If you’re familiar with Spark, you know we wholeheartedly believe this core principle: people support what they help create. 

If you want a growing, thriving dental organization, you need your team to be on board with your biggest goals. You need to be able to enlist the support and dedication of your staff. And, the best way to gain that support is by involving your team in the process of growing the organization.

Simply put, if you want people to support your goals, you need to include them in your goals.

Here are 3 ways to do this in your group practice:

#1: Involve Your Team in the Decision Making

It’s human nature to favor your own ideas and be skeptical of the work of others. You’ve likely seen this play out time and again when your team doesn’t support the rollout of an initiative. You may have even seen people go so far as to sabotage it. 

It’s crucial to gain the buy-in of your team to truly make an initiative successful. We believe that the most effective way to gain that buy-in is to involve the team in the outcome. Whether it’s a new process in the dental practice, a holiday party idea, or a new compensation structure, the more you involve your team in the decision-making process, the better they will accept the outcome. 

Even if the outcome isn’t exactly what the team member voted for, being able to provide input into the decision creates a feeling of inclusion and involvement. Knowing they had a chance to voice their opinion helps them more easily accept the final decision. 

NOTE: It’s also important that when gathering feedback from your teams on a decision you let them know who the final decision maker is. Whether the leadership team will have the ultimate say or a vote from all team members will be the final decision, be clear on how the decision will be made and who is making it. This will help prevent confusion and mistrust if your final decision differs from your team’s suggestion. 

#2: Involve Your Team in the Problem Solving

If there's a problem in your organization, consider asking your team for input on how best to solve it. Not only does this help them to feel more invested, it also creates better solutions.

Most leaders can agree that they are somewhat removed from the day-to-day operations. By including your team in the process of problem solving, you are soliciting the feedback of those that are closer to the day-to-day activities. Many leaders ultimately find that these team members are better equipped to provide context as to how current processes or procedures can be improved. Team contribution allows for a wider range of ideas and solutions that may never have been considered.

#3: Involve Your Team in the Rollout

Once you’ve made a decision or found the solution to a problem, involve your teams in the rollout and monitoring of those new initiatives. People tend to support the things that they are responsible for seeing through to fruition. 

For example, encourage your team to develop a proposed communication plan for a new decision and ask for their ideas on how to monitor success. It’s also helpful to ask certain team members to be champions for the change. The more you can involve them in the process, the greater their acceptance of the initiative. There's great power in seeing your colleagues support something and feel included rather than pushed into a change. 

Getting Started:

Here some ways to involve your team in the goals of the practice:

• Host a team brainstorming session (virtual or in-person)
• Send out an email survey to your team soliciting feedback
• Set up 1:1s to discuss their thoughts on an upcoming decision
• Have lunch with the leadership team or a small group to solicit roundtable feedback

The logistics may vary, but the goal is always the same: to allow your team to participate in the growth of the organization. Include them in decisions. Involve them in the process. Let them be a part of the success in a concrete way. Make this a priority and you’ll be a much stronger organization for it.