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Concerned about sexual harassment?

2/18/2018

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Doctor You May Have a Target on Your Back
Lately the media has had a field day with the issue of sexual harassment in the workplace.  No one should deny that the issue should be addressed.  However, the media hype and sensationalism is overshadowing the right for the accused to be considered innocent until proven guilty.  This is a societal trend that is exposing some much larger themes all of us – especially those in the field of dentistry – should be paying attention to.
In their 1997 book “The Fourth Turning”[1] Howe and Strauss discuss in detail how and why the current era is, and will continue to be, a time of disruption and discontinuity.  While one may choose to disagree with their concept of the cyclic nature of history, we can clearly see evidence in society today that supports the idea that we are in a fourth turning period.  We see this expressed in terms of political upheaval, loss of civility in society and expression of suppressed anger among groups of people who self-identify as repressed.
Why is dentistry potentially in the cross hairs for sexual harassment claims?  Dentistry still has more male than female doctors, although the mix is changing.  Most dentists operate in solo offices employing a number of ancillary staff who are primarily female.  The profession of dentistry involves high intensity and physical intimacy with both patients and staff.  However, we should remember that sexual harassment can take place between members of the same or opposite sex.  Therefore, great care should be exercised to maintain professional relationships. It is critical that doctors and staff have training in, and practice the use of, Emotional Intelligence in all interactions with the office team and patients.   Often the doctor, patients and staff have long standing relationships that can lead to feeling that the group is really a large family structure rather than an employer/employee/ professional relationship.  When this relationship changes for some unknown reason the doctor/employer can be at risk for a claim of sexual harassment.
Our view is that it is only a matter of time for the “trickle-down effect” of the media hype to infect the profession with harassment claims.  If the claims are true and can be proven then the offender deserves punishment.  If the claims are unproven, however, and used to take retribution against someone they could easily ruin a dental practice.  Take action now to get the target off your back.
 Whether you are practicing in a metropolitan area or a small town the stigma of a TV crew pushing a microphone in your face or the face of one or your staff showing up on the evening news would severely damage your practice and your life.  Thoughtfully assess your management style and human resources practices.  Take action now that demonstrates you are accountable and hold your staff accountable to prevent sexual harassment in any form.
When did you last review and update your office policy manual?  Does it have a specific section on sexual harassment prevention?  A few states mandate sexual harassment prevention training but most do not. What other human resources practices might put you at risk?  How do you handle hiring and termination interviews?  Do you record them, with permission, or have a third person present?  Your employee files should be just as detailed and meticulous as your patient files.  And they should be in a secure location.  Take a look and confirm that you have clear and detailed information that is unbiased in the files that records and supports the actions you have taken.
Doctors, take the time now to participate in training your office in the prevention of sexual harassment.  Consider making the training part of your yearly mandated training just like updating your CPR program.  You can hire an outside firm to do this as a lunch and learn session or use one of the Power Point files that are available from numerous sources on the internet.  An example is noted below. [2] 
As our society continues to evolve and societal norms change, this and other behavioral issues will emerge as triggers of emotional frustration or opportunities to grow and mature.  Be accountable and help those around you understand that accountability will prevent the need for looking over your shoulder to see if there is a target on your back.
Blg121617



[1] Howe and Strauss, the Forth Turning, Broadway Books, 1997

[2] https://www.nrcs.usda.gov/Internet/FSE_DOCUMENTS/nrcs142p2_007821.ppt








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Your TECHNOLOGY Choices

2/14/2018

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Your Technology Choices
My study club recently used the “To Scan or Not to Scan” video lecture by Dr. Paresh Shah as an evening program.  Early on, some folks were not sure it would be a worthwhile evening.  However, the program sparked extensive, and sometimes heated, discussion.  My comments are not intended to push in one direction or the other regarding scanning.   Rather, they are meant to help us see some of the elements in our decision making process that we may be unaware of that impact the choices we make.
Personality style impacts decision making.  Many of us in the profession adhere to the old saying, “better the enemy you know”.  Meaning, I know that the process I am doing meets the clinical standard of care and that is good enough.  Some might say that what I am doing may be “outdated” but I know how to do it and do it well.  I am comfortable with the process and my clients are not complaining.  Why should I change? 
Others enjoy trying different ways to achieve a clinical goal, especially if it involves learning a new technique.  Others may be interested in reaching the goal faster or with greater economy or patient comfort.
For those who are comfortable that their clinical process is delivering the highest standard of care that they are capable of there is probably no argument that can convince them to consider a change.  For the remaining group that would consider change there are some serious questions that should be answered before taking any action.
Vendors make profits for their stockholders by selling us “stuff”, much of which we do not need.  If we are considering a change, like moving to scanning for impressions, there are going to be serious costs involved.  The costs involve much more than dollars.  Let’s list a few things to consider.
Are you changing technique for the “Wow factor”?  If so, be very careful as the wow factor goes away very quickly in many cases.  A more critical question is whether the new technique helps you deliver care to your patients at the highest level you are capable of. 
Are you willing to make the investment of your very valuable time to learn the new technique to its fullest use in your practice?  This is a key reason why so many offices have lots of expensive “junk” sitting in a storage room.  Doctors get sold on the “Wow” and never make the time to learn to use the new equipment and incorporate it into their practice routine. 
Forget about how much the new gadget costs or is supposed to help you earn.  If you lack the commitment to learn to use it and train your staff to incorporate it into your practice you have thrown your dollars down a rat hole. 
Do the basic math on any significant purchase.  Take the vendor’s projections and then make them real using your own numbers.  If the claim is that you will save time on a procedure, what is that worth based on your specific hourly production?  What will you really do with the time saved?  How will your office schedule have to be changed to take advantage of the projected time saved?  Are there other potential savings you can take advantage of – like dental materials, reduction in appointments or less lab costs?  This is all “pie in the sky” if you are unwilling to commit to the work needed to learn to use your new toy and get your staff on board to make things work in a new and better way.
Vendors claim that you may be able to delegate tasks to staff that you have been performing with new systems and equipment freeing up more productive time.  Are you willing to take the time to train your team to do the tasks, and more important, are you willing to trust them to do the tasks?  Can you delegate in such a way that you still feel you are in good control of the final outcome and remain within the practice laws of your state?  One good way to test your thoughts is to determine whether what you are delegating can be remediated if it does not meet your standards.  If it can be remediated it is probably legal.
This is where the excuses start.  “I don’t have the time to do the training.  My staff is not capable of learning to use the equipment and systems. It is too expensive.”  If this is what you believe it is true!  No matter what your vendor sells you it will end up in the closet.  Know yourself before you spend the money.
Are you willing to do the homework to understand what new technology might improve your practice?  Are you willing to include your staff in the decision making process?  Are you willing to hold yourself and your team accountable to incorporate new process and equipment into your office?  Do you have the right people on your team that you can trust to make this work? Have you “run the numbers” based on the way you practice, and do they make sense to you?  If you can answer yes to all of the above there is a good chance that whatever you spend on new technology it will work for you to improve your life and enhance your patient’s experience.
To scan or not to scan is not about how much it costs or how much it saves.  It is all about your commitment, knowing yourself and your people and your philosophy.  For some – don’t waste your money.  For others – spend the money and enjoy the ride.
Blg011318
 

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