August 14, 2025 • 15 mins
Have you ever noticed how some dental teams thrive even on the most challenging days? They laugh together, support each other, and somehow make even the toughest situations enjoyable. It's not magic—it's intentional leadership and genuine connection.
The relationships within your dental team matter more than anything else—even more than compensation or perks. When team members genuinely enjoy each other's company, they create a resilient culture that pulls together during stressful times. As practice owner, you set the emotional tone that ripples through your entire organization. This doesn't mean faking positivity, but rather bringing authentic leadership that includes appropriate vulnerability.
Take Control of Your Practice and Your Life
We help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams.
Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 0 (00:02):
Now there's an old story about a group of
researchers who wanted to studyoptimism and pessimism in kids.
So they had two boys and theyput one of them in a room full
of like the most awesomest, likebrand new, coolest, expensive
toys.
And then the other boy they puthim in a room that was filled
like floor to ceiling with horsemanure, and so they let the
(00:24):
kids play and they wanted to seewhat was going to happen.
So the kids were playing for anhour they give them a time
limit and then they went andchecked on the boys.
Now the first boy that was inthe room full of toys he was
sitting there in the corner, hewas pouting, he was all pissed
off, arms crossed, and he saidthese toys are boring, I don't
want to play with them anymore.
I wish I had different ones.
(00:44):
I hate them.
So he was just not having agood day.
He was done with the toys.
So then they went and checked onthe other boy that was with all
the horse manure, and when theyopened that up they were
surprised because he was coveredin it and he was digging around
in it.
He was smiling, laughing and hewas having a great time.
And they said what the heck areyou doing?
And the boy looked up and hewas having a great time.
And they said what the heck areyou doing?
(01:05):
And the boy looked up and hesmiled and he said well, with
all this horse shit in here,there's got to be a pony
somewhere.
Well, dentistry has both roomsand some days we get the shiny
toys, we get the smooth schedule, the great cases, the happy
patients, but on some other dayswe get the manure.
We get the bad patients, thelast minute cancellations, the
(01:25):
staff not getting along and allof the insurance headaches, and
the difference between burnoutand joy isn't really the size of
the pile.
It's what you do with it and,even better, if you've got the
right people in the room withyou digging alongside you, you
might actually find that lookingfor that pony is fun.
That's what we're going to talkabout today how to make work
(01:47):
enjoyable even on the hard days,and why the people you work
with matter more than anythingelse.
Now you're listening to DentalPractice Heroes, where we teach
you how to create and manage ateam-driven practice that allows
you the time, money and, mostof all, the freedom to live an
amazing life.
I'm Dr Paul Edgison, author oftwo books on dental practice
management, a dental coach andthe owner of a large group
(02:09):
practice in the south suburbs ofChicago.
Every day you make a decisionas a practice owner, and one day
you will decide that you'reready for more.
I hope that you will reach outto me when that day arrives.
Now, this episode today, thisone's about fun.
And speaking of fun, there arestill two seats left in the
upcoming 12-month Mastermindprogram that is getting ready to
(02:29):
kick off right at the beginningof September.
So if you are ready to make acommitment to having a
systematized practice with aleadership team to run it for
you, go todentalpracticeheroescom, set up
a free strategy call with me.
I guarantee you you will getsomething out of the call, and
if you join the mastermind, youwill get the results you want.
All right, let's jump into ourtopic Now.
(02:50):
Many owners equate hard withvaluable.
We grind and we believe thatit's necessary to continue to
push harder in order to grow,and we just talk it up to like.
That's the season of life thatwe're in, and our American
culture I mean it celebratesthis type of activity.
We love being busy, we loveshowing that we're so important
and we're needed and we'rewilling to put in the work.
(03:12):
But the thing is is that everytime in my career that I look
back and I've seen exponentialgrowth, it hasn't been because I
was grinding harder beenbecause I was grinding harder.
It's nearly always when I didsomething systematically that
brought more people into thegame of dental practice
management, like giving moreresponsibilities to my team.
