Buying an existing dental practice is an exciting time, especially when it’s your first practice. Perhaps you’ve been there for a while as an associate and know the systems and players well, but if you haven’t, you have many considerations to ponder, especially when it comes to the employees already in place. Who are the go-to people? Who will pose a potential problem? Will they be supportive? Can you TRUST them? Will they help by making patients feel comfortable with you there?
Fear of the Unknown
That fear is a two-way road, and the team is just as nervous as you are in the beginning. Some common concerns from their standpoint:
- Will the new boss “clean house” of current staff?
- Will pay structures change?
- Will they be kind?
- What is the quality of their dentistry?
- Will they try to change everything right away?
- What are the new expectations?
- Will patients like the new dentist?
All very rational concerns, especially if the selling dentist isn’t staying on to help cushion the change. When a team has been working together-even if they are a bit dysfunctional or are working in a bad company culture, in their opinion, a known entity is usually more comfortable than that of an unknown one. They often tend to stick together in an “us against them” mindset until proven otherwise, even when they are being extra-helpful and kindly helping YOU onboard.
Best Practices for Helping Everyone Make the Transition Easier
- Get to know the team
You can’t be certain who your true supporters and most valuable assets will be until you’ve spent some time with them. While one or two may begin by being overtly helpful, it may be only to try and solidify their value to the practice. Unless someone is downright rude and causing turmoil from day one, assure everyone that you won’t be making any changes yet. There is a good argument to be made for having a team meeting right from the start whereby you thank them for staying with you, and that your hope is to keep everyone in their positions, but there will be a probationary period followed by a new employment contract. This protects all parties and sets realistic expectations.
2. Ask for their help
You probably have a good idea of what role each person occupies, but ask them to take a few moments to jot down exactly what responsibilities they cover, what expanded functions they might have and a little bit about their history in the office and dentistry. Once you have this, you’ll have a clearer picture of who is accountable for what, and who you should tap into when you need to.
Enlist their help to make the transition easier, and be certain that THEY know what you’d like them to tell patients of record going forward.
Also, be sure to share your experience and commitment to providing excellent care to the patients.
3. Avoid huge changes immediately
Of course you want to make the practice your own, as well you should. However, barring any glaring issues, get your feet wet there for a bit, first. See the ebb and flow, identify gaps and deficiencies as well as what’s working well. You’ll have less resistance to change by doing so. If you’re giving each team member a 90 day probationary period, give yourself one, as well, so you can truly get a feel for things. Once you’ve hit that mark and have new employment contracts in place, everyone will begin to coalesce under you, and hopefully embrace your changes as you roll them out. A word to the wise: help your team embrace a growth mindset… they may fall back on the “that won’t work here” mentality. Focus forward- if they come with that excuse, turn the conversation around by instead asking them why and to offer up supporting facts. Perhaps they’re right- and it might simply be a function of needing something else to help that change become successful. Keeping with the concepts of Appreciative Inquiry, find ways to capitalize on everyone’s input to help facilitate the positive change you seek.
4. Be honest and open when communicating
Little is worse than the fear of the unknown, and the team you have in place might not know you. Being transparent and authentic are hallmark qualities of an excellent leader, so you’re better off beginning that way. When you’re engaging with them, listen not only to learn, but to share. Don’t pretend to have all of the answers- no one does, and good leaders know this to be true. Make them aware of not only where you want to go, but, in a positive way, what challenges you’re facing.
5. Model the behavior you expect
How you comport yourself and how you show your values is contagious: your team will follow your lead as they’re taking their cues from you. If you expect hard work- then work hard yourself. If you expect integrity- model it to them. If you like a relaxed atmosphere, they’re going to become so, as well. Everything is on the table, so do as you want others to do.
6. Be aware of who came before you
Finally, it makes sense to understand, as best you can, what kind of dentist- leader- boss you’re replacing. They set the tone and culture long before you arrived, and helping your new team remove unwanted habits or perceptions may be hard if you don’t understand what you’re dealing with as soon as you can.
Rounding it All Out
There is trepidation for most people when they’re assuming the boss-leader position- and rightfully so, but it need not be a scary thing. If you keep the points listed above in mind, you’ll find you’re off to a good start. Enrolling the help of an executive coach can help you to learn how better to lead and manage people. You (hopefully!!) hired a transition consultant, an excellent attorney who focuses on dental practice transitions , and a CPA who specializes in dental offices, so why not give yourself a head start on becoming the new leader your team needs today?
Until next time,
Peace, Joy and Success to you all!
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Ascendant Dental Development LLC is built on the solid foundation of positive communication, both in the workplace and personal space. As a certified coaching resource with over 30 years in the dental field, we bring a new twist to dental practices and staff, focus primarily on leadership, team-development, communication skills, and workplace culture. We offer in-office workshops, individual coaching and also provide lectures to larger groups. We are proud members of many organizations including the Institute of Coaching, the Via Institute and others. We are currently filling our schedule for 2019-20 and encourage you to call us Toll Free to learn more
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