The Power of Setting Goals

Tony Robbins says, “Most people mistake movement with achievement,” illustrating that you can be busy all year and yet not achieve any of your goals. Establishing goals for and with employees lays the foundation of growth and progress for the individual and the organization. When done correctly, goals can motivate your team and ensure they are moving in the same direction as a whole. Poorly thought-out goal setting, however, leads to frustration and wasted efforts. Here are mistakes to avoid: Not including employee input Although your company has objectives it needs to achieve, not engaging your team to help achieve them can be a significant (and costly) error. Goals should be a collaborative effort between team members and managers. Not understanding why It is imperative to success that the team members understand why attaining a goal is important to the company. Goals that do not have a reason for existing will impede improvement rather than enhance it. The “why” creates motivation. S etting vague or non-specific goals Goals need to be specific, measurable, achievable, relevant, and time bound. Setting clear and concise expectations ensures you are setting your team members up for success. “You need to do better clinical notes,” or “Put more effort into your clinical notes” is too general. Instead, a specific goal provides measurable parameters:

◆ Notes must be completed within 24 hours of seeing your patient.

◆ Notes must be in SOAP format.

◆ Notes must comply with CMS LCD requirements.

A measurable goal provides timeframes for expected outcomes, for example:

◆ Accounts receivable over 90 days is 35 percent of the total. This amount is not healthy for the practice’s success. In the next 30 days, all claims must be reviewed and categorized. All claims over 90 days old must be called on and statuses updated within the next 60 days. Within the next 90 days those accounts need to decrease by 15 percent or have a clear explanation about why they remain outstanding.

Going too big Big dreams and aspirations encourage and motivate some team members but may discourage others. While it is important to set clear goals, the goals must also be reachable. Sometimes, it is best to break down a lofty goal into more reasonable and attainable smaller goals. Not identifying a plan Although you want to allow space for creativity and autonomy for your team, providing a guided path to success will assist them in reaching their goals. To continue with my clinical notes example, you might include the following in your plan to ensure success in achieving an important goal. ◆ We are going to add 15 minutes of documentation time on each appointment.

◆ We are going to provide a refresher course on what is required for a CMS compliant clinical note and meet with you twice a month to review the notes and adjust this goal as needed.

Lack of support Effective leadership will provide motivation and guidance throughout the goal process. When setting goals, be sure to give the employees the support they need, including resources, tools, and team members. Be sure the employee knows that support is available to them. Lack of follow-through Don’t wait until next year’s employee reviews to follow up on the goals set in the last review—whether that is to celebrate the success or to criticize the lack of progress. Be sure goals and time frames are clear and in writing and have periodic quick follow-up meetings with the team members to check the progress. This is also the opportunity to adjust or review any unforeseen speedbumps. Setting specific, attainable goals ensures that employees and the organization are on the right track for success. The purpose and importance of goals is not only to measure performance in employees, but goals help employees and the company stay focused and on track. Erin Cammarata is president and owner of CBS Medical Billing and Consulting. She can be contacted at erin@cbsmedicalbilling.com.

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Related posts:

The Jaws of Death

Skin Shear Correlated With Reduced Prosthesis Use

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O&P JOBS

Clinic Manager – Certified Prosthetist Orthotist (CPO) – Rogers, AR

CPO

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Get unlimited access!

EDGE DIRECT

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