Maybe it's a new system ormaybe it's some new training,
(03:35):
but usually it's just thedelegation.
It's the delegation of theresponsibilities and getting
more collaboration from my team.
And yet sometimes, as practiceowners, we just feel like to get
better results, we have to tryharder, and that couldn't be
further from the truth and,honestly, that is the fast track
to burnout.
Now ask yourself should work bechallenging?
(03:56):
Yes, I do believe it should be,absolutely, but that doesn't
mean that it shouldn't beenjoyable.
It really can be both.
Work can be challenging andenjoyable.
And just think back to, like,some really challenging cases
that you're proud of that turnedout all right, or maybe you
learned a lot from them.
Or think about when you're justgetting into that flow and you
(04:16):
and your assistant are justclicking and everything's
working and you're working likea pit crew together.
Or those days when the teamcomes together and you just
blast through this like busyschedule and everything runs
like clockwork, everyone knowswhere they're supposed to be and
it just works out and you getthrough it together.
Or the days that you laugh withyour team or during the workday
you're giving high fives orfist bumps or elbows.
(04:37):
Those can be challenging timesbut they're still enjoyable.
And not to mention my favorite,when you have a very anxious
patient that is just scared anddifficult to work on and you're
just like stressed out, you'relike this sucks, but then, after
they're so thankful and sograteful to you, they get up,
they give you a hug.
It makes it all worth it.
So we need a mindset shift here.
(04:59):
Work should be fun.
It does not need to be a grind,and if you're feeling like it's
a grind and it's unpleasant,that should be an indication to
you that you're doing somethingwrong and it might be time for
some reflection and possiblysome changes.
And I can't tell you what thatchange will be, because it's
gonna depend on what's going on.
But I assure you the answer isnot going to be to work faster
(05:22):
or work harder.
So we need to understand thatwork, although challenging,
should be fun, all right.
Next, one of the things thatwe're often told is that we
should hire all sorts ofpersonalities on our team so
that we can be balanced and wehave a little bit of everything.
But I've always personallystruggled with this because I
just felt like it's bad advice.
(05:44):
I've always hired people that Ilike talking to.
They're enthusiastic, they'reoutgoing, they're energetic,
they make me laugh.
So when I'm looking at my teamas a whole, I think we have
different personalities, butwe're all very similar in a lot
of regards.
Which brings me to point numbertwo, the co-shoveler principle
(06:04):
that work can be fun even whenyou are shoveling shit, if you
like the people you're shovelingit with.
Now, this principle comes from abook that I just finished by
Brie Goff.
It's called Today Work Was Fun,and it was a great read.
I think everybody should readit.
Man, I was really surprisedwith this book.
It had a lot of really greattips.
It was just a refresher toremind me that work can be fun
(06:27):
and we've got to make it that.
So in her book she mentionedthat the relationships at work
are usually the biggest driverof the happiness, more than the
money, more than the perks, morethan the titles.
And in dentistry we got tothink that we spend more waking
hours with our team than weusually do with our families.
So if you don't like your team,that can be a really big
(06:48):
problem.
And the book the author talksabout this principle, called
most of the time, most days,meaning that work is not always
going to be fun.
It's going to be stressfuloccasionally, but realistically
it should be fun most of thetime, most days.
And the thing is, if your teamenjoys being together, they will
stick it out and they will bandtogether during those really
(07:09):
stressful days.
It's gonna bring you closer.
When you get through ittogether, there's that
camaraderie that comes throughdoing tough things together.
So here's some tactical ideas Ihave for you to build more
connection and betterrelationships at work.
All right, first relationshipsthey're very important.
Never fail to take the time tocheck in with your team and see
(07:31):
what's going on in their lives.
It can't always be aboutbusiness.
Number two celebrate thosesmall wins in the moment when
they happen.
When you get through somethingdifficult together, acknowledge
how awesome it was that you gotthrough it and how awesome
everyone did.
Thank your team for the helpand the expertise that they
brought to the situation.
