Take the reins as the new practice owner
Stepping into the role of a new practice owner will likely come with many feelings, from excitement and empowerment, mixed with even a little uncertainty and doubt.
While you know how to do the dentistry, leading a team and taking on the business responsibilities can be daunting, especially when you step into an existing practice and team who is used to working with the previous owner.
However, as the new owner, you have the opportunity to make a memorable first impression and show your team the kind of leader you’re going to be. These principles can pave the way for starting off ownership on the right foot.
GET MORE FROM OUR PODCAST
Katherine Eitel Belt, founder of LionSpeak, shows how new owners can master their leadership and communication skills for staff and patients. Tune in for several tips and bites of wisdom to carry on for the years to come.
Create Your Vision
One of the first orders of business when stepping into a leadership role is identifying your vision for your team and what you want to accomplish.
What kind of team culture do you want to foster? Where do you envision the practice and team in 3-5 years? What personal values do you also want your practice to reflect? It could be honesty, integrity, open communication, support, growth or another value that empowers you.
You don’t have to have every single detail figured out, but you should know what you hope and dream to create. Your vision may even be similar to the previous owner’s, but regardless of that, it’s important to be who you are and be true to yourself. The human being has a radar for authenticity, and your team will look for that in their new boss.
Extend the Invitation
Once you identify a direction, you’ll want to surround yourself with the team members that align with your vision and can help you execute it. This starts with an invitation.
Lay out your vision for the team and frame your message as an invitation for the staff to join. It’s ultimately up to each team member to decide if being part of your vision is the right choice for their life.
No matter what they choose, have respect for their decision. You should only want people on your team if it’s a good fit for them and for you. If they accept your invitation, ensure they understand what they’re signing up for and that you’re happy they want to be a part of it.
No need to be concerned if the staff is incredibly loyal to the previous owner. The team just needs some time to get to know you and know that you’re not the big bad wolf that’s going to flip their world upside down. It’s human nature for one to question “How is this going to impact me?”
When you make the invitation, it’s important to paint a clear and inspiring picture. Aim for clarity in your message to prevent confusion, and be ready to answer questions to reduce uncertainty. This will help excite the staff and compel them to jump on board with you.
Encourage Alignment
Ultimately, a team that aligns with your vision, values and culture promotes success for the practice. A good team is excited as you are and brings creative ideas, innovation, support and encouragement to the practice.
Aligning the team may not happen right away. During this time of transition, it’s key to affirm the team and find a place of agreement. Acknowledge their apprehensions. Let them know that you understand change is hard, but you’re amazed by their determination and strength through it all.
If there are any misalignments among team members and your vision, ask the individual(s) these questions:
- Are you clear about what the alignment needs to be?
- Do you want to get into alignment?
- How can we close that gap to become aligned?
The sooner you get misalignments out in the open, the sooner you can address them.
As you start to get into a routine in the practice, keep reminding the team what the bullseye is. It’s not just one meeting, but rather, multiple discussions to keep the momentum going. The goal is for every team member to understand the vision and values, and feel excited to be part of the journey.
At NDP, we strive to empower doctors as they make the transition from practice buyers to practice owners. Our team of transition consultants can guide you through the ins and outs of the buying process and set you up for success in your practice.
GET MORE GUIDANCE ON COMMUNICATION:
LionSpeak is a communications coaching company dedicated to teaching the powerful art of unscripted, authentic communication and personal leadership skills. Along with a team of experienced coaches, master speaker and coach Katherine Eitel Belt provides customized coaching programs to hundreds of dental, veterinary, healthcare and corporate teams worldwide. Learn more about their programs and offerings by clicking here.
