June 24, 2015
Laurie L. Sorrenson, OD, FAAO, owner of Lakeline Vision Source, in Cedar Park, Texas, believes that meaningful change in practice procedures requires a clear set of goals, buy-in from staff and conscientious follow-up by the OD-owner. She hired an outside consulting firm to analyze procedures in her office. They spotted a weakness in her supervisory skills, and she describes how she has tried to improve her supervision of employees to ensure that tasks she assigned have, in fact, been done.
When making change happen in a practice, follow-up is a key component. “I realized the importance of following up,” says Dr. Sorrenson. “People need to be reminded–I need to be reminded–when we’re starting something new.”
ACTION POINTS
SET A TIME FRAME. Try out new ideas for a week or 1-3 months–and evaluate along the way.
GET EVERYONE ON BOARD. Meet with representatives from all departments or call an entire team meeting. Make sure staff understands the why and how of what’s being changed.
DOCUMENT THE CHANGE. E-mail everyone so they see in writing the goals and task assignments.
FOLLOW-UP. Don’t assume that because you said it, it’s done. Everyone (including the owner-OD) needs reminders to make sure that assigned tasks in changing procedures have been accomplished.
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Laurie L. Sorrenson, OD, FAAO, is president of Lakeline Vision Source in Cedar Park, Texas. To contact her: lsorrenson@gmail.com.
