Here's how you can assertively communicate expectations and provide feedback as a healthcare manager.

Specificity: Instead of a vague goal like "improve patient satisfaction," create SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. For example, "Reduce patient wait times in the clinic by 10% within the next quarter." Collaboration: While you have expectations, involving your team in setting goals can increase buy-in and ownership. Transparency: Ensure everyone understands the rationale behind the goals and how they contribute to the overall success of the healthcare facility.

As a healthcare manager, assertive communication involves setting clear, specific, and measurable goals that align with organizational objectives and involve team members in the process. Providing timely, specific, and objective feedback, using concrete examples, helps reinforce good practices and address issues promptly, ensuring continuous improvement and maintaining high standards within the team.

I've spent enough time around sales leaders to have a much better understanding of goals and clarity than I did at the start of my career. If you are in sales, you may have 50% or more of your compensation tied to individual revenue metrics. That's about as clear as it gets. "Sell $500,000 worth of x and make $100,000 or don't and make $50,000". In other departments, especially strategy and sometimes operations, it gets real fluffy real fast in many organizations - and it gets far too easy to add another "important" thing to the list through the year. I am a big believer in big vision, small steps. Getting real clear on what the big vision is (the revenue goal in that example) really helps determine the importance of the steps.

As a healthcare manager, I've learned that setting clear goals is crucial for team success. I make sure to define SMART goals that are specific, measurable, achievable, relevant, and time-bound. This approach provides a clear direction and purpose for my team. When sharing goals with my team members, I strive to be direct and approachable, ensuring they understand their roles and responsibilities. Clarity is key to preventing misunderstandings and holding ourselves accountable. I've experienced firsthand how setting clear goals can boost team morale and drive results.

In my opinion, having a fundamental understanding and or some experience of each department’s personnel requirements gives a manager a clear advantage and adds to one’s command of the goals. When staff believes in leadership they are a lot more willing to cooperate. Being perceived as actively being “in the trenches” alongside staff is priceless.

To communicate expectations assertively, your full engagement is non-negotiable. Be present in every interaction with your team—this means unwavering eye contact, confident body language, and active listening. Your complete presence, both mentally and physically, sets a standard of commitment that you expect in return. Make it clear: every voice must be heard, and mutual respect is mandatory. Your leadership hinges on this unwavering dedication to engagement and clear, decisive communication.

To help you communicate assertively and constructively 1. Setting Clear Expectations/Goals 2. Providing Constructive Feedback 3. Practice and consistency

Em minha trajetória profissional, pude vivenciar o qu?o importante é a presen?a do gestor junto aos seus liderados. A a??o "ir ao gemba" demonstra para seu time que você (líder) está atendo e participativo nas a??es do dia a dia, o que também favorece sua tomada de decis?o e comunica??o. Para comunicar as expectativas de forma assertiva é preciso estar presente, demonstre seu engajamento e interaja, ou?a seu time, acolha e valide os sentimentos. A medida que o gestor está mais presente, o feedback pode ser aplicado de forma mais concreta, com situa??es que precisam ser melhoradas e também com o reconhecimento daquelas positivas. Vá ao gemba e sinta a diferen?a!

In my experience, active communication is key to building a strong team. When interacting with my team, I make sure to fully engage, listen actively, and acknowledge concerns. Eye contact, open body language, and attentive listening are crucial in conveying my commitment and encouraging others to participate. By being physically and mentally present, I create an environment where everyone feels valued and motivated to contribute.

Il faut effectivement donner l'exemple et mettre la main à la tache en montrant comment faire, en guidant, en écoutant, en rassurant. Il est essentiel d'être disponible pour les équipes et non être absent et distant. La motivation de l'équipe en dépend.

Often times, even those of us with the best intentions, in hopes of avoiding confrontation or offending coworkers, use language that’s ambiguous. The fact is…being direct is much more likely to actually yield the outcome that you’re hoping to achieve. And…anyone truly looking to grow and gain perspective will appreciate the clarity. The only way out it through.

Using clarity as a Healthcare Manager is essential to ensure effective communication, collaboration, and quality care. Here are some ways to Demonstrate: *Clear communication:Use simple, concise language when communicating with patients, staff, and families. Avoid jargon and technical terms that may be confusing. *Define expectations:Clearly outline roles, responsibilities, and goals for staff to avoid confusion and ensure everyone is working towards the same objectives *Regular feedback:Provide regular, constructive feedback to staff to help them understand their strengths and areas for improvement *Encourage questions:Foster an open environment where staff, patients, and families feel comfortable asking questions to clarify any doubts

I prefer selecting candidates understanding their background and my department. Needs and I communicate very clearly.. ( I don't set goals )

A clareza na comunica??o elimina a ambiguidade. Usar linguagem clara e concisa ao fornecer feedback ou instru??es evita mal-entendidos. Evite jarg?es, a menos que sejam amplamente compreendidos pela equipe, e esteja disponível para esclarecer dúvidas. O objetivo é transmitir a mensagem sem espa?o para interpreta??es equivocadas, garantindo que a equipe siga efetivamente suas tarefas. Analisar dados pode quantificar a eficácia dessa clareza. Feedbacks, pesquisas de satisfa??o e métricas de desempenho ajudam a medir o entendimento e a execu??o das instru??es. Assim, ajustes na comunica??o podem ser feitos para melhorar continuamente a eficiência e a produtividade da equipe.

