“Nobody on my team can make decisions on their own!’

“Everyone comes to me with questions about how to do the simplest tasks!”

Do these complaints sound familiar?

Too many dentists I talk to tell me it is impossible for them to focus on growing their practice because they are constantly interrupted by team members asking for guidance on how to do their jobs. How can you focus on patient care, focus on growth, while constantly being interrupted? How can you be the CEO who pushes their business forward when you face constant distractions?

I hate to break it to you, but a large part of the problem may lie with you, doctor! If you have not given your team the ability to work independently, expect the interruptions to keep coming.

So how do you get them to be more independent? How do you put an end to those questions?

It starts with following these three basic steps:

1. Make your expectations clear.

Communication is key. And the biggest mistake made by most people on the issue of communication is the assumption that it has taken place. Just because you think you made your expectations clear, are you certain your team really heard what you said?

It is essential that you set out your goals and your vision for your practice in a way that is simple, clear, and easy to understand. And do not be fooled by everyone nodding their heads while you speak.

Test them to make sure they understand you, follow up, make sure everyone is truly on the same page. Make sure you have systems in place that keep tasks simple and ensure everyone is following those systems.

Otherwise, you can find people will be working on different agendas all the while thinking they were simply doing as you instructed.

2. Provide the training they require.

Too many offices fall short on training. Why invest in teaching people how to answer a phone? We answer phones all the time…right?

And training on your software? So many team members today grew up on electronic devices. They know how to figure technology out so why waste money on training?

Operating an effective, efficient practice means having everyone following the same plan and the same systems. If you allow everyone to “do their own thing,” you will have inconsistent results.

Invest in the training so you create consistency, everyone understands their role, and they do not have to bother you with unnecessary questions.

3. Teach them to be independent.

So, you did a great job setting expectations and providing training. All that effort can be undermined if you don’t get out of the way. Mistakes will still be made. Team members will still have questions. And your tendency toward perfection that brings out the micromanager in you could be your undoing.

If you really want the freedom to BE the CEO, you have to allow your team to solve problems on their own. When they come to you with questions, never mind just giving them the answer. Your response needs to be “What do you think”?

Perhaps you might have to discuss their solutions and fine tune how they respond. But if you show them that you have confidence in their problem-solving ability, they will feel empowered to solve their own problems in the future.

The bottom line is you want to be a Dental CEO. But you have to earn it through your leadership. Give your team the skills and confidence to work independently. Let them thrive and they will reward you by giving you the time to plan your growth.