Number three start every singleday with intention.
(07:55):
Make it part of your culturethat you're supposed to have fun
at work.
Make it an important principle,put it in your core values.
If you and your team are havefun at work, make it an
important principle, put it inyour core values.
If you and your team are havingfun at work, I assure you that
the patients will benefit aswell.
Patients have mentioned so manytimes in my office that they
love how everybody is alwayslaughing.
There's a ton of laughter thereand that's because my team is
(08:16):
having fun.
It's a fun place to be.
That is the vibe, and it's notjust because I told everybody to
have fun.
It's truly because they are.
You can't fake it, but it cancome from you as the leader
setting it up that way.
Which brings me to my nextpoint is that fun can be a
leadership strategy.
Fun is not just random.
(08:37):
It comes from building trustand safety with your team and
having connection through thoserelationships that you build.
And it also comes from buildingtrust and safety with your team
and having connection throughthose relationships that you
build.
And it also comes from the waythat you manage.
I mean ask your team during ameeting, say, hey, what are,
like, the most fun things thatyou guys do at work, like when
are you really having a goodtime, what are you doing?
And can we do anything so wecan have more of those?
(08:59):
And then, conversely, ask themwhat are the most stressful
things that happen at work andthe least fun times at work and
how can we reduce those?
And when people at work arehaving fun together, a lot of
that has to do with therelationships that they have,
good relationships with eachother.
So how can we, as the leaders,increase the relationships of
the people at work?
Can we encourage more gettogethers, more group activities
(09:22):
, more fun things at ourmeetings?
I mean, I sincerely believe alot of the secret sauce that we
have at the practice of our,like Nelson Ridge family dental
culture.
It really is how much we alllike hanging out with each other
and how much we like each other.
I mean we do a lot of socialfunctions, so don't be afraid to
do those with your team.
It is worth it.
And if you can make yourpractice a fun place to work
(09:46):
with fun people that all getalong with each other, then your
team's morale is going to becompletely off the charts, which
is going to lead to betterretention, happier employees,
less turnover, less training,more consistency, higher
production, higher profits.
All of it can stem from makingyour practice a fun place to be
and, like I said, you can't fakeit.
(10:07):
It comes from those authenticrelationships and if your
leadership encourages it, itmakes it all that much better.
I remember reading somewherethat the person with the most
power at an organization willset the emotional tone for the
whole team.
So that's usually us, as thedental practice owner and the
leader.
So we might have to sometimescheck ourselves, take a look in
(10:31):
that mirror and ask yourselfwhat kind of attitude and what
kind of energy are you bringingto the team?
Are you in a funk?
Are you having a tough time?
Maybe you're going throughsomething at home and that's
totally okay, but just know thatyour team is going to follow
your lead.
So just be aware of that energythat you're bringing.
Now I'm not saying that youshould fake it all the time,
(10:53):
because, let's face it, we aregoing to go through tough times
in our lives.
Things are going to happen.
But what I want to add is thatthere's nothing wrong with being
vulnerable and honest with yourteam, like letting them know
that you're in a funk because ofthis or you're struggling with
this, or you're having a hardtime because of this or you're
worried about this.
If they care about you, they'regoing to understand, they're
(11:14):
going to be willing to help.
What I don't want you to do isto keep it to yourself and just
walk around being a boss holethe whole time and nobody knows
why you're pissed off and beingshort with everybody and it's
because you're going throughsomething at home but you don't
want to share it with anybody.
But you justify in your mindit's okay because you're allowed
to have a bad day.
I hope that makes sense.
(11:34):
Just be aware of the energythat you're bringing.
So how can we inject more funinto our practices?
Well, first, declare itexplicitly, make it part of your
core values.
Say it every morning huddle,like right before you're going
into the day and you're endingthat morning huddle, say, hey,
let's have fun today.
Let's sincerely have fun todayand be playful.
(11:56):
Add lightness to everythingthat you do.
