Without correct daily leadership, the aim and momentum needed to achieve the brand vision become diluted over time.
You can have amazing strategies but without the “buy-in” of the team, you won’t be able to develop the culture you need to action your strategies.
Hence, you will not be able to grow as fast as you need to.
This requires daily personal interactions of a leader to actualise
There is a great saying in business “Culture Eats Strategy for Breakfast!”
The very identity of what makes the practice great is lost as the team culture deteriorates.
This requires leadership work and constant practice, without which it becomes increasingly difficult to maintain an engaged committed team.
When no one is responsible for maintaining the values that are the essence of the team culture, these break down and are eventually lost.
Values are the “rules of behaviour” with which the vision can be achieved.
When the team values dissipate so does the vision.
The fine details and personalisation that make up the practice ethos are often lost without a strong leader.
This is because a leadership style brings grounding and unity to the team.
This in turn generates the autonomous momentum needed for practice success.
Processes such as internal marketing, patient journeys, enhanced patient experience, communication skills, and other growth practice systems become diminished in priority.
Often operational strategies introduced at senior management level take priority.
This leads to less patient case acceptances with drastic reductions in revenues and the difficulty of maintaining high production.
For practice success leadership is required for both operational and growth systems.
Often very important, but subtle decisions or actions made at the senior management level never really get implemented at a practice level.
Why? Because smaller decisions require personal explanations and daily facilitation to action.
When communications are lost or not maintained, the team become disenfranchised from working within corporates or brand groups.
Practice growth potential reduces with a disengaged, disinterested and lacklustre team that has minimal daily leadership.
There is often more troubleshooting required and reduced overall performance due to lack of accountability and responsibility.
As a result, this creates much frustration and takes immense work at senior management level to correct.