Are you putting the cult into your culture?

 Cultivating a Compelling Dental Practice Culture: The Power of Values and Vision

A successful practice is built on so much more than just clinical skills. There are 10 essential habits and skills that you must master if you are going to be successful. One of those habits and skill is the leadership element of  creating a practice culture. The ability to create a culture that is so compelling, attractive, and motivating that your team and patients are drawn to it.

To achieve a cult like culture it's crucial to define and live by a set of values and a clear vision that guide your practice. Your values and vision need to be so strong that they create a culture akin to a "cult" – not in the negative sense, but in the sense of unwavering dedication and loyalty.

Defining Your Values

The foundation of any compelling culture starts with well-defined values. These values are the guiding principles that shape your practice's behaviour, decisions, and relationships. Once you know your values every decision is easy. The foundational step for any practice or associate is to define your values, yours are unique and they are what will differentiate you from the crowd. What will set your compelling culture apart is the unwavering commitment to these values. They should not merely be words on a wall but beliefs that are deeply ingrained in the DNA of your practice.

Creating a Vision that Inspires

Your practice's vision is the destination you're striving to reach. It's the North Star that guides your journey. The vision should be ambitious yet attainable and should resonate with both your team and patients. When crafting your vision, consider questions like: What do we want to achieve in the next five or ten years? How do we want to impact our patients' lives? What does success look like for our practice? What is your lasting legacy?

The Cult-Like Culture

Now, let's address the concept of a "cult-like" culture. In this context, it doesn't mean manipulation or coercion. Instead, it refers to a culture so compelling and aligned with your values and vision that it inspires deep dedication from both your team and your patients. How do you create a practice environment where everyone feels a strong sense of belonging, shared purpose, and passion for what the practice stands for?

Attracting and Retaining Your Team

A compelling culture founded on strong values and a clear vision is a powerful magnet for talent. Team members who share your values and believe in your vision are more likely to be motivated, engaged, and loyal. Having a clear vision and strong practice culture will save you £1000's in recruitment costs. Your team will not be  staff; they become advocates and champions for your practice, enhancing patient experiences, building trust, growing your reputation.

Drawing Patients In and Keeping Them

The culture you cultivate plays a pivotal role in attracting and retaining patients. When patients walk into your practice and sense the shared commitment to values and a clear vision. Your culture creates the boundaries of acceptable and unacceptable behaviours, giving you a framework to select only the patients you want to treat, thus creating a reassuring and comforting atmosphere. Patients are more likely to stay loyal to a practice where they feel aligned to the values, vision, and culture. Patients like practices like them.

The Blueprint for a Compelling Culture

At dental school you were not taught anything about how to define values, build a vision or create a culture. That is where working with a coach comes into play. your coach like a personal trainer is a specialist in your personal and practice development. As a coach specialising in dental practice development for over 17 years, I've seen first hand the transformational impact of instilling a strong sense of values and a clear vision in dental practices. The core of this transformation lies in embracing a holistic approach, starting with values elicitation. By integrating your values and vision into the fabric of your practice, you can build a compelling culture that attracts both your team and patients. If you would like to learn more about your values elicitation, creating a vision and creating a culture for your practice, email me for more information Jane@IODB.co.uk

What can hairdressers teach dentists?

locking Your Smile: The Dentist's Guide to Charging Bands Based on Qualifications and Experience

If we were to survey our patients, would they expect to pay the same fees for work completed by a newly qualified dentist as they would for another dentist with 10,000 hours experience and many 1000’s hour training?

I would wager that the answer would be an emphatic NO.

• Is it appropriate that in your practice you have a differential charging structure based on qualifications, experience?
• How in your practice do you convey differential charging in an open and transparent way?
• When you are recruiting how do you discuss charging structures with your candidates?

Dentistry, like many other service-based industries have professionals have varying degrees of experience and expertise. This diversity in qualifications and experience should be recognised and rewarded, yet it is seldom done in an open way.

