AADOM Guest Post: It Takes a Village: Building Team Unity and Respect in Your Practice

Helping team members understand the importance of their position and that of their peers is one of my favorite challenges to address.

It never fails…

• The seasoned team thinks the newbies are clueless.
• The newbies think the seasoned team feels it is “their way or no way.”
• The clinical team does not understand why the admin cannot decipher charting.
• The admin does not understand why the clinical team takes so long to chart.
• The treatment coordinator thinks their patient should come before all other patients.
• Doctors do not know how much “behind the scenes” their new ideas create.
• Practice Administrators…well, we are perfect.

I am poking fun at the situation; however, there is a grain of truth in each statement.

The big question is: how do you approach this topic and get everyone to buy into the concept that everyone is as important as the next person?

Building Team Unity from the Very Beginning

For me, it starts with the interview.

I explain to every applicant that each team member is as important as the next. I do not care if you are a doctor or a sterilization technician; YOU ARE ESSENTIAL.

By emphasizing the importance of every position and treating each employee with equal respect and value, you set a positive tone for teamwork and collaboration from the very beginning. This helps attract candidates who share your values and reinforces the culture of inclusivity and appreciation.

I have had the unique opportunity to work as an insurance, financial, treatment coordinator, and practice manager at the front desk. During COVID-19, I even had the opportunity to assist with sterilization & pretend to be an assistant to see patients occasionally.  Looking back, I consider this a badge of honor and my secret superpower.

Each Team Member’s Role Is Important

Having spent time in these roles, I know how important it is to step back and consider each position when making decisions about the practice.

• How does this affect their role?
• What obstacles will this create?
• What are the benefits?

I also make it a point to discuss each decision with a critical player in that department to ensure I keep their current perspective in mind. I encourage the team to speak up when something is not working and value their suggestion.

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Using this method, you will make more informed and practical strategies that address the needs and concerns of everyone involved. You will develop strategies that optimize workflow, improve communication, and enhance efficiency. Do not be afraid to correct the course when you learn something that does not work as you had hoped.

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Take a Walk in Their Shoes

I have recently taken my approach and implemented “Walk in each other’s shoes” training.

For example, my clinical team demonstrated what it takes to fix a broken bracket for my admin. Conversely, my admin showed my clinical team what it takes to enter a new patient into the practice management software.

These exercises are a powerful way to build empathy, understanding, and a shared purpose amongst team members.

When choosing what “shoe” the team needs to experience, I reflect on the pain points.

• What frustrates each position?
• What is time-consuming during their day?
• What procedures create the most confusion and questions?

Witnessing those “light bulb” moments amongst the team is genuinely priceless.

Remember, this challenge is ongoing for every manager, every day. As you see turnover in your practice or as team members are promoted through your office, you need to constantly create a culture of mutual respect, unity, and consideration for others.

In short, “it takes a village” to run a successful practice. However, most importantly, no one will stay in your village if you do not take care of your villagers.