Skill elasticity is the new norm—but what’s the catch?
You might be overlooking a key piece of the puzzle.
In last month’s blog, I wrote about the growing need for team members to embrace ongoing skill upgrades. As I stated, there are estimates predicting that up to 65% of skills could turn over every 18 months.
That’s a massive shift.
We mentioned the risk of having someone on your team who resists change—the one clinging to “the way we’ve always done it.” That mindset, I argued, could be an albatross around the neck of your practice.
The feedback I received was fantastic—thank you! Some of you shared that it was a wake-up call, while others were more blunt: “If my team doesn’t keep up, they’ll have to move on.”
But let’s pause there. That take, while understandable, overlooks something critical. If we expect team members to evolve, practice owners must invest in that evolution.
So, ask yourself:
- What have you budgeted for team training?
- Do you have a clear training policy?
These are not “nice to have” questions anymore—they’re essential. Training must be proactive and targeted.
You can no longer afford to simply rely on vendors providing lunch-and-learns as the key to your team training. Don’t get me wrong…these can be incredibly valuable as skilled reps can educate you and your team on the best use of specific equipment or product lines. And who doesn’t love a free lunch?
But let’s be real: as beneficial as they can be, lunch-and-learns are usually specific to a particular product. They may not take into consideration your overall operations and vision. That, after all, is your responsibility…not the responsibility of your sales rep!
If you demand skill elasticity from your team, YOU need a plan.
That plan must include:
- A vision for your practice’s future
- A budget to invest in your team’s growth
- A training policy that keeps pace with technology and patient expectations
These factors are, quite frankly, bare minimum going forward. And if you think you cannot possibly afford to invest in team training, here is something to consider…a recent workforce report found that 94% of employees are more likely to stay with an employer who invests in their development.1
Even if “longer” isn’t clearly defined, we can all agree that reducing turnover matters. After all, if your HR budget skips over team development, be prepared to spend more time and money on hiring—over and over again.
One way or another, you will be spending money on your team. Would you rather spend the money finding new team members or improving the skills of your existing ones? The answer seems obvious to me!
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