Hairdressers, have for many decades embraced different fees for stylists with different levels of expertise and experience. When you book a haircut you can choose from Junior, stylist, senior stylist, salon manager, or salon director, and each will have a different fee to reflect their skills and proficiency.

Let’s explore the benefits of adopting different charging bands and the application within dental practices with possible metrics to differentiate roles.

 The Hairdressing Model: A Source of Inspiration

In the realm of hairstyling, it's common to see different fee structures based on the stylist's qualifications and experience. This model provides an interesting analogy for the dental profession. Just as clients may choose a senior stylist for their haircut, patients may prefer to be treated by a highly experienced dentist. Because this is a concept that interests me, and I believe has applications to dentistry, I discussed it with my hairdresser yesterday and these are some of the key benefits she thinks differential charging offers in hairdressing that could be cross-pollinated to dentistry.

1. Value-Based Pricing: Charging bands allows assignment of the appropriate value to the services provided. People are often willing to pay more for treatment by a person with advanced qualifications and years of experience, whether they are a hair dresser or dentist.

2. Reflecting Expertise: Differentiating between hairdressers or dentists, helps convey the expertise and experience each person brings to their clients/ patients in a transparent manner . This can instil confidence in patients and help them make informed decisions.

3. Motivating Professional Growth: Charging bands can serve as incentives for dentists to pursue additional qualifications and enhance their skills. Much like a hairstylist aims to become a senior stylist, a dentist may strive to attain senior clinician status.

4. Improved Patient Satisfaction: People have different needs and preferences. Offering varying charging bands allows them to choose the level of expertise they are comfortable with, enhancing overall satisfaction.

Metrics for Differentiating Charging Bands in Hairdressing

I asked my hairdresser how she evaluated her stylists and allocated which level they were at, she told me her metrics

• Courses attended
• Number of years of experience
• Quality of work, assessed over a week before formal job offer.
• Customer feedback and satisfaction rating
• Occupancy of the chair. The stylist needed to achieve a minimum of 80% occupancy before they can move up a level.

Metrics for Differentiating Charging Bands in Dentistry

If you wanted to introduce a similar fee banding effectively, you will need to establish clear criteria and metrics for each role. What you use will ultimately depend on your practice, the culture, demographics, and treatments offered. Here's a suggested framework to differentiate between roles in a dental practice:

1. Clinician: Entry-level position for newly qualified dentists.

• Qualification: Basic dental degree.
• Metrics: Proficiency in general dentistry and patient communication.

2. Advanced Clinician: Dentists with additional certifications and experience.

• Qualification: Postgraduate qualifications or specialty certifications.
• Metrics: Proficiency in specialised areas, patient case success rate, years of experience, patient feedback and chair occupancy.

3. Clinician with special interests: Highly experienced and skilled practitioners.

• Qualification: Extensive postgraduate training and years of experience.
• Metrics: Patient satisfaction, chair occupancy, complex case success, contributions to practice development.

4. Clinical Manager: Dentists taking on managerial responsibilities.

• Qualification: Leadership and management training.
• Metrics: Team performance, practice growth, and leadership skills.

5. Clinical Director: The pinnacle of expertise and leadership.

• Qualification: Advanced leadership and strategic management training.
• Metrics: Practice profitability, strategic vision, Patient and team satisfaction, chair occupancy, and professional development of the team.

Incorporating charging bands in your dental practice based on qualifications and experience can be a win-win for both dentists and patients. It not only reflects the diverse skill sets within your team but also allows patients to choose services that align with their needs and preferences. This approach will encourage professional growth,  foster a culture of excellence within your practice, much like the hairdressing industry's tiered pricing structure.

By using either using the suggested metrics or creating your own, to differentiate roles, you can create a transparent and fair system that motivates your team to continuously improve and deliver exceptional dental care. The  ultimate goal is to ensure that your patients receive the best possible treatment, at the appropriate price point, while recognising and rewarding the professional development, hard work, and dedication of your dental colleagues.

