4 Terms to Avoid as a Leader… And Here’s What You SHOULD Say

Managers are not infallible. There are plenty of times when a manager has said something they regretted. And while you can’t go back and change the past, you can learn from these mistakes and avoid them again in the future. So what are some things that a leader shouldn’t say to their employees? And, more importantly, what should be said instead? CornerStone Medical has some important terms all managers and leaders should avoid.

“Was that clear?”

Managers often want to expedite communication. And some managers take this to the level of near-bullying to convey their commands. But that isn’t helpful communication for anyone. “Was that clear?” is demanding and is more likely to force your employees to indicate yes when perhaps the answer was no. Instead, focus on review and your articulation. After you’ve indicated a task, ask them to recap it for you and make sure you’ve communicated it clearly without demanding an affirmative answer from your team. Let them know what you envision the outcome of the task to be to affirm that you are on the same page.

“Keep doing what you’re doing.”

If we’re being honest with ourselves, this phrase is not at all about encouraging your employees but about taking the easy way out as a manager. If someone is doing a pretty good job, we don’t want to have to be hands-on with them. That was the entire point of hiring competent medical employees in the first place, right? But “keep doing what you’re doing,” could be the kiss of death for some more ambitious and capable employees. Instead, you should provide regular feedback and give more challenges to your top performers to keep them engaged.

“Don’t bring me problems. Bring me solutions.”

In much the same way, organizations often want employees to approach every day armed with solutions. When something happens that might require managerial intervention, many managers fall back on the command that they don’t want to hear about problems, just solutions. But isn’t this just another way to put your leadership duties back on the shoulders of the employees themselves? By demanding that your team can’t come to you unless they have a solution will actually encourage them to avoid coming to you at all. Instead, create a culture of collaboration and problem-solving where your team can feel comfortable coming to you with concerns and you can work them out together.

“Failure isn’t an option.”

The truth is, failure is sometimes the option. And that can be hard to hear, especially in a clinical or hospital environment. Yes, you want to make sure that your team doesn’t make life-and-death mistakes, but that doesn’t mean they’re superhuman. There will always be times to take risks and even make mistakes. Career growth and development doesn’t come with not failing, it comes with knowing how to respond in the face of failure. Encourage creative problem solving instead of instilling fear of failure.

Work With CornerStone Medical – a Top Medical Staffing Agency in Dallas TX

Do you want to know more ways to be an effective manager to your medical staff? Contact CornerStone Medical Staffing Agencies in Dallas TX today.


Leave a Reply

Your email address will not be published. Required fields are marked *