If you’ve felt tension building between teammates—especially the “I’m carrying more weight than everyone else” vibe—you’re not alone. I’ve seen it in my own organization, on 1:1 coaching calls, and in our group coaching sessions. The good news: with a few mindset shifts and simple systems, you can convert resentment into momentum for your practice.
Two Rules That Change Everything
Before tactics, start with beliefs:
- People are inherently good. No one drives to work planning to torpedo the day.
- Most problems are errors of understanding. Miscommunication, not malice, is usually the culprit.
When leaders and teams adopt these principles, the path to resolution gets much shorter and calmer.
Make Checklists a Team Sport (Not an “I” List)
Uneven workload feelings often pop up at day’s end: one assistant finishes early and heads out while a hygienist is drowning. The fix isn’t a lecture—it’s a better checklist.
Add “we-first” tasks to your end-of-day lists and prioritize them above individual tasks:
- Sterilization caught up and closed
- Walk the halls: is anyone behind?
- Hygiene support: seat the next patient, take BWXs, reset rooms
- Check lab cases or tomorrow’s setups for the team, not just your op
This small shift aligns behavior with your culture and eliminates the “I’m done, I’m out” dynamic that breeds resentment.
Normalize Peer-to-Peer Accountability
High-functioning practices don’t route every friction point through the doctor or office manager. They practice candid, respectful teammate-to-teammate feedback:
- Seek permission as a team: “We agree to approach each other with curiosity and care when something slips.”
- Use simple language: “Hey Mary, I was in the weeds yesterday. We agreed to hit the team items first—can you help me understand what happened?”
- Respond like a pro: No defensiveness. Listen, clarify, adjust.
This is a core rung on the “winning pyramid”: trust → healthy debate → commitment → peer accountability → winning.
When to Loop in Leadership
If peer conversations happen and the pattern doesn’t change, escalate together. Sit both parties down and facilitate:
- Reaffirm the two rules (good people, misunderstanding)
- Revisit the agreed process (team-first checklist items)
- Set a clear next step and follow-up
You’re not refereeing a fight, you’re aligning on a system that supports patient experience, efficiency, and practice growth.
Why This Matters for Practice Growth
These micro-moments compound. Team-first checklists and peer accountability improve on-time starts, sterilization flow, hygiene reappointment, case acceptance, and morale. Less drama, more dentistry. That’s leadership, systems, and sustainable growth.
Listen to the full conversation on the Dental Lighthouse Podcast for more insights.
