New Derm Live 2015

This is it. This is the home stretch. We're going to do it differently. I'm going to sit— stand right in the middle here, but you guys are going to participate whether you like it or not. I too am a lawyer. It says I'm MD, but there's actually JD. But the law school I went to had the Socratic method. Do you know what that is? That's where the teacher asks all the questions and you do all the work. So you guys are going to make— we're going to make this participatory together. I am here to help each and every one of you learn how to be your own coach. No matter what business you're in, whether you're a young doctor starting out, a young lawyer starting out, we all need to learn to be our own coach. I'm the CEO of LaunchBox. My name is Dan Negroni, and we have a business that focuses on next generation leaders. And the coolest thing I was telling Adam about this conference is you are the next generation leaderships. You get to create who and what you are. And so I want to see how you can create it. And today, hopefully, I want each of you to leave with one tip, which means putting down our devices, looking up from our computers, actually being in the room. And I'm going to give you one tip that's going to change your business, change your life, and change your professional— your personal lives or your professional career to create results. One tip, and I promise you it will do it. We've been doing it for lots of different doctors' practices. And so I'm going to start with a story. And here's the story. Do you guys know who Sabrina Fabi is? She was here. She went off to London to give a speech. But she works for a guy who has become our mentor named Mitch Goldman. You guys ever hear of him? I think he's got a pretty good practice. It's a top 10, top 20. Cosmetic laser dermatology practice, something you should aspire to. And if you haven't seen that practice or practices like it, you should go take a look at it. Mitch is a buddy of mine. He's an old guy like me. I need my clicker. Okay, we're old guys. And so Mitch, we were riding bikes one day, and Mitch said, I'm really having a problem in my business. I have all these young people that, that work for me. I have this big business. I've been in big business for 25 years. And I want to create more value in my business. I want to have something I can sell. I want to have something I can give to my partners. I want to create a succession plan for what I've worked so hard to do. And I don't understand all the people that work for me. They're young, they're different. Matter of fact, even with some of my partners, I don't understand them. We have this competition thing, we have all these things going on. And so Mitch said to me, I want you to come in and help me change that. And if you talk to Sabrina or if you talk to Adam, we changed that over a year. How did we change that? We changed that through coaching each and every individual. Mitch said to me, I want to start at the bottom and go to the top. Maybe we started at the top. Anna, who actually did the cleaning, got coached. All the MAs got coached. All the The retail people got coached. The front desk, the back of the house got coached. Everyone got coached. All the doctors got coached. We changed their practice. If you talk to Sabrina, she will tell you that through the coaching of each and every one of them individually, their business has never been doing better and it's never been more of a joy to come to work. Okay. How do we do this? That's not how we do it. The green arrow? Okay. I needed a— there we go. The big green arrow. So, who was here at the beginning? Did you hear Dr. Diane speaking about millennials? Usually I'm called on to talk about millennials, which is next generation leaders. I'm just gonna talk about it for 2 quick slides. Today, 60% of the world's population are under 30. 40% of the workforce is a millennial. A millennial is someone who was born in 1980 through the year 2000, who is 20 years of age through 35. Most of you are those people. In the next 10 years, 3 out of 4 of your workers, or 75% of the employee base, will be millennials. We need to understand them. There's a dramatic shift going on in the workplace. Not only that, This group has $1.5 trillion, trillion dollars of retail spending. Guess what? Not only are they your employees, they're going to be your customers. We need to understand them. I love talking about it. I can talk about it all day. I'll just tell you a couple of little statistics. That they bounce, as my 24-year-old calls it. Relatively quickly if you're not paying attention to their needs. Turnover with millennials is a big, big challenge. Okay? A big challenge. But all the myths about them being entitled and not knowing how to work, it's a bunch of crap. There's the first curse word. I curse, I'm sorry. Okay? It's a bunch of crap. Here's the deal. We and you need to learn how to manage them. That's what coaching's about. We're going to change your behavior to affect the results in your business. And that's why it's important to understand millennials, because every time you lose a millennial in a business, an average of $24,000 goes out the door. Whether it's with your customer list, like the last lawyer was talking about, or whether it is reduced productivity 'cause you have to send out, interview, send out emails, post, get people in there. Whatever you— losing appointments, they're costing you money. We must figure out what to do with them. Here's what they say about them, and then we'll kind of get off of them. Text messaging, multitasking, advertising leery, attention deficit disorder loving, trend setting, blog reading, information addicted, purpose-driven, social media savvy, tech embracing, fast moving, highly ambitious, quick talking, well-educated, iPod listening, and have the blushing confidence to understand they're gonna go from your front desk to becoming a doctor or an owner in the practice in probably about a month. Okay? I say, so what? That's pretty dang good. I want those people working for me. You give me someone who questions authority and has the blushing confidence to want to grow their career and grow my business for me. And that's what we did with Dr. Goldman's business. We gave them the power to sell, to be commissioned, because it was a business. The business of medicine. Very important, taking care of patients, but the business of medicine. And we took those millennials and we grew as business. So we need to understand them. Here's the other thing about you guys who are in that group as well. You're the next generation of leaders. This is what you love. Collaboration, work-life balance, authenticity, challenge, Right? Flexibility, purpose. There's nothing wrong with any of that stuff. I'm buying that stuff too. I love it. Love it. We just need to figure out how to coach ourselves to create workplaces that respect that and deliver monetary and personal results from it. And okay, how does that happen? Who's the only person in— okay, this is where you get to answer the questions. Who's the only person in the world you can control? Yourself. That's right. My wife's sitting back there. I'd like