It isn’t that I don’t have some fairly strong opinions about politics and believe me - you don’t want to get me started on animal welfare issues like dogs that are untied in the back of pickup trucks on the freeway. I also have some religious views and environmental views. I have music preferences and there are certain corporations I think could do a better job at embracing integrity. I even have opinions on….dare I say it…..gun control. But guess what? My employer doesn’t pay me to educate or “enlighten” those around me regarding those particular topics.
As practice managers we simply do not have the luxury of indulging in sharing our personal views on subjects outside of veterinary medicine. We are an example of leadership for our team, we are the example or “mirror” if you will, of the type of behavior we require from the entire team. Please tell me if you entered the lobby to find one of your receptionists pontificating on the virtues of the Rush Limbaugh show or the pure brilliance of the Ed Schultz show that you would pull them aside and have a discussion on boundaries and professional behavior. Not because you agree or disagree (or even give a hoot for that matter) but because anyone within earshot of the team member who is representing your hospital - might.
There are several risks associated with sharing our personal views and one of them is an almost certainty (a bit of a paradoxical phrase but humor me here). It does not take a very large audience in the average neighborhood to produce people of opposing views, so it is fair to say when we voice a specific side or opinion to a topic we will almost certainly alienate someone. Perhaps a client will be a little less bonded or trusting because let’s face it, if I can have a completely opposite belief system than they do on politics or religion, women’s rights or gun control then my judgment is probably suspect in general.
Likewise it can fracture a team into picking “sides” or even deciding a certain DVM can be mocked behind their back for what is consider to be clearly ignorant views.
If you suggest to me we could use these situations as learning tools to teach tolerance, I would counter that it is an unlikely element of our job description in this situation. Perhaps lessons on professionalism, self control, boundaries or even awareness on how to keep body language in check so that the eye rolls and guffaws are not an immediate give away that you vehemently disagree with a clients view on whether the toilet paper roll should unroll from in front or behind. But lessons on true tolerance? I propose that takes a much different, time consuming and more dramatic series of lessons than the average practice manager can dedicate to the cause. In other words, we don’t tolerate it or negotiate it any more than we would the use of curse words.
Does that mean we can’t recommend a restaurant? Of course not, don’t get crazy on me.
Does it mean ALL clients and team members will respond dramatically if I express opposing views to theirs? Nope.
But I’d like to think we all recognize and respect (and expect) these boundaries because we understand the risk to the practice as well as our own reputation.
Now, want to talk politics, meet me out back, off duty. I’ll be the one if the floppy hat and big sunglasses.