Maybe some trivia questionshere and there, maybe a word of
the day Play some games, do somefun things together, be silly
and create space for connectionwith your team.
Don't make every conversationpurely about work.
Put you and your team togetherwith each other in situations
(12:17):
where they can talk and get toknow each other and don't walk
around every day scoldingeverybody who's having a
conversation that's notwork-related.
That is unrealistic.
We can't expect our teams towork 100% of the time.
They are allowed to haveconversations with each other
and spend time together andenjoy their time at work and
(12:37):
have conversations that havenothing to do with our practice
and nothing to do with dentistry.
Don't create the practice thatwhen you walk in the room,
everybody stops talking.
You want to walk in that roomand you should want to be part
of that conversation.
Have fun with your team.
Celebrate the really difficultdays when you get through them.
You know you get thosechallenging days, but you end it
(12:57):
with thank yous with your team.
You're giving them appreciation, acknowledging that you and
your team I mean sometimes we dosome pretty amazing things
together and we take it forgranted.
So don't be scared toacknowledge it.
And lastly, ask your team whatis fun and what is not.
See if you can make some systemchanges, maybe some training or
just change the way that you'redoing things to maximize that
(13:19):
fun and minimize the stressful.
So, in closing, you don't needto wait for your work to get
easier before it gets fun.
It doesn't have to be easy tobe fun.
It can be challenging, and youcan make the hard days enjoyable
right now by investing in yourteam, investing in the
relationships and the people andsharing positive energy and
(13:42):
enjoyment with them.
And because, like it says inthe book, if you love your co
-shovelers, that manure pile,it's not so bad.
Now, if this is something youwant more of in your practice,
where your team looks forward tothe workday they like being
there, even the tough ones, andyou reduce your turnover, you
get a high-functioning teamthat's doing what they're
supposed to be doing without youasking oh my God, it's so good.
(14:04):
Check out the upcomingmastermind.
All three of us DPH coaches, wehave all created amazing
practices with amazing cultures,and we know exactly how to
guide you to do the same.
So if you are ready to declarethis is your year, let's have a
talk about it.
And even if it's not for you, Ipromise you're gonna leave our
strategy call with valuableadvice nonetheless.
So please give me a call.
(14:26):
I want you to join themastermind.
There's two seats left.
Thank you so much for listeningand we will talk to you next
time.
Now there's an old story about a group of
researchers who wanted to studyoptimism and pessimism in kids.
So they had two boys and theyput one of them in a room full
of like the most awesomest, likebrand new, coolest, expensive
toys.
And then the other boy they puthim in a room that was filled
like floor to ceiling with horsemanure, and so they let the
(00:24):
kids play and they wanted to seewhat was going to happen.
So the kids were playing for anhour they give them a time
limit and then they went andchecked on the boys.
Now the first boy that was inthe room full of toys he was
sitting there in the corner, hewas pouting, he was all pissed
off, arms crossed, and he saidthese toys are boring, I don't
want to play with them anymore.
I wish I had different ones.
(00:44):
I hate them.
So he was just not having agood day.
He was done with the toys.
So then they went and checked onthe other boy that was with all
the horse manure, and when theyopened that up they were
surprised because he was coveredin it and he was digging around
in it.
He was smiling, laughing and hewas having a great time.
And they said what the heck areyou doing?
And the boy looked up and hewas having a great time.
And they said what the heck areyou doing?
(01:05):
And the boy looked up and hesmiled and he said well, with
all this horse shit in here,there's got to be a pony
somewhere.
Well, dentistry has both roomsand some days we get the shiny
toys, we get the smooth schedule, the great cases, the happy
patients, but on some other dayswe get the manure.
We get the bad patients, thelast minute cancellations, the
(01:25):
staff not getting along and allof the insurance headaches, and
the difference between burnoutand joy isn't really the size of
the pile.
It's what you do with it and,even better, if you've got the
right people in the room withyou digging alongside you, you
might actually find that lookingfor that pony is fun.