I would love to know what you think about these concepts, and how they will work and improve the professional standards of our profession. Let me know your thoughts in the comments below.

Are Your Thinking Patterns Hindering Your Dental Career?

 

If you are reading this, it is because you are a dentist looking to improve your clinical expertise and / or develop your dental practice.  

I firmly believe that your success is dependent on the developing the right habits, using them so they become second nature.

The way we think becomes habitual, you could be a half empty person or a glass half full or overflowing person, either way your thinking will be habitual.

If you want to improve and develop your career as a dentist or your dental practice as a business your habitual thinking patterns will need to evolve so that they enable, you to be the best version of yourself as a clinician and leader.

Today I would like to share with you an exercise that will enable you to progress. Development is more about taking small consistent steps than it is about making massive leaps.

Join us in the process of the positive focus challenge.

How Do Habits Impact Success?

In both clinical and dental practice, success or failure largely depends on our habits. Successful professionals excel due to their positive habits, while unsuccessful ones are often trapped in detrimental habits. To enhance our professional lives, we must focus on establishing and reinforcing productive habits.

What Are Your Daily Achievements?

A powerful habit that leads to success in various aspects of life is "The Positive Focus." This involves the daily practice of acknowledging five achievements or wins before retiring for the day, regardless of whether they are related to personal or business life. These wins are what is important to you, and they can be small e.g., sitting down to eat lunch, finishing on time, what ever they are, big or small, what is key is that they are important to you.

Why Do You Consider Them Achievements?

For each achievement identified, it's essential to reflect on why it's considered an achievement and its significance. This introspection helps recognise the value of accomplishments.

Where Can You Make Further Progress?

After identifying achievements, the next step is to pinpoint areas for further improvement in these successful areas. This exercise generates exciting and motivating ideas for the next day's activities.

What Specific Actions Lead to Progress?

The final step is to outline specific actions that will drive further progress in the identified areas of success. These actions will set the course for continuous improvement.

When will the action be taken?

Often, we lose momentum and fail to achieve our goals not through lack of enthusiasm, through lack of planning and time allocation. You won’t find the spare time to achieve your goals, you prioritise the time to achieve them.

How to Establish the Positive Focus Habit in 21 Days?

Use a paper journal or one on your phone over a 21-days answering each of these 5 questions  to establish and reinforce "The Positive Focus" habit. It's a proven method that takes three weeks to establish a new habit. You'll start experiencing the positive impact as you engage in the first day's exercise.

• What are your 5 significant wins today?
• Why is each of these wins significant?
• Where can you make further progress in each of these areas?
• What specific actions are needed to make further progress?
• When will you take these actions?

If you find the commitment of 21 days to large, that is ok, a a daily commitment will get you there too.

Remember to share your experiences and successes with me Jane@IODB.co.uk

What Should Dentists Ask Themselves when choosing a Dental Coach?

 Dentistry is a tough job and to keep yourself mentally and physically healthy you probably exercise on a regular basis. like many of us, you may find the motivation to go to the gym hard, especially when you are exhausted at the end of the day. how can you be certain that you are doing the exercises correctly? This is why most dentists work with a personal trainer to improve their results and hold them accountable.

If you are looking to improve your career, practice and need someone to show you the way, and hold you accountable for achieving what you want to, you will want to work with an experienced coach because they are the work equivalent of a personal trainer.

1. Are Both Coaches and Personal Trainers Goal-Oriented?

Because you want to improve your practice and practise you will want to know if both coaches and personal trainers are focused on helping clients achieve specific goals. The answer is yes. Both professions are dedicated to guiding you toward your personal outcomes, whether it's a healthier body or a more successful dental practice. A coach and a personal trainer works to you’re agenda not their own.

2. Do They Create Individualised Programs?

Dentists understand that every patient is unique, and they may wonder if coaches and personal trainers take a similar approach. Indeed, they do. Personal trainers develop customised workout plans, while coaches design tailored strategies to address the specific needs and objectives of your outcomes. You coach will spend time with you finding out what is important to you and more importantly why reaching your goals is important. your why will keep you motivated when the going gets tough, Jane uses a technique called the Magnificent 7 to enable you to clarify your goals and motivation.

