Creating a Team

“A team effort is a lot of people doing what I say.” Michael Winner, film director

What makes a loosely joined group of people actually become a “team”? For most of us, the burning question remains: what’s the spark, the golden moment of joining that has people come together and react, learn and perform at high levels? This “aha” moment is what most dental teams are looking for…right now. If your team is in chaos, just forming or looking for the next level of performance, here are a few MUSTS that you’ll need to have in place to get the team you want.

Teamwork Starts at the Top:
The most successful teams have a passionate and committed doctor. It’s easiest to implement change, work together and communicate if your leader is fully engaged. If you find yourself pessimistic, hesitant or less than 100% available, take the time to examine what’s keeping you from leading the team. If you can’t be present, upbeat and willing, your team can’t either.

Involve the Whole Team In Everything
It’s easy to allow a few key players to carry the team. However, when your less-than-perfect employees are “warming the bench”, they can’t step up, take responsibility and get better. Involve the whole team in goal-setting, planning, the daily huddle and weekly meeting. Everyone should have some part of the practice that they are accountable for, so they can report and make requests of the rest of the team. People who aren’t involved cannot contribute. And people who can’t contribute at some higher level eventually tend to move on…so keep your team in place by making them all important.

Hire ONLY SuperStars
Mediocre employers with low standards have mediocre team players. Think of yourself as a “major league player” – you only want the best, most talented teammates. If you’ve been hiring without checking references, having cursory interviews or neglecting to behaviorally profile potential new-hires, it’s time to raise your standards. Make bringing on the best employees available in your area a priority. No one ever made it to the Super Bowl with marginal players, right? You must be passionate and firm in your commitment to work only with the best. Even if they cost more in payroll, a great employee will pay for themselves quickly.

Nip Bad Behavior in the Bud
Nothing will kill that team spirit like one team member who gets away with murder. If you have behavioral issues or abuses of power or freedom, DO NOT HESITATE. Take the offender aside and reprimand them. Ask for a change in behavior, specifically state what will not work in the future and get a commitment for change. Monitor the person closely for reversal. If you allow someone to behave in a way that is inconsistent from the expectations of the rest of the team, you’ll never have the teamwork you’re looking for.

Set Goals and Profit Share
Many times when we have teams set production and collection goals, they are far higher than the doctor might have expected. Give your people some credit and let them participate in the goal-setting process. Determine your breakeven (staff salaries multiplied by five) and share 20% of whatever you collect over that with your team, divided evenly. You’re right, money is not the only motivator that encourages employees to perform. What does give them a charge is being part of a “movement” – the shift of taking your practice from average to extraordinary is worth sticking around for and is exciting. Great teams thrive on excitement, doing their best every day and winning – and rewarding the players financially is one impactful way to have them “get it” quickly.

Play Together
High-performing teams enjoy being together. Spend some time outside of work celebrating successes, brainstorming ways to make things work more effectively and having fun. Take your team to continuing education in your area. Come in one day every six months to care for one another. Plan a calendar of events during the year that supports closer relationships, and be sure to follow it. Nothing should be more important. If you have people on your team you don’t enjoy being with…it’s time to rethink your staffing priorities.

Coach It!
Like any good coach, you must point out where each person is performing well and areas where you know or expect that they can improve. Coaches can see the overall game plan, and even when direction isn’t clear or the answer isn’t immediately apparent, they are able to move forward and lead. Like John Wooden (former UCLA head coach and winningest coach of all time), you should be talking to your players ALL THE TIME. He never stopped giving advice, praising and critiquing the people on his team. Always with respect and kindness, he selflessly pushed his players to the limits of their abilities – to greatness. Developing the talents of your employees should be job number two…right after doing dentistry.

Most of all, a team is about shared values, commitment to standards and a passion for excellence. And that team feeling is really all about caring and collegial respect. Create an environment where mutual respect and standards are put first, and your team will flourish.