That's what we're going to talkabout today how to make work
(01:47):
enjoyable even on the hard days,and why the people you work
with matter more than anythingelse.
Now you're listening to DentalPractice Heroes, where we teach
you how to create and manage ateam-driven practice that allows
you the time, money and, mostof all, the freedom to live an
amazing life.
I'm Dr Paul Edgison, author oftwo books on dental practice
management, a dental coach andthe owner of a large group
(02:09):
practice in the south suburbs ofChicago.
Every day you make a decisionas a practice owner, and one day
you will decide that you'reready for more.
I hope that you will reach outto me when that day arrives.
Now, this episode today, thisone's about fun.
And speaking of fun, there arestill two seats left in the
upcoming 12-month Mastermindprogram that is getting ready to
(02:29):
kick off right at the beginningof September.
So if you are ready to make acommitment to having a
systematized practice with aleadership team to run it for
you, go todentalpracticeheroescom, set up
a free strategy call with me.
I guarantee you you will getsomething out of the call, and
if you join the mastermind, youwill get the results you want.
All right, let's jump into ourtopic Now.
(02:50):
Many owners equate hard withvaluable.
We grind and we believe thatit's necessary to continue to
push harder in order to grow,and we just talk it up to like.
That's the season of life thatwe're in, and our American
culture I mean it celebratesthis type of activity.
We love being busy, we loveshowing that we're so important
and we're needed and we'rewilling to put in the work.
(03:12):
But the thing is is that everytime in my career that I look
back and I've seen exponentialgrowth, it hasn't been because I
was grinding harder beenbecause I was grinding harder.
It's nearly always when I didsomething systematically that
brought more people into thegame of dental practice
management, like giving moreresponsibilities to my team.
Maybe it's a new system ormaybe it's some new training,
(03:35):
but usually it's just thedelegation.
It's the delegation of theresponsibilities and getting
more collaboration from my team.
And yet sometimes, as practiceowners, we just feel like to get
better results, we have to tryharder, and that couldn't be
further from the truth and,honestly, that is the fast track
to burnout.
Now ask yourself should work bechallenging?
(03:56):
Yes, I do believe it should be,absolutely, but that doesn't
mean that it shouldn't beenjoyable.
It really can be both.
Work can be challenging andenjoyable.
And just think back to, like,some really challenging cases
that you're proud of that turnedout all right, or maybe you
learned a lot from them.
Or think about when you're justgetting into that flow and you
(04:16):
and your assistant are justclicking and everything's
working and you're working likea pit crew together.
Or those days when the teamcomes together and you just
blast through this like busyschedule and everything runs
like clockwork, everyone knowswhere they're supposed to be and
it just works out and you getthrough it together.
Or the days that you laugh withyour team or during the workday
you're giving high fives orfist bumps or elbows.
(04:37):
Those can be challenging timesbut they're still enjoyable.
And not to mention my favorite,when you have a very anxious
patient that is just scared anddifficult to work on and you're
just like stressed out, you'relike this sucks, but then, after
they're so thankful and sograteful to you, they get up,
they give you a hug.
It makes it all worth it.
So we need a mindset shift here.
(04:59):
Work should be fun.
It does not need to be a grind,and if you're feeling like it's
a grind and it's unpleasant,that should be an indication to
you that you're doing somethingwrong and it might be time for
some reflection and possiblysome changes.
And I can't tell you what thatchange will be, because it's
gonna depend on what's going on.
But I assure you the answer isnot going to be to work faster
(05:22):
or work harder.
So we need to understand thatwork, although challenging,
should be fun, all right.
Next, one of the things thatwe're often told is that we
should hire all sorts ofpersonalities on our team so
that we can be balanced and wehave a little bit of everything.
But I've always personallystruggled with this because I
just felt like it's bad advice.
(05:44):
I've always hired people that Ilike talking to.
They're enthusiastic, they'reoutgoing, they're energetic,
they make me laugh.
So when I'm looking at my teamas a whole, I think we have
different personalities, butwe're all very similar in a lot
of regards.
