3. Culture Manual. Create a culture manual that contains and defines your vision, mission, identity, and core values. Dedicate a chapter for each core value and list all the specific examples that emerged from the culture camp. Revise the manual annually to include new examples. Integrate the culture manual into your new employee training program. 4. Core Value-of-the-Month Board. Create a bulletin board in the breakroom to display the core value of-the-month and invite team members post notes with specific instances where they observed or experienced another team member exemplifying that value throughout the month. Then read these notes in your monthly team meeting. Assign one team member to manage the board. (See example in photo.) 5. Team Meetings (Monthly). In your monthly team meeting, review the previous core-value-of-the-month. Take turns reading each note from the bulletin board. Add any favorite new examples into the culture manual. Then, introduce the new core value-of-the-month by reading it along with examples from the culture manual. 6. Individual Touch-Base Meetings (Monthly). Incorporate culture into monthly touch-base meetings between the office manager and each team member. Identify and celebrate strengths and identify areas where they see the most opportunity for personal growth. Reference the culture manual to refresh on examples if needed. 7. Morning Huddle (Daily). Begin your morning huddle by reading the core value of the month and its tagline. This keeps it top of mind and fuels ongoing ideas onto the Core-Value- of-the-Month Board throughout the day. 8. Website & Marketing Materials. Update your website and marketing materials to include your identity, mission, vision, and core values. If you are still in ideation mode and are looking for assistance sorting through ideas to narrow down your practice’s identity (who?), vision (what?), mission (why?) and core values (how?), I recommend Kimberly Oden, owner of SIFT, who also happens to be my sister. If you are looking for support to implement and transform your culture or host your first culture camp, I recommend Judy Kay Mausolf, owner of Practice Solutions, Inc. I hope you found these action steps and this glimpse into our teams practice helpful. We appreciate your partnership and hope to be a valuable resource to you. Thank you for your partnering with us at Nerness Endodontics. I am committed to providing the best endodontic experience for your patients. -Dr. Andrew Nerness
volunteer writer and rotate the writer throughout the session. Order in lunch and incorporate some participation prizes for fun. Begin by selecting the first core value to explore and write it at the top of the pad. Then, using a collaborative, 'popcorn- style' brainstorming method, answer the question: If this core value were demonstrated, what specific behaviors, practices, or decisions would be observed between team members and toward patients? Generate as many examples as possible. Take as much time as needed, filling as many pages as necessary until ideas stop flowing. Once complete, move on to the next core value. During future annual culture camps, repeat this process, and additionally, review the descriptions from the previous year. Finally, have everyone select 1-2 areas where they see the most opportunity for personal growth, write them down on a sheet of paper, and then take turns sharing with the team. Following each culture camp, designate a team member to take photos of the notes on the pad and transcribe the core value descriptions into your culture manual. Investing this intentional time every year will equip the team to stay aligned on the expectation for the type of culture they want to create.
Core Value-of-the-Month Board
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