to say my wife, but after 32 years, I can tell you that doesn't happen, never will happen. It's yourself, right? Yourself. That's all you can— so I am only concerned with moving each and every one of you to be the best when you get back to the office or back to your practice. That's all I'm concerned about. You can coach yourself to be a rock star. Sabrina can tell you we worked on it. And each person you coach is different. And we're going to kind of meet those people. But first we're going to talk about the definition of coaching. Coaching is unlocking your full potential, personally or professionally. It's very simple. Who's ever played on a sports team? What's your coach's purpose on a sports team? To coach? Tell me what that means to you. To give each individual player on that field or on that team direction so they can work as a team to create results. Right? That's what they do. Each person, each different person. They're different, right? Okay. So we're going to talk about coachability, and I have to introduce you to a couple of people that I've met along the way. And these three people actually come from a law firm, although you can guess who you are in this spectrum too. As we introduce you to them. The first person I'm going to introduce you to is Eager Eddie. You can almost guess by his picture that Eager Eddie, he wanted coaching. He loved coaching. He was a natural networker, good with people, good in front of, you know, speaking. You know, he could get business. That was Eager Eddie. Okay? Any of you Eager Eddies? Then we have Reserved Rachel. Reserved Rachel, she wanted, she knew she needed to build her practice. She knew she needed to get into it and create networking, and she wasn't unpleasant, she was just shy, right? And then we have Tight Tim. You guys know Tight Tim, right? Tight Tim is super technically proficient. The best lawyer or the best doctor you know. Tight Tim can do backflips, right, just off the floor. Tight Tim's awesome, but Tight Tim is kind of an ass, right? He's tight. Tight Tim actually thought the coaching, when we got to his workplace, was because he did something wrong. And he didn't need that because he was Tight Tim. He could do backflips, right? Which one of these people do you think was the most coachable? Let's take a vote, a show of hands. Who thinks eager Eddie? All right, almost half the room. How about reserved Rachel? Oh guys, you like reserved Rachel, wow. How about tight Tim? No one's giving him shit, right? Nothing, he gets nothing, tight Tim. Well, here's the deal. They're all coachable. They're all equally coachable. It's like that sports team I was telling you. They just need to be coached differently. And the same thing is true about your employees. Matter of fact, Sabrina might tell you she was a little tight Tim-ish with me. But if you heard her espousing what we did for her firm and did for her as an individual, she moved from tight Tim to eager Eddie in a month, okay? 'Cause we found that for her. So no matter who you are, there's hope. And no matter who your employees are, they're coachable. Okay? Here are the steps to coaching. Here's what we focus on. Results, doing it from the inside out, authenticity, which is the most important thing that millennials care about, which is being real. It's this generation's thing. You guys know that. It's about being real and being transparent. No nonsense. And then value. Contributing value to others and being a giver and making results. So we're gonna talk about how you use those things to basically coach yourself. First thing is results. We're in a business world. We're in life. Everything relates to a goal or a result you have to create with your practice. More patients, better relationships, protecting your business better, learning more of the technology, being able to create a research department, being able to work with all the vendors out there, you know, work on your whatever deals you have. And at Goldman Butterwick, I learned lots of things about that in particular business, and they're amazing at it. It all depends on what you're gunning for, your results. You must set goals. If you set goals, statistically, we study this as coaches, and you'll have an 11 to 25% better chance of hitting them. It's as simple as that. Even if you say it, you put a commitment out in the room, you'll have it happen for you. The first thing is, I want to know from you what your result is. What are you looking for to do, to be better at, personally or professionally? Same thing, okay? Number 2 is, we work from the inside out, and that's why Tight Tim, Eager Eddie, right, and Reserved Rachel are all equally coachable. Because we go from the inside out. We find what they need, what's their thing to coach themselves, okay? So who are you? That's where we start. We have a system, and our system goes, "I need to understand myself first. If I cannot understand myself, because I'm the only person I can control, How am I gonna build relationships with others? And how am I gonna create results? It's as simple as that. That's the formula for success. So we start from the inside out. That's how we work. First thing we do is strengths. Anyone take Strengths Finder 2.0? Anyone know what that is? Back there. Mike took Strengths Finder 2.0. It's a quick assessment, a baseline on how you think and what you do. And what you want to be to the world. We start with your strengths. Then we make you figure out what your values, skills, and passions are and how you want to apply them. We move then to your brand. What's your personal brand? What do you want people to say about you? My 3 brand words are this: bold, generous, and empowering. And I know my 3 words are accurate because we did a test. And we did a test of a whole group, focus group of people that knew me. And they came up with my 3 brand words after I came up with mine. And they were motivating, direct, and giving, right? Bold, empowering, and generous. The world sees me as I want to be seen. How much better does it get than that? Okay? You guys need to figure that out for yourselves. And there's simple exercises to do it. And then we figure out from your strengths, your values, your skills, your passions, your brand, what's your story and how do you connect with other people. It's a simple process, but you need to go through it. And at the Goldman Butterwick firm, every one of their employees did this to create the best workplace they could, which created results, which was mo' money and a better workplace. That's what they did. Okay. You cannot fake this stuff. That's the thing. And Sabrina will tell you. It always comes back to what you can control, right? You answered the question right. Who can you control? Yourself. So you need to be real and authentic. I have a question for you. And here's my question. What is the single most important life-work skill? What is it? Scream it out. What do you think it is? You're sitting right in front of me, so I'm not going to do it again. How about the gentleman over here with all the beautiful ladies at his table? I don't know how you did that one. Uh, mostly communication. Communication, number one answer. What else?