Which brings me to point numbertwo, the co-shoveler principle
(06:04):
that work can be fun even whenyou are shoveling shit, if you
like the people you're shovelingit with.
Now, this principle comes from abook that I just finished by
Brie Goff.
It's called Today Work Was Fun,and it was a great read.
I think everybody should readit.
Man, I was really surprisedwith this book.
It had a lot of really greattips.
It was just a refresher toremind me that work can be fun
(06:27):
and we've got to make it that.
So in her book she mentionedthat the relationships at work
are usually the biggest driverof the happiness, more than the
money, more than the perks, morethan the titles.
And in dentistry we got tothink that we spend more waking
hours with our team than weusually do with our families.
So if you don't like your team,that can be a really big
(06:48):
problem.
And the book the author talksabout this principle, called
most of the time, most days,meaning that work is not always
going to be fun.
It's going to be stressfuloccasionally, but realistically
it should be fun most of thetime, most days.
And the thing is, if your teamenjoys being together, they will
stick it out and they will bandtogether during those really
(07:09):
stressful days.
It's gonna bring you closer.
When you get through ittogether, there's that
camaraderie that comes throughdoing tough things together.
So here's some tactical ideas Ihave for you to build more
connection and betterrelationships at work.
All right, first relationshipsthey're very important.
Never fail to take the time tocheck in with your team and see
(07:31):
what's going on in their lives.
It can't always be aboutbusiness.
Number two celebrate thosesmall wins in the moment when
they happen.
When you get through somethingdifficult together, acknowledge
how awesome it was that you gotthrough it and how awesome
everyone did.
Thank your team for the helpand the expertise that they
brought to the situation.
Number three start every singleday with intention.
(07:55):
Make it part of your culturethat you're supposed to have fun
at work.
Make it an important principle,put it in your core values.
If you and your team are havefun at work, make it an
important principle, put it inyour core values.
If you and your team are havingfun at work, I assure you that
the patients will benefit aswell.
Patients have mentioned so manytimes in my office that they
love how everybody is alwayslaughing.
There's a ton of laughter thereand that's because my team is
(08:16):
having fun.
It's a fun place to be.
That is the vibe, and it's notjust because I told everybody to
have fun.
It's truly because they are.
You can't fake it, but it cancome from you as the leader
setting it up that way.
Which brings me to my nextpoint is that fun can be a
leadership strategy.
Fun is not just random.
(08:37):
It comes from building trustand safety with your team and
having connection through thoserelationships that you build.
And it also comes from buildingtrust and safety with your team
and having connection throughthose relationships that you
build.
And it also comes from the waythat you manage.
I mean ask your team during ameeting, say, hey, what are,
like, the most fun things thatyou guys do at work, like when
are you really having a goodtime, what are you doing?
And can we do anything so wecan have more of those?
(08:59):
And then, conversely, ask themwhat are the most stressful
things that happen at work andthe least fun times at work and
how can we reduce those?
And when people at work arehaving fun together, a lot of
that has to do with therelationships that they have,
good relationships with eachother.
So how can we, as the leaders,increase the relationships of
the people at work?
Can we encourage more gettogethers, more group activities
(09:22):
, more fun things at ourmeetings?
I mean, I sincerely believe alot of the secret sauce that we
have at the practice of our,like Nelson Ridge family dental
culture.
It really is how much we alllike hanging out with each other
and how much we like each other.
I mean we do a lot of socialfunctions, so don't be afraid to
do those with your team.
It is worth it.
And if you can make yourpractice a fun place to work
(09:46):
with fun people that all getalong with each other, then your
team's morale is going to becompletely off the charts, which
is going to lead to betterretention, happier employees,
less turnover, less training,more consistency, higher
production, higher profits.
All of it can stem from makingyour practice a fun place to be
and, like I said, you can't fakeit.
(10:07):
It comes from those authenticrelationships and if your
leadership encourages it, itmakes it all that much better.
