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The Good Teacher

The Good Teacher

Teaching is difficult. Teachers — especially the great teachers, they just don’t receive enough credit. I have actively been teaching a non credit pharmacy technician class the past 8 weeks, while also performing Preceptor duties for 4th year Pharmacy School students.

What have I learned while doing both simultaneously? 

Obviously the biggest difference is that teaching in the community pharmacy is a more hands on experience in that there’s real life scenarios and people versus teaching in the classroom where there’s only the lecturer, student, book, and  white board/chalk board to convey the message.

In the classroom there’s the “audience effect”. You’re lecturing, and you can easily become the only speaker if there’s not a question you give your audience to answer.  Thus, you have to exert more of your body and brain energy into focused segments to convey an effective message.

This burden of energy expenditure being on the speaker/lecturer can be lightened only by actively engaging the student by using the white board, computer, or book to create examples and questions of real life scenarios.

Energy expenditure while teaching in the pharmacy is reduced in comparison to the classroom. The drugs, the patients, the real life scenarios are there to be be used as living examples of why the student must study physiology, pharmacology, infectious disease, pharmaceutics, and so on and so forth.

The student can easily view the drug by going to the shelf. They can learn the pharmacology and use of the drug by simply looking at the package insert that comes with the drug. They can observe the practicing pharmacist or pharmacy technician and learn from their behaviors, movements, speech, and thought process in working together as a team to produce the appropriate final product. The examples do not have to be created in the pharmacy — because the examples are there to be observed, studied, learned, and memorized for the present and future use with patients that day and the days ahead.

This accumulation of knowledge by the pharmacy student and pharmacy technician while on externship can produce a foundation of knowledge for how to talk, when to talk, when not to talk, and when to act.

First point… Good teaching isn’t a lecture, it’s a conversation.

Second point… Good teachers find common ground with the student — so that the thoughts expressed by the teacher can be easily understood by the student.

Third point…Good teachers find out what their student’s baseline of knowledge is.  By understanding their current knowledge or lack thereof — the Good teacher can elevate and motivate the student to an appropriate and/or desired level of competency.

Conclusion — I have a long way to go in becoming identified as one of the “good teachers”. However, I’ve identified these three points too consider while playing this role.

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Sam Blakemore is the Pharmacy Manager of Peds Rx Pharmacy Solutions. Connect with him via: LinkedIn

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How to approach meeting someone for the first time…

So…what do you do for a living?

We all have our canned answers to describe ourselves to the strangers that ask us this question. So…I suppose for a moment, pause and reflect upon the answers you have given throughout the years.

Think of those times you were hesitant to state your job title; and also think of those times you were proud to state your job title. Consider the times you were either happy, sad, or indifferent when someone asked you “what do you do for a living.”   One thing is for certain; professional competence, college diplomas, jobs, and socio-economic status do not correlate to happiness, fulfillment, and satisfaction.

We are all on a wave but each person’s wave has different lengths. Being self aware and cognizant of this fact provides each of us with small boosts to our emotional intelligence score.

The dreaded “first impression” can certainly have different outcomes when you’re able to live in the moment of a conversation instead of replaying canned questions and answers.

If we agree that human beings are much more than job descriptors and titles; consider your own life story…

If someone had to introduce you in front of an audience; would you expect them to come to the microphone and blurt out your job title and degrees… then walk away from the microphone and sit back down?

Maya Angelou famously said, “At the end of the day people won’t remember what you said or did, they will remember how you made them feel.” Ultimately, that’s what this blog post is about.

When you meet people for the first time, please let the experience be organic. Leave the canned answers and questions in the pantry closet. I have learned from my own personal experiences that this is an important concept to apply in my life. By making this small decision, it has allowed me to not blindly box people into categories or groups—because everyone has their own story to tell.

When you meet a person for the first time, consider this… those diplomas, job titles, and trophies on the mantle are simply short highlights to the various chapters that fill a person’s unfinished book of life.

Take home statements…

  1. You do have a life outside of your career…reciprocate this truth when meeting people for the first time by not immediately going for the “what do you do for a living” question.
  2. Throw the canned questions and answers in the garbage. They will help your conversations be more refreshing and organic.
  3. Instead of asking people what they do for a living, ask instead, “can you please tell me about yourself?” This allows people to have a moment of reflection. They then have an opportunity to decide if they would like to tell you their personal story.