Passion.

Passion. Honesty. Honesty. What else? I said my 15-year-old, I asked him the question. He said forgiveness. I'm like, holy, what did you do, you know? The number one answer is communication, but what do you think the answer is that I think it is? Here it is. It's building relationships. Communication's a part of it, honesty's a part of it, passion is a part of it. Why is building relationships the most important thing? Come on, guys, you're doctors.

Trust is really valuable.

Trust is valuable. Of course it's a commodity. What else? I'll tell you why. Here's the answer. We're human beings. Every interaction we have is with another human being that controls power, money, love, sex, information. Most of the time we're doing all those things with someone else. Okay? It's the product of being a human being. If you don't learn how to create a relationship, then you're not gonna be able to have employees. You're not gonna be able to have clients. I mean, what's the number one thing you do? Get clients to come back, to want, right? They want it, after Botox they want a peel. And then they want some Juvederm, right? Voluma, whatever it is. They want it. And so you need to create relationships to be able to do that. The problem is we don't teach this in medical school, do we? I mean, maybe you have one course, right, on patient care and how to deal with a patient. But the basics of building a relationship, understanding yourself first, your brand, your story, your strengths, and then getting it done. We just don't do that. Building relationships, again, I'm going to point out a study. The Carnegie Institute will show you EQ— you know what that is? Emotional quotient— versus IQ, things you learn or read in a book, which, by the way, now, We can just get them here. We can be as smart as we need to be. Now, obviously, we need to be smart, especially in esteemed professions like yours, but we have IQ here. We're not spending enough time in grade school and high school and medical school, once you get out in your practice, in understanding the art of building relationships. Coach yourself to do that by knowing yourself first. Put your oxygen mask on first. So you can be able to extend and communicate and create great relationships with other people. All right, here it is, the fourth rule, providing value to others. How many of you, and I know Sabrina would tell me this, that Dr. Goldman and Fitz, who was there before him, before he passed away, they were huge mentors. They changed her life, right? She jetted off to London to go give another speech. She's 32 years old. She's the most fabulous 32-year-old I know with the most successful practice, and she had mentors to do it. How many of you are looking for mentors or have mentors? Yeah. In life, we're searching for mentors all the time. Here's what I'm going to tell you, the secret to coaching yourself. The best mentor that you can ever have is who? The same answer you gave me before, it's yourself. So many times when we train thousands of millennials all year long, thousands, they're telling me, if I could just find a mentor that would take me out and see how smart and special I am. Dude or dudette, I'm telling you, you're your mentor. Figure out how to attract to those people and get your own path. This is about coaching yourself to be your own best mentor in all those things. And then once you learn to coach yourself because you've put your oxygen mask on, you can coach others and share value and contribute and give again. And then you have a practice like Goldman Butterick that grew 20% in a year in an already amazingly successful practice. It's unreal what you can do when you give to others. And that's why I love my friend Mitch. He wanted to give to everyone. Super generous. The ability— and he knew giving to them, giving to his patients, would help him in the end, right? So he was a giver. So teach yourself to mentor yourself so you can be that mentor for others. That's the value that you can provide. I'm going to go to millennials and you guys. Because this generation of yours, we love on-the-spot recognition. And I don't know if it has something to do with getting a trophy for standing on the sidelines in soccer and picking your nose or whatever it was, but we got trophies for everyone. Our whole life when we're a millennial, everyone told us how special we are. And I'm not saying you're not special. You're completely special, all of you individually, especially if you learn to coach yourself. But they love recognition. How are you going to recognize the people in your office? What does your future worker look like? What does your future customer want to be recognized like? How do we give value to them by recognizing great work and good things each and every time? So those are the 4 rules, right? Results. Inside out, being real and authentic to create relationships, and contributing value. The best way to do that is to ask a question. Guys, know why it's so powerful to ask a question? I should have asked the two lawyers who were, you know, you go to law school for 3 years just to learn how to ask questions. They all should be amazing salespeople and relationship developers. Why are questions so powerful? Anyone want to take it? Come on, someone give me some loving. Questions are— what's that? They provoke thought. What is people's favorite topic? Themselves. If you ask a great question— Dale Carnegie, 1936, "Themselves, Themselves, Themselves." If you ask someone a question about themselves and engage them for all the vendors out there, it's the number one thing you can do. They immediately do what?

