YO! Let’s look at three real-world challenges every dental practice faces: hiring for culture, giving new leaders the time and tools to lead, and coaching accountability without turning into the “bad cop.” If you’re building a high-trust team and sustainable practice growth, this one’s for you.
Hire for Values, Define the Seat
A startup owner asked how to interview better after a few misfires. My answer: start with crystal-clear core values—not just words on a wall, but behaviors in context. Share them early in the interview to attract the right people and gently repel the wrong ones.
Next, define the role with precision: daily/weekly/monthly checklists, outcomes, and how success is measured. A “front desk” can mean 100 tasks; clarity prevents disappointment.
Round it out with assessments and reps:
- Use tools like DiSC, Kolbe, Working Genius and a skills test (e.g., Criteria Corp) to match strengths to the seat.
- Add working interviews and brief “speed rounds” with trusted team members.
- Then, deliver a 90-day onboarding plan, including day-by-day training, owners, and milestones.
Pro tip: Hire slow, coach clearly, and if it’s not a fit—act fast. Systems beat wishful thinking.
Promote Leaders? Give Them Time to Lead
Another listener promoted a new lead dental assistant and felt team friction. It’s a common issue. The lead is wearing two hats—chairside assistant and team lead, with no time to fulfill the leadership role.
Solution:
- Schedule leadership hours (even 1–3 hours/week to start).
- Split that time into deep work (systems, training assets, scheduling, protocol videos) and hallway time (remove obstacles, quick “minute meetings,” coach in real time).
- Document expectations for each hat and adjust the ratio as your practice scales.
This creates visible leadership, better systems, and less resentment.
Accountability: Power vs. Influence
A doc wrote in about associates who “hold people accountable,” but staff say they’re becoming rude. That’s the difference between power (shame, sarcasm, public call-outs) and influence (clarity, empathy, growth).
Try this leadership system:
- Address privately, quickly (a same-day meeting).
- Lead with curiosity and empathy (“Help me understand what happened.”)
- Set clear expectations (“morning huddle starts at 6:45.”).
- Explain real-world consequences (patient prep, team flow, systems).
- If the behavior repeats, “open the kimono” (enlist team support so everyone knows the standard and sees that you’re addressing it).
You’ll either coach up or coach out—both move the practice forward.
Key Takeaways
- Values First: Hire and evaluate by behaviors tied to your core values.
- Define Success: Checklists, outcomes, and a 90-day onboarding plan.
- Right Seat, Right Strengths: Use DiSC/Kolbe/skills tests to align talent.
- Leaders Need Time: Schedule deep work + hallway time for leads.
- Influence Over Power: Curiosity, clarity, consequences—then team accountability.
Want the full playbook on hiring, leadership, and building systems that scale in dentistry? Listen to the full conversation on the Dental Lighthouse Podcast for more insights.
