Before making any change, whether in life or business, most people go through a process: they think it over, seek advice, do some research, and then make a decision. Change is rarely easy. It stems from a desire for a different outcome than what you’re currently experiencing. And that can be uncomfortable, even if it’s necessary.
This holds true in dentistry just as much as in any other profession.
Why Change Is So Hard in Dental Practices
Dentists and their teams thrive on routine and predictability. The daily flow of patient care doesn’t often change and that consistency becomes a comfort zone. But that comfort can quickly turn into resistance, even when you know your systems and results could be better.
Change is possible to implement on your own, but it’s difficult. And when change efforts fall short, they leave behind frustration and reluctance, making future improvements even harder to adopt.
Why You Should Consider Hiring a Coach
You already rely on professionals in your personal and business life, your accountant, lawyer, financial planner. A coach or consultant for your dental practice should be no different.
The key is to build an ongoing relationship with a coach. Why ongoing? Because just like sticking to a diet, sustaining change is hard. It’s easy to start strong and slowly slide back into old habits without even realizing it.
How to Choose the Right Coach for Your Practice
Finding a coach is an important decision. Here’s a step-by-step approach to selecting the right one:
1. Ask for Recommendations
Talk to trusted advisors, your accountant, banker, or lawyer, to see if any of their clients have worked with a dental coach they’d recommend. Ask fellow dentists, too.
2. Set Up Initial Conversations
Reach out to your shortlist of potential coaches and schedule calls. Share what’s happening in your office, your goals, challenges, and the results you’re looking for. The right coach will listen carefully and demonstrate a clear understanding of your specific needs.
3. Talk About ROI
If you’re looking for a return on investment, bring it up early. Ask how the coach will help achieve measurable results. Avoid vague promises, look for a defined plan tied to specific outcomes.
4. Ensure the Right Fit
Get to know the person who will actually be coaching your team. Is there a personality match? The stronger the connection between the team and the coach, the smoother the process will be.
5. Be Ready to Support the Change
Understand that your team may feel some resistance at first. That’s normal. Your role is to support the coach through this period and help guide the team through discomfort until confidence grows.
6. Insist on Accountability and Transparency
Make sure your coach provides regular progress reports so you stay in the loop. Ask questions. Know what your team is learning so you can reinforce it and replicate it if needed.
Coaching and Change Go Hand in Hand
You have two options:
- Keep doing things the way they’ve always been done and continue wondering if things could be better.
- Or take a chance, embrace coaching, and create meaningful change that improves your practice, team morale, and patient outcomes.
Take the chance and start the change.