They lean in.

They like the conversation. They enjoy talking about themselves. The same is true of our workers. The same is true of figuring out conflict with people. Instead— so we worked with Goldman Butterick. Stop yelling at each other. Stop telling each other things. Ask them, help me understand why you did that this way and you thought it would be a good result. Help me understand when you took a client from me off my schedule or whatever, why were you thinking to do that? Instead of, why'd you, you know, don't do that again. Why'd you do it? Well, maybe there was a valid reason, and there probably was a valid reason. Scheduling conflict, someone was leaving, someone asked for it, all those things. We have a whole 2-hour session on the power of the question, but I'm telling you, if you can learn to utilize the power of the question, you will be able to coach yourself to being the best person you can be, the best manager, the best friend, the best husband. Can I get a clap for that one? So, here's what I'm going to leave you with, and you take what you want. Focus on and set big goals for yourself, for your practice and for yourself as an individual, okay? And for your team members. And talk about it. From the inside out, go buy Strengths Finder 2.0 by Tom Rath. Take your strengths and start to delve into learning what your strengths are. Write a list of your values, skills, and passions, okay? Understand what your brand is. And by the way, I will leave cards out there. I will walk and help any one of you who call me through this process. Learn to tell your story. And more importantly, connect with other people through authentic, real conversations by sharing things of yourself. We all need coaching. I've presented 3 times this weekend at different things, and in the back my acting coach was sitting there, and my wife was sitting there, right? And I'm asking every time, how do I do this better so I can create more value for the audience? I live coaching myself. It can drive your wife crazy. She will tell you that. But I want you guys to really figure out how to authentically want to improve, what stands in the way of your practices being better is you. That's it. It's as simple as that. Become your own mentor. Be a giver. And learn how to mentor other people. And so with that, I want to tell you what Oprah said. Who knows who Oprah is? I know you're millennials. You know who Oprah is? Do you remember that episode where everyone in the audience got a car? You get a car. You get a car. You get a car. You— it was like the coolest thing in the world, right? Well, today I'm going to give you a similar gift. You get a coach, and you get a coach, and you get a coach, and you get a coach. It's who you are when you look in the mirror. That's your gift. I'm going to say this as nicely as I can: go coach yourself. Okay? Go coach yourself and figure it out. Thank you for your time, and I hope you enjoyed it.

I feel ready. Yeah, thanks, Dan. That was amazing and inspiring and an incredible way to end this awesome conference. I want to say thank you to everyone who attended. Thank you to our awesome faculty who came and took time out of their busy schedules to talk. Thank you to Bryn Mawr Communications for putting this all together for us. I want to have a few minutes of any questions or final thoughts before we adjourn to lunch. Experiences, thoughts, ideas? Adam, do you want to say anything?

I just want to say a few words. I mean, those that are still here, I want to thank Dan for such a great presentation. We definitely got to move you to the front of the