In cases of a diverse team from different walks of life and cultures, using a communication language that is understandable to all gets the job done faster and better. Use of clear terms makes everyone stay on same page

Encouraging open dialogue is the foundation of effective communication. By sharing questions and opinions, we can create a collaborative environment where everyone's ideas are respected and valued. Seeking feedback and openly discussing it can foster a culture of continuous improvement and joint problem-solving. Let's work together to create a space where everyone feels comfortable sharing their thoughts and opinions!

Assertive communication does not have to be 1-way, we can also hear thoughts from our team so that we can clarify and align expectations. This also promotes an open culture whereby all voices are being heard.

One thing I found helpful is keeping my office door open. This small gesture signals to the team that I'm approachable and available for immediate conversations, which can often resolve issues more efficiently than waiting for an email response. Keeping an open-door policy is essential. Additionally, fostering an environment where employees feel comfortable talking to their bosses without fear of losing their jobs is crucial. When team members feel secure, they are more likely to voice concerns, offer suggestions, and contribute to the overall success of the team.

Be available to the team and be approchable always, do not act as boss but be there for their problems and try to solve their issues than blaming them for all..be in their shoes that will help you to understand the core issue And find the apt solution

Promover um diálogo aberto é essencial para a comunica??o assertiva. Incentivar a equipe a fazer perguntas e compartilhar pensamentos esclarece expectativas e cria um ambiente colaborativo, onde as opini?es s?o valorizadas. Solicitar feedback ativamente e discuti-lo abertamente promove uma cultura de melhoria contínua e resolu??o coletiva de problemas. Analisar dados sobre a frequência e a qualidade do feedback pode medir o impacto desse diálogo aberto. Pesquisas de clima organizacional, avalia??es de desempenho e métricas de engajamento ajudam a identificar áreas de melhoria e a ajustar estratégias de comunica??o, promovendo um ambiente mais eficiente e colaborativo.

O feedback oportuno e construtivo é crucial na gest?o em saúde. Reconhecer pontos fortes e áreas de melhoria da equipe de forma específica, n?o conflituosa e focada em comportamentos, e n?o em atributos pessoais, é essencial. Quando dado com respeito e a inten??o genuína de apoiar o crescimento profissional, o feedback é mais bem recebido e aplicado. Analisar dados sobre o feedback pode melhorar sua eficácia. Ferramentas como avalia??es de desempenho, pesquisas de satisfa??o e métricas de produtividade ajudam a medir a receptividade e o impacto do feedback. Isso permite ajustar as abordagens para promover continuamente o desenvolvimento profissional e a eficiência da equipe.

It is important to verbalize "Can I provide you with some feedback?" Without this phrase your comments can be merely an opinion shared rather than a recommendation for improvement. It also creates a more receptive environment by getting the team member to say "yes" and psychologically opening them up to what will follow.

One helpful approach when providing feedback on weaknesses is to begin by describing the specific situations. Share what occurred and encourage individuals to reflect on how those situations impact the team or patients. Summarize the problem, actively listen to their perspectives, and collaboratively find solutions for self-improvement.

As a job progresses, constructive criticism and reward for job well done should be initiated to encourage team members. This targets team members strengths and weakness and encourage improvement from team members

Followup is a crucial part of the feedback loop. It's not just followup, but actually acting and implementing ideas of value. This will build credibility and trust. Obtaining feedback and not acting on it in good faith can destroy engagement lead to frustration within the team.

The expectation to follow up should be discussed before the conclusion of the initial feedback. Giving a clear outline of expectations and timelines will give the entire team a sense of purpose and clarity. We desire accountability, especially the kind we can understand and anticipate.

O acompanhamento é essencial para garantir que a comunica??o leve à a??o. Após definir expectativas ou fornecer feedback, fa?a check-ins regulares com a equipe para discutir o progresso e abordar desafios. Isso demonstra seu investimento no sucesso deles e responsabiliza todos. Acompanhamentos regulares mantêm o ímpeto e refor?am a importancia das metas estabelecidas. Analisar dados sobre esses acompanhamentos, como frequência e resultados das reuni?es, pode melhorar sua eficácia. Ferramentas de gest?o de projetos e avalia??es de desempenho ajudam a medir o progresso e identificar obstáculos, permitindo ajustes que mantêm a equipe focada e produtiva.

I always follow up and that's best of best practices.. always follow up at end of the day that clearly established goal.. attains the TAT and reminds the responsibility and sharing responsibility and builds or helps me to identify the leaders in my own team.

Many physicians feel that managerial approaches are not suitable in a clinical setting due to a mismatch between skills and expectations. While every physician is adept at following up with patients, management follow-up is a different challenge. Trained to treat disease and move on to the next patient, physicians may find it difficult to adapt to regular managerial check-ins. Although essential for ensuring that communication leads to action, these follow-ups require a distinct skill set that doesn't always come naturally to clinicians. Addressing this gap is crucial for enhancing both patient care and team performance.

En outre il faut créer des cadres d'échange, de rencontres et de loisir en dehors du cadre du travail quotidien. Ceci permet de renforcer l'esprit d'équipe et la cohésion du groupe .

In my experience training in the early 2000s, the introduction of electronic health records and physician performance metrics was a significant shift. Many of us were frustrated by these changes, feeling that we had little say in their implementation. The transition was challenging, as it required us to adapt to new systems and metrics that seemed far removed from our core focus on patient care. This experience underscored a broader issue: the disconnect between clinical practice and administrative demands. Ensuring that physicians have a voice in these processes is essential for creating systems that support both patient care and professional satisfaction.