I have been exploring different ways to convey my observations about the current state of our eye care industry and profession. We been lulled into a state of normalcy that is allowing us to do good work but ……. “blah.” Because of all the uncertainty in the world, it’s been tough to make big decisions about investing or expanding or making any big changes.
This “blah” will go away once we decide that it is time again to “Kick Ass.” I know this phrase may be a bit offensive, but there simply isn’t a better way to say it. When the time is right, we will actively dig deep, work hard to make ourselves better, make the necessary sacrifices to significantly advance our practices.
At the end of this message, will ask you to help us determine if the time is now or do we still have to wait?
Lifecycle
of a Business
A well accepted and commonly discussed path of a business life is depicted by graphs like the one above. It always shows a launch, growth, a peak and an eventual decline. The wide assortment of these graphs highlights variations that depend on the point that is being made. The discussion could be about attracting “Innovators” or “Early Adopters” to help your business grow or about a “Redefining” of the business to delay or reverse the decline.
Practice Lifecycle
While there are many valuable lessons from studying the standard Business Lifecycle, eye care practices need to be studied differently. With help from legendary optometrist, Mark Kapperman, Leadership OD developed a Practice Lifecycle that is a true cycle, meaning that it doesn’t end.
In this cycle, the lower categories (Y axis) represent moderate levels of performance in the practice. We are providing good care, getting things done but we are not doing anything special. The categories that are higher on the cycle represent high levels of performance – better than “normal,” better than the competition.
The X axis represents the amount of effort that we are putting into the practice. When we are simply going through the motions, doing predictable work we are on the left half of the graph. The right side represents high energy, lots of effort, and hard work.
When a practice is doing mediocre work without extensive energy, they are “Norming.” Once a big decision is made and enacted to make a significant change to the practice, they will shift into the “Transforming” category. It will be tough, effort will be high but improved performance will not be immediately seen. As a matter of fact, for a while, it may get worse for a while. Effective Transforming work will lead to improved performance but these changes will require ongoing extra effort and work in the “Performing” category. Eventually, these new processes and systems will be habit and the high performance will become natural and easy resting you comfortably in the “Storming” category.
Obviously “Storming” (high performance with low effort) is where you want to be. We’ve always known that challenges and crises trap us in the Norming category. Stress causes us to take care of urgent matters that are immediate not leaving energy for significant change.
Eventually, we tire enough of “Norming” and decide to do something big. We decide to “Kick Ass.” The question is, “Is it time yet?”
Here’s how you know:
Pay attention to what you are paying attention to. What are the issues that have your attention? Are you worrying about trivial matters like smell systems or big topics opening a new satellite office?
Explore your satisfaction of your work. In the movie Benjamin Button he said, “I hope you live a life you're proud of. If you find that you're not, I hope you have the strength to start all over again.”
If you think that maybe it is time to Kick Ass, then it is time to get your mind right. I invite you to join the Leadership OD Six Fundamentals Book Club. For each of the Six Fundamentals of Success we make a couple of book recommendations. The challenge is to read one book for each fundamental.
If you’re ready, click the links below to see the list and to print your very own commemorative bookmarks to show that you’ve accepted the challenge.
And finally, I am asking that you complete a survey so we can measure your readiness. We will use this data to direct the 2022 Executive Retreat.
As you know, Leadership OD has a well-established event that is designed to help you aggressively advance your practice. For 2022, we can 1) not have an Executive Retreat 2) Have several small sessions or 3) have the traditional event with speakers and intense breakouts. It will all depend on the results of this survey.