3. How Do They Ensure Accountability?

Accountability is crucial in any coaching or training relationship. Dentists might inquire about how both coaches and personal trainers motivate and hold their clients accountable. Both professions utilise techniques, customised to their clients to ensure you stay on track with their goals, providing the necessary support and encouragement.

4. Can They Adapt and Evolve Strategies?

Dentists understand that the dental industry is dynamic. They may want to know if coaches and personal trainers are flexible in adapting strategies to changing circumstances. Indeed, both professions emphasise the importance of continuous improvement and adjustment to help clients achieve better results. the four pillars of our approach focus on evolution pillars 1 and 2 are, be self-aware and raise standards, you will agree these habits are essential if you are going to be better.

5. Are Communication Skills a Priority?

Effective communication is essential for dentists, both in patient interactions and in working with a coach or personal trainer. Dentists may ask how coaches and personal trainers communicate and motivate clients. Both professions place a strong emphasis on clear and motivating communication. As your coach we have options that will enable you to improve your communication with your team, your patients and yourself. quieting that constant critical voice so that you can focus on what you need to.

6. Do They Address Mindset and Motivation?

I am sure that you recognise the significance of a positive mindset, yet day by day working in a busy practice your positive mind set and enthusiasm can get eroded. You may be wondering how coaches and personal trainers help you overcome limiting beliefs and maintain motivation. Because both professions recognise that mindset is the foundation to your success either in the gym or in your practice, both a great PT and Fabulous coach will offer to work with you on your mindset, so that you can overcome limiting beliefs, believe in yourself, develop and provide encouragement for you to overcome mental barriers, building confidence.

7. Is a Holistic Approach Part of Their Method?

Are you be interested in a holistic approach to patient care, treating your patient as a person not just a set of teeth, do you recognise that building a successful practice is a holistic approach that requires skills beyond clinical ability. You will recognise that your performance at work is influenced by what and who outside work and vice versa.  You will therefore want to choose a coach that considers various aspects of your  life and work, working with you a whole .Yes,; both the best PT and coaches take a holistic view, addressing not only your specific goals but also related factors.

8. How Do They Track Progress?

Progress tracking is essential for dentists measuring success. If you cant measure it you can't improve it. You might be curious about the methods used by coaches and personal trainers to track progress. Both professions employ various metrics and techniques to monitor changes and growth, that are customised specifically to you and your situation.

9. What Education and Training Do They Have?

Dentists value expertise and qualifications. For your patient's safety it is reasonable for them to expect their dentist is qualified, indemnified and committed to developing. It is the same for your coach and PT, before you make your choice, you must ask if your coach is properly trained, indemnified, committed to personal development. Jane is the only dentist in the world to have been trained by the International Coaching Federation (ICF) standards, to be awarded their highest accolade, Master Certified Coach, she is also a fellow of the Association of Coaching. You can find out more about the rigorous ICF standards here,  https://www.coachingfederation.org.uk/ Jane is indemnified with Towergate and is passionate about CPD for not only herself, Jane trains other coaches too.  Like you both PT and coaches  should invest in ongoing learning and stay up- to-date.

10. Do They Provide Emotional Support?

As a Dentist, you understand the importance of empathy and emotional support in patient care. You may  ask if your coach and personal trainer offers you similar support if needed. The answer is yes; both professions provide emotional guidance and encouragement to help clients overcome obstacles. Jane is skilled and experienced in helping clients through a wide variety of mental health issues such as anxiety, fear, imposter syndrome, grief and even suicidal ideation. With Jane you are in safe hands.

If you are a dentist seeking a coach to improve your career or  practice you can be confident that you are making a good choice. When you want to improve your physical health and fitness you will work with a personal trainer. A coach is to your career and practice what a PT is to your health and fitness. Both prioritise goal achievement, individualised approaches, accountability, effective communication, and holistic views of well-being. These qualities make them valuable partners in the journey in a fulfilling career and evolving a better practice.

