and his management abilities. Maybe the problem is that you are trying to do everything. That you have become your biggest barrier to your own success, just like Hector of Troy. Now is the time to delegate for your own success! It is quite clear now that Genghis Khan was the leader that prospered, so what did Hector of Troy do in his leadership style that caused him to fail? Hector, a Trojan prince and one of the greatest fighters in Greek and Roman Mythology, decided that in his fight against the Greek’s champion Achilles, he would go it alone. His army was placed safely behind him, ready to intervene if necessary. This decision ultimately led to his death. Now, your leadership decisions will not cause such a dramatic and detrimental ending, but we hope that these two famous, world-renowned leaders can show you the beneficial ways to guide your team. Genghis knew the importance of delegation. He could see the strengths of his team and directed each soldier skillfully, to win his battles and help him become an inspiration to nations all over the world. This is where Sam Bowden’s Profit Generator, “The Art of Delegation”, comes into play. Through learning how to delegate jobs in your business, you will see vital and positive changes, in many different ways. Maybe the problem is that you are trying to do everything. That you have become your biggest barrier to your own success, just like Hector of Troy. Now is the time to delegate for your own success! You can find all of Sam Bowden’s Profit Generators, and many other helpful documents, on the Members Portal.
The art of DELEGATION A requirement of a successful business If you want your clinic to run seamlessly with a high profit, whether you are there or not, you WILL have to be great at delegating. The whole point of delegating is to get your time back. Necessary, if you are going to make more money with less effort. Outlined below is some guidelines around how to do this by getting back to basics. Why don’t we do more delegation? Essentially for three reasons; • we can do ‘it’ quicker, faster and better ourselves, • we get it right the 1st time, • we’ve been let down so often (in different ways) in the past, • it takes time to train someone else. So, we do ‘everything’ ourselves. This then ensures that • we become overloaded with ‘low end or menial’ work, • we never find the time to ACTUALLY work ‘on’ the business because we are always too busy working ‘in’ it, • we don’t give our team members the opportunity to grow and develop, • we lose good people because they don’t feel trusted and respected. When you follow the 9-step delegation protocol, you will avoid all the pitfalls normally associated with delegation. You will free up more time for yourself and grow your Team. Step 1: Creating a list Write down a list of things that you are currently doing that you could delegate; which is basically everything except breathing, if you want to get hard core. Step 2: Staff discussions Discuss the things with your staff that you want to delegate, and see who wants to do what. No point forcing someone to do something they are always going to be awful at or your workload may double. Staff ACTUALLY enjoy being made solely responsible for things as it increases their self-esteem. Step 3: Tool and training See what tools and training your staff require to do the task well. You MUST set time aside to give them the training. If they feel that there is no support, they will often just accept it is too hard. Step 4: Time frames Agree on time frames to complete the tasks. If they cannot set a time frame to complete the task, then I suggest you find another person to do it. What you are looking for here is commitment from your staff. Step 5: New responsibilities Ask them, “Now are you fully clear on what is involved?” Get them to describe what they are going to do, when by, and the outcomes that will be achieved. This step is getting their subconscious to buy in. Step 6: Check points Put check points in place for them to tick off when completed (if appropriate). Then hand over the task and DON’T LOOK OVER THEIR SHOULDER. Watch from a distance but ensure it is happening. If they do it differently but get the desired outcome, let them do it that way and maybe you will learn from them! Have you ever been shown how to do something, asked to do it, then been told at the end that you should have done it this way or that? It is the guaranteed fastest way to demotivate someone. A check point will allow you to go through with staff how it is all going, for example; do they need help in any areas? This ensures you are on track. Step 7: Tasks Never let them hand the task back to you. This is an out and it will make it harder for you to delegate in the future. You may need to get someone else to take over or assist, but refuse to take it back yourself. Step 8: Document tasks Get the staff member to file their system. This includes the learning required, things to watch out for etc. A real ‘A-Z’, so the next person who must take on the task will be able to take over easily. This will mean you only have to do the process once. Step 9: Reward hard work Reward, and mean it. This can be verbally, a box of chocolates, time off or praise in front of others. Whatever you do, recognition is the most POWERFUL form of motivation for employees in 90% of cases. This is an incredibly powerful step and one that you should be working on all the time.
Page 1 and 2: May 2018 1300 897 797 | unitedvetsg
Page 3 and 4: A Message from the UVG Team So far
Page 5 and 6: The sessions that challenged my min
Page 7: Your Support Support network Networ
Page 11 and 12: What is the Complete Vet System? Th
Page 13 and 14: UPCOMING WORKSHOPS QUEENSLAND Ormea
Page 15 and 16: 10 things the smartest leaders say

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