I remember reading somewherethat the person with the most
power at an organization willset the emotional tone for the
whole team.
So that's usually us, as thedental practice owner and the
leader.
So we might have to sometimescheck ourselves, take a look in
(10:31):
that mirror and ask yourselfwhat kind of attitude and what
kind of energy are you bringingto the team?
Are you in a funk?
Are you having a tough time?
Maybe you're going throughsomething at home and that's
totally okay, but just know thatyour team is going to follow
your lead.
So just be aware of that energythat you're bringing.
Now I'm not saying that youshould fake it all the time,
(10:53):
because, let's face it, we aregoing to go through tough times
in our lives.
Things are going to happen.
But what I want to add is thatthere's nothing wrong with being
vulnerable and honest with yourteam, like letting them know
that you're in a funk because ofthis or you're struggling with
this, or you're having a hardtime because of this or you're
worried about this.
If they care about you, they'regoing to understand, they're
(11:14):
going to be willing to help.
What I don't want you to do isto keep it to yourself and just
walk around being a boss holethe whole time and nobody knows
why you're pissed off and beingshort with everybody and it's
because you're going throughsomething at home but you don't
want to share it with anybody.
But you justify in your mindit's okay because you're allowed
to have a bad day.
I hope that makes sense.
(11:34):
Just be aware of the energythat you're bringing.
So how can we inject more funinto our practices?
Well, first, declare itexplicitly, make it part of your
core values.
Say it every morning huddle,like right before you're going
into the day and you're endingthat morning huddle, say, hey,
let's have fun today.
Let's sincerely have fun todayand be playful.
(11:56):
Add lightness to everythingthat you do.
Maybe some trivia questionshere and there, maybe a word of
the day Play some games, do somefun things together, be silly
and create space for connectionwith your team.
Don't make every conversationpurely about work.
Put you and your team togetherwith each other in situations
(12:17):
where they can talk and get toknow each other and don't walk
around every day scoldingeverybody who's having a
conversation that's notwork-related.
That is unrealistic.
We can't expect our teams towork 100% of the time.
They are allowed to haveconversations with each other
and spend time together andenjoy their time at work and
(12:37):
have conversations that havenothing to do with our practice
and nothing to do with dentistry.
Don't create the practice thatwhen you walk in the room,
everybody stops talking.
You want to walk in that roomand you should want to be part
of that conversation.
Have fun with your team.
Celebrate the really difficultdays when you get through them.
You know you get thosechallenging days, but you end it
(12:57):
with thank yous with your team.
You're giving them appreciation, acknowledging that you and
your team I mean sometimes we dosome pretty amazing things
together and we take it forgranted.
So don't be scared toacknowledge it.
And lastly, ask your team whatis fun and what is not.
See if you can make some systemchanges, maybe some training or
just change the way that you'redoing things to maximize that
(13:19):
fun and minimize the stressful.
So, in closing, you don't needto wait for your work to get
easier before it gets fun.
It doesn't have to be easy tobe fun.
It can be challenging, and youcan make the hard days enjoyable
right now by investing in yourteam, investing in the
relationships and the people andsharing positive energy and
(13:42):
enjoyment with them.
And because, like it says inthe book, if you love your co
-shovelers, that manure pile,it's not so bad.
Now, if this is something youwant more of in your practice,
where your team looks forward tothe workday they like being
there, even the tough ones, andyou reduce your turnover, you
get a high-functioning teamthat's doing what they're
supposed to be doing without youasking oh my God, it's so good.
(14:04):
Check out the upcomingmastermind.
All three of us DPH coaches, wehave all created amazing
practices with amazing cultures,and we know exactly how to
guide you to do the same.
So if you are ready to declarethis is your year, let's have a
talk about it.
And even if it's not for you, Ipromise you're gonna leave our
strategy call with valuableadvice nonetheless.
So please give me a call.
(14:26):
I want you to join themastermind.
There's two seats left.
Thank you so much for listeningand we will talk to you next
time.
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