If you would like to find out more about coaching with Jane you can either click here for more information or visit www.IODB.co.uk and make a complimentary chat with Jane appointment.

Dental Practice Values and the CQC single assessment framework

Are you familiar with the new CQC, single assessment framework?

The CQC is introducing a new way of assessing health care providers and is implementing the new single assessment framework. https://www.cqc.org.uk/news/our-new-single-assessment-framework

As I read the documentation this morning, I was struck by how focused CQC are becoming on the culture and values of your practice.

WELL-LED

Shared direction and culture.

We have a shared vision, strategy and culture. This is based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and our communities in order to meet these.

Capable, compassionate and inclusive leaders.

We have inclusive leaders at all levels who understand the context in which we deliver care, treatment and support and embody the culture and values of their workforce and organisation. They have the skills, knowledge, experience, and credibility to lead effectively. They do so with integrity, openness and honesty.

They will even be using turnover staff as an indicator on their evidence checklist.

Do you know what the culture and values are for your practice?

Do you team know what the culture and values are of your practice?

What is your staff turnover rate?

For over 17 years I have been working with dental practice owners and their teams and their teams eliciting their values, defining culture, clarifying the behaviours that honour and violate the values, creating a values hierarchy.

Finding your values is not choosing words that look good on a website. Your values are an unconscious rudder that determines the direction of your thoughts, actions and decisions, values elicitation is a simple yet powerful process that enables you to discover what are your true values. Your values, once elicited, ring true, feel a perfect fit,  and radiate your truth.

Your values are like your fingerprints, you don't know their precise shape, you know they are there. A Values elicitation enables you to see your values clearly, so you wear your values and not someone else's.

Once you know your values, every decision is easy.

When you have elicited your values, they are conscious, shared with the team, they will guide you in every decision you make moving forward such as recruitment, how to manage a heart sink patient, the direction of growth for your practice.

Because getting it right for CQC is essential you will also recognise  that using me as trained and experienced coach is the best way to  elicit your practice values bringing a unique set of skills and perspectives to the process, creating a supportive and structured environment for all your team to explore , understand and integrate the practice values into their day-to-day activities.

These are some of the benefits clients have found working with me to elicit their values. What benefits do you want for you and your team?

Expertise in Elicitation Techniques

Jane is skilled in various techniques and tools for eliciting values effectively. Jane know how to, bond the team,  ask the right questions, use specific values assessment tools  when she guided us through the process.

Safe and Confidential Environment

Jane created  a safe and confidential environment where the team felt comfortable sharing their true values.  Jane had a skill for engaging the whole team so that even our quietest team member felt confident to speak up.

Mindset Exploration

The power of mindset is essential, Jane helped us all  to delve into our mindsets uncovering  important values that were hidden.

Customised Approach

Jane uses a tailored approach because she sees each practice and individual team member is unique and how they think, interact, and respond is different.  Jane creates a  customised approach ensuring the elicitation process is meaningful and relevant. Jane used a creative process  at the end of the day so that now we have a permanent visual reminder of our values.

Communication Skills

Because Jane understands thinking patterns and individual communicant styles, she is invaluable in helping us express our values. Jane helped us refine our  communication skills to dig deeper into what is important to us and the practice.

Accountability and Action Planning

Jane not only helped us identify our values, she assists us with creating action plans that align our business goals, strategies and processes to our values. Jane holds us  accountable for making the necessary changes, and we have really seen the benefits.

Long-Term Support

Jane has provided us with ongoing support over several years in various forms, team training, 1-2-1 coaching, webinars etc, she has helped or practice improve and grow., knowing we have Jane at our side gives us peace of mind.

Will you make sure that you are fully prepared for the CQC single assessment framework  by eliciting your values and defining your culture?

For more information about how we work with principals, practice m

Civility, a moral duty, or a competitive advantage for your dental practice?