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Author, Sam Blakemore, August 4, 2017.

 

 

 

Considering “workplace levers” in managing office politics…

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Management can be difficult. As you have read from my previous posts the most important resource of any business is its employees. If a manager is unable to effectively communicate and utilize their employees, he or she will not be managing for very long.

Leverage is a principle often utilized to discuss financial debt in the world of business. Financial institutions and businesses can utilize debt to take on more risks in the hopes of increasing revenue and profit margin. In that same respect the employee and manager utilize forms of “workplace leverage” to ensure status and influence within the organization. Both the manager and employee use various levers to elicit a response.

The manager’s “work place levers” 

  1. Hire versus Fire to influence employee behavior and decisions
  2. Praise versus Write Ups to influence employee behavior and decisions
  3. The power to increase salary and dole out bonuses to influence employee behavior and decisions
  4. Positive evaluation versus Negative Evaluations of employees to influence employee behavior and decisions
  5. Internal politics with ownership and co-workers to maintain status and position while influencing employee behavior and decisions

The employee’s “work place levers”   

  1. Underutilization versus over-utilization of sick and paid days off to effect management behavior
  2. Gifts and Praise of management/co-workers to effect management behavior
  3. Positive versus Negative Evaluations of management/co-workers to effect management behavior and decisions
  4. Habitually early to work versus habitually tardy to work to effect management behavior and decisions
  5. Internal politics with ownership and co-workers to maintain status and position to effect management behavior and decisions

I won’t delve to deep into the details of how these actions can be utilized by both the manager and employee; but briefly review each point. Consider the names and or faces of the people that you can associate with each variable. In short, both the manager and employee utilize forms of leverage to elicit responses.

As I’ve mentioned previously, people are as important as financial capital in maintaining a functional organization. For those in management; please take the time to consider these 10 key points to ensure a functional work environment.

  1. Be upfront and honest about the role each person plays in maintaining a functional business.
  2. Value the opinion of every member of the team, and actively demonstrate this by listening to their opinions and actively considering these opinions when creating changes within the organization.
  3. Even in times of disagreement; work diligently to maintain a level of respect for that person
  4. Focus on the value created for the shareholders when trying to create a unified vision between management and employee.
  5. Focus on the quality of the product created for the consumption of your customer when trying to create a unified vision between management and employee.
  6. At a minimum evaluate employees biannually; when evaluating always have a third person involved to witness. This reduces the possibility of arguments and misunderstandings.
  7. Be respectful of the goals your employees have; most likely they do not want to be employees for life. And that is fine. Work with them on creating a 1 year, 5 year, and 10 year plan so that they don’t feel stuck in a rut.
  8. Create rubrics to grade yourself and employees; this shows thoughtfulness and reduces bias when grading employees on their abilities.
  9. During reviews, offer each employee a time to have a moment of reflection. Ask them, “do you have an issue with management, a co-worker, or the organization that needs to be resolved?”
  10. Practice being able to discipline without bias; this practice helps maintain uniformity in the organization, and builds a level of trust for the employee in relation to management.

You will never be able to keep people completely happy. And following this plan will not eliminate every employee’s discontent. I still implore each manager to have a plan, and  stick with that plan during both the good and bad times. Work with diligence to ensure the employees you manage have enough space to consider their place and role in the organization.

We work and work till we are tired. The days and months will pass us by, and before we realize it our most important employees are desiring to leave the organization and often we don’t even see it coming.

Please review my 10 key points; by reviewing these points I hope that you’re able to improve employee satisfaction. It is important that managers ensure that an employee’s concerns are heard. There should be open lines of communication in all phases of hierarchy; ownership–>management—>employee. Communication is paramount to ensuring business success.

A company can quickly collapse under the duress of organizational stress. To prevent this collapse managers must pride themselves on using “workplace levers” in an appropriate manner to maintain balanced scales of power in these “workplace courtrooms” that house office politics in every business and industry.

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Sam Blakemore is the Pharmacy Manager of Peds Rx Pharmacy Solutions. Connect with him via: LinkedIn