The expression ‘going on tour’ may immediately make one think of unwashed groupies, guitars, and loud music. Thankfully, the Denplan Practice Managers’ Forum which is currently on tour around the country contains none of these things. All the
delegates appeared to be washed, there were no guitars and the closest it came to loud music was the event’s host Jo Banks (Denplan sales training manager) breaking into an impromptu Chesney Hawkes impression to highlight the fact that the event was not intended to be a one hit wonder, and that what was discussed over the course of the day could keep on being of value and use to a practice long into the future. From this opening it was clear it wasn’t going to be a typical event.
Jo took on the first formal presentation herself, and covered the subject of appraisals and personal development plans. She emphasised that it wasn’t just a tick box exercise, and that when done properly they were actually an opportunity to review individuals and the practice, and ultimately help them to grow. Whilst practices will take it for granted that machinery is regularly checked, calibrated and fit for purpose, so why don’t we with staff?
To get the most out of them, appraisals should set clear goals for individuals, and motivate them to achieve those goals. The requirements and expectations of the job role should be clarified and a review of performance should occur. The best appraisals are a two way conversation where the staff member can contribute freely. Appraisals should always be done one-to-one, and should be planned well in advance so the staff member is prepared.
The second session of the day was given by Catherine Watmore, an RBS mentor, who discussed the topic of employment law. She explained the average cost of employing the “wrong” person was over £8,000, emphasising how important it was that all the protocols were in place and the “right” decision made. Any decision to hire someone must be made objectively, all applicants should be treated equally and reasonable adjustments should be made for disabled candidates. As always, record keeping is crucial, and a clear paper trail should be kept to back up the objective nature of an employment decision. Catherine went on to explain the difference between employees and those who are selfemployed, and the importance of full
and comprehensive contracts, before moving on to reviewing disciplinary processes and the termination of a contract.
After lunch it was Claire Lincoln’s turn to take the floor. A clinical hypnotherapist Claire explored the subject of goal mapping, and the benefits of positive thinking. I have to admit to being a little sceptical, and put off by some of the language used – the “bike of ability” and “ascending the lift ladder” are all well and good as obscure concepts but would they have any impact in the real world? It was obvious that I was in the minority as the delegates threw themselves into the tasks, interacting with each other and then creating their own personalised goal maps.
With everyone feeling positive and optimistic about the direction of their practice and lives, along came Roger Matthews, Denplan’s chief dental officer, to bring people back to the harsh reality of regulation within dentistry. CQC inspections, new
regulations on sharps and the fallout of direct access were all covered, along with GDC standards, tooth whitening and the issue of music playing in the practice.
The day ended with an informal session on the ‘World of Denplan’. I criticised an event earlier on in the year which was supposed to be educational/training but used an entire session to overtly sell, however because this forum was only available to Denplan member practices, it was not a glorified salespitch but a genuine two way discussion on services provided and required. Delegates were told what services were available, and how to make the most of them, whilst the Denplan team received full feedback on what it could do more of. The suggestions for future events were noticeably different from those suggested by dentists, so it wasn’t just the delegates who left having learnt something. Unquestionably the event had achieved its aims, and the practice managers in attendance were updated and informed in practical areas that could have a direct positive impact on both their working livlives and their practice’s efficiency.