 Civility, a moral duty, or a competitive advantage for your dental practice?

In the world of dentistry, where patient care and teamwork are paramount, the atmosphere within a dental practice can significantly influence not only the patients but also the entire team. Incivility and civility, or the lack thereof, play crucial roles in shaping the work environment. In this blog, we will explore how incivility and civility manifest in dental practices, the short-term and long-term consequences, and how fostering a culture of civility can lead to positive outcomes for the team, finances, and reputation.

Civility is the act of showing respect, courtesy, and kindness to others, regardless of their differences or opinions. It is a vital component of a healthy and productive workplace, especially in a dental practice where teamwork, communication, and patient satisfaction are essential. However, civility is often lacking in many workplaces, including dental practices. Incivility, often characterised by rudeness, disrespect, and unprofessional behaviour, can rear its ugly head in any workplace, including dental practices. When team members engage in incivility, it creates a hostile environment where trust erodes, morale plummets, and patient care may suffer:

How incivility may be exhibited

Interrupting or ignoring others

Making sarcastic or demeaning remarks

Spreading gossip or rumours

Taking credit for someone else's work

Excluding or isolating someone

Yelling or swearing at someone

Giving negative feedback in public

Micromanaging or undermining someone's authority

Blaming or criticising someone unfairly

Incivility can have serious consequences for both individuals and practices. It can negatively affect the mental and physical health, performance, and retention of employees, as well as the quality of care, patient satisfaction, and reputation of the dental practice, ultimately undermining the reputation and financial success. Here are some of the costs of incivility in a dental practice:

Mental and physical health

Incivility can cause stress, anxiety, depression, burnout, low self-esteem, insomnia, headaches, and other health problems for employees who experience or witness it. These health issues can impair their ability to work effectively and safely, as well as increase their absenteeism and turnover rates.

Performance

Incivility can reduce the productivity, creativity, collaboration, and engagement of employees. It can also impair their decision-making, problem-solving, and learning abilities. Team members who are treated poorly may intentionally decrease the quality or quantity of their work, avoid interacting with their colleagues or patients, or lose their commitment to the organisation.

Patient care

Incivility can compromise the quality and safety of patient care by creating errors, misunderstandings, delays, or omissions. It can also affect the patient-provider relationship by reducing trust, empathy, and rapport. Patients who witness or experience incivility may feel dissatisfied, anxious, or fearful about their treatment.

Reputation

Incivility can damage the reputation and image of the dental practice by creating a negative word-of-mouth among team members, patients, and other community members. Incivility can also result in negative social media reviews, complaints that will harm the credibility of individual clinicians and the profitability of the practice.

Given these costs, it is imperative for dental practices to foster a culture of civility among their team Civility can have many benefits for both individuals and practices. It can enhance the well-being, performance, and retention of employees, as well as the quality of care, patient satisfaction, and reputation of the dental practice. Here are some ways to increase civility in your dental practice:

Model civility

As a leader or manager of your dental practice, you have a responsibility to set an example of civil behaviour for your team, be the behaviour you want to see.  Do this by treating everyone with respect and dignity, listening actively and attentively to others' opinions and concerns, giving constructive feedback and recognition appropriately, resolving conflicts constructively and respectfully.

Define the values and culture

When everyone knows what the values and culture of the practice and how they are honoured and violated, the consequences, being civil becomes the practice cultural norm. Use  your values and culture as part of your standardised recruitment and retention processes to prevent incidences of incivility. Work with a coach who has experience with dental teams eliciting values and developing cultures.

Establish norms

Creating a shared understanding and expectation of civil behaviour among your team by establishing clear norms, boundaries, and policies for your dental practice. Use regular team meetings, team bonding and training days to define what constitutes civility and incivility in your practice.  continue to communicate these norms, boundaries and policies to your daily huddle, quarterly reviews to  reinforce them consistently and fairly, and rewarding those who demonstrate civility.

