Team leadership: The fine line between ambitious requirements and excessive demands

What it’s all about

Efficient team management requires not only the ability to delegate tasks and set goals, but also a keen sense of the workload levels of team members. Overload can have a significant impact on the productivity and well-being of staff. Managers must be able to recognise signs of excessive demands at an early stage in order to take timely countermeasures. The most important characteristics and behaviours that indicate that a team is overloaded by the tasks to be completed or the required work performance are described below.

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Praxisführung, Bürokratie und Komfortzonen-Verhalten

➡️ Seit Jahrzehnten warnen Ärzteverbände vor der schädigenden Wirkung der Bürokratie auf die Qualität der Patientenversorgung und die Arbeitsqualität in Arztpraxen.
⚠️ Diese monofokale Betrachtung vernachlässigt jedoch einen entscheidenden Faktor, der wesentlich größere Auswirkungen hat: die Ineffizienz des Praxismanagements.

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Efficiency barriers in German medical practices: Personal initiative? No thanks!

What it’s all about

The results of practice management comparisons and the associated employee surveys in German general practitioner and specialist practices show: In many medical practices, the personal initiative of medical assistants is not welcomed and is even consistently discouraged. There are various reasons for this behaviour on the part of practice owners, including both practical and psychological aspects. This article highlights the most important reasons and outlines the consequences.

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Hidden Brilliance: Warum medizinische Kompetenz keine Stärke einer Arztpraxis ist

Worum es geht

Die am häufigsten von Ärzten in Praxismanagement-Betriebsvergleichen genannte Stärke ihrer Betriebe ist die fachliche Kompetenz. Doch diese Selbsteinschätzung ist falsch. Um das zu verstehen, müssen wir zunächst den Begriff “Stärke” definieren und verstehen, was im Kontext des Praxismanagements wirkliche Stärken ausmacht. Anschließend beleuchten wir die Probleme, die aus einer fehlgeleiteten Selbsteinschätzung entstehen können, wenn Ärzte ihre wahren Stärken übersehen.

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Psychological principles and mechanisms of guilt projection and their impact on leadership performance

What it’s all about

Leaders are not only responsible for their own decisions, but also for the well-being and performance of their team. A crucial factor for successful leadership is the ability to self-criticise and take responsibility. When managers lack these skills and instead project blame and error onto others, it has a serious negative impact on team dynamics and overall organisational performance. This article explains the psychological principles behind blame and fault projection and the mechanisms that lead to poor leadership performance in this behaviour.

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Scaredheads: Characteristics of fear-driven leadership

What it’s all about

The emotional intelligence of managers plays a key role in everyday working life. An important aspect here is how managers deal with fear, as it has a significant impact on behaviour and decision-making. Fear-driven behaviour has a negative impact on the organisation, the team and general working conditions. The characteristics of scaredheads, i.e. leaders who are driven by fear, are explained below.

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Finding the right business coach for your team: A comprehensive guide for leaders

What it’s all about

Finding the perfect business coach for your team can be a challenging task. However, a good coach can make the difference between average and outstanding team performance. That’s why it’s crucial to approach this process carefully and methodically. In this article, we explain in detail how you as a leader can find the perfect business coach for your team. We look at the necessary groundwork, preliminary considerations and the relevant criteria to take into account when making this decision.

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TeamFiction: Die Realität des Praxismanagements

Worum es geht

Der Begriff “TeamFiction” bezeichnet eine verbreitete Fehleinschätzung unter Praxisinhabern bezüglich der tatsächlichen Qualität und Effektivität der Zusammenarbeit des Personals. Viele nehmen an, dass ihre Mitarbeiter als kohäsives Team agieren, während in Wirklichkeit oft nur lose Gruppen ohne tiefe Kooperation oder gemeinsame Zielsetzung existieren. Dieses Missverständnis hat signifikante negative Konsequenzen für das Praxismanagement und den Praxiserfolg.

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Practice management insufficiency: Diagnosis and treatment of the number one outpatient systemic disease in German medical practices

What it’s all about

In the search for development opportunities and future prospects for outpatient healthcare, one central starting point and design parameter is usually ignored: practice management. But its quality is currently poor. This white paper describes why practice management is so important and what GPs and specialists can do about their insufficiency.

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