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What if the biggest obstacle to your business's growth was actually yourself? Last year, I learned some hard truths about leadership and growth from losing control of my practice and then almost losing my practice.

Navigating the Toughest Period in Professional Life

Last year, 2023, was undeniably the toughest period in my professional life. Every morning was a struggle, filled with dread as I faced another day at work. The anxiety from merely checking my phone’s notifications was overwhelming, as each message seemed to only bring complaints—about me, the business, or team issues. This tumultuous environment was a direct result of my leadership approach. I had inadvertently taught my team that our established procedures and protocols were optional, as there were no consequences for breaking them, leading to a lack of accountability and a quick erosion of our established norms.

As the leader of my dental practice, I’ve always felt the weight of responsibility, not just for the health of my patients but for the well-being of my team. But last year, the culture within my team took a nosedive into toxicity, and the effects were far-reaching—more than I had ever anticipated.

Financial Wake-Up Call: Transforming Workplace Culture

I remember sitting at my wife’s dinner table late one evening waiting for dinner (as we had just gotten married and her dad was cooking us a delicious dinner), reviewing my financials, and I felt a pit in my stomach. I realized I was just weeks away from not being able to meet payroll. This was a wake-up call I couldn’t ignore. The stress of the team’s disarray wasn't just costing me my peace of mind; it was about to cost me my entire practice. It was a pivotal moment.

Addressing Toxicity and Building Accountability

Determined to regain control and stabilize my mental and physical health, I resolved to transform my leadership and management approach. It started with dealing with difficult situations directly and evolved into a broader strategy to reshape the practice’s culture. Anyone unwilling to abandon toxic behaviors was encouraged to find opportunities elsewhere.

Embracing a Top-Down Approach and Core Values Alignment

This transformation was not just about personnel changes but about a fundamental shift in how we build our team. We adopted a top-down approach, starting with a strong operations director who aligned very much with our ideal core values. He was then able to identify and locate new team members who fit with our core values. Five months into this new phase, the positive changes are apparent. Our team is not only aligned with our core values but also actively supports one another in meeting challenges positively.

I now find myself invigorated by a team that not only shares my goals but also embraces our collective challenges with optimism and resilience.

Next week, I'll delve deeper into why a top-down hiring strategy can be an effective approach to building up a team.

Reflecting on my own challenges and the growth they have spurred, real transformation began the moment I stepped into discomfort. I encourage everyone to embrace the necessary discomfort that change requires.

❝ Everything you want is on the other side of a few hard conversations. ❞  - - Tim Ferris 

Please share this message with people who might be facing similar challenges, and we can support each other in our paths to improvement.

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