Educate your team

You can also help your team develop the skills and awareness to behave civilly towards each other by providing them with education, training, rewarding, and celebrating civility. You can do this by offering team bonding and training events  on topics such as

Communication skills,

Thinking patterns,

Emotional intelligence,

Diversity and inclusion,

Conflict resolution,

Stress management, etc.

Empower your team

You can also empower your team to take ownership and responsibility for creating a civil workplace by involving them in the process of fostering civility. You can do this by inviting their input and feedback on how they would like to improve civility in your dental practice, creating opportunities for them to interact and collaborate with each other positively, so they have approaches, tips, resources, and support to deal with incivility if it occurs, etc.

By implementing these strategies, you can create a more civil, respectful, and harmonious workplace for your dental practice. This can benefit not only your team, and also your patients, your practice as a whole.

Engendering civility is not only a moral duty, it can also be a competitive advantage for your dental practice.

Further reading

Human factors: Civility saves lives | MDDUS. https://www.mddus.com/resources/publications/publications-library/insight-primary/q2-2021/human-factors-civility-saves-lives.

The impact of interprofessional incivility on medical performance .... https://www.rcpjournals.org/content/futurehosp/early/2023/03/11/fhj.2022-0092.full.pdf?download=true

What is Civility? Civility starts with you - American Nurse. https://www.myamericannurse.com/civility-starts-with-you/.

Navigating the Learning Zones of Dental Practice Success

In the dynamic world of dental practice, success hinges on a foundation built upon four essential principles. Being self-aware, raise standards, communicate well, action and accountability. At the Institute of Dental Business, Jane understands the significance of these principles in helping associate dentists and dental practice owners thrive. Let’s delve into these principles and explore how they can be viewed through the lens of personal growth zones.

 There are three zones to personal and professional development, your comfort zone, the growth zone, and the panic zone.

The Comfort Zone: A Double-Edged Sword

In our journey towards self-awareness, it’s vital to acknowledge the existence of our comfort zone. This zone represents familiarity, routine, and a sense of security. However, if we linger here for too long, it can morph into our complacency zone, and ultimately will limit or even deskill you.

The Growth Zone: Stepping Out

To stand still in the ever changing world of dentistry, you must step out of your comfort zone. This is where real learning and growth occur. It’s a place of challenges and opportunities to expand our skills, confidence, and fulfillment.

The Panic Zone: Pushing Too Far

However, there’s a boundary, a line that separates growth from panic. Stepping too far outside your comfort zone can trigger panic, hindering your ability to learn and develop effectively.

Attitudes to change.

when we analyse and decode thinking patterns, we learn that there are three attitudes to change.

1) Stability only likes tiny changes and will only invoke big life changes once every 10-15 years. These people have a very large comfort zone, narrow growth zone and large panic zone.

2) Development enjoys constant development, will only initiate major change every 5-7 years. These people have a smaller comfort zone larger growth zone and significant panic zone.

3) Transformation  thrives in constant change, will implement massive change every 1-2 years. The people have tiny comfort zone, huge growth zone and seldom reach the panic zone.

Do you know you’re attitude to change?

How skilled are you at recognising and balancing the different attitudes to change within your team?

Embracing Your Unique Zones

Remember, the width of your comfort, growth, and panic zones is unique to you and may vary in different contexts. To chart your path to success:

Plan Your Learning Journey: Deliberately structure your journey, taking small but consistent steps outside your comfort zone.

Avoid Following Others Blindly: Understand that what works for someone else may not work for you. Your growth is a personal journey.

Embrace Uniqueness: Celebrate the fact that your zones are distinct. They are a testament to your individuality and your potential for growth.

Success as a dentist and a dental practice is about applying the 4 principles in each of the 12 facets of a thriving health care business by learning how navigate your growth zones. By being self-aware, raising standards, communicating effectively, and taking action with accountability, you can expand your comfort zone and reach new heights in your career.

Becoming the dentist everyone loves to recommend requires  embracing your unique learning journey, and never stopping your development.