Becoming a Coach
We have all been there. As a manager, we often find ourselves being the working mom, the referee, the circus ringmaster, and sometimes the person who tries to rule with an iron fist. We have all been to the edge of sanity while trying to maneuver through the difficulties of working with a team that refuses to work together.
In my 24 years in the dental field, I have been the boss and the manager, but I did not find my joy until I became The Coach. Here are three important steps I have found work best for me when coaching a team.
#1: Change is Growth
Recently, our seven practice companies switched software, and it was a revolving door of questions and unknowns. I had attended all the training sessions, watched all the videos, and thought that I knew it all. Come to find out….I only thought I knew it all.
Feeling stressed and a little overwhelmed, I sat down in the driver’s seat in each position within the clinic. By providing hands-on training with my team, I was able to gain the confidence I needed to discover I did know it; I just had not applied it hands-on.
By sitting at all positions within the practice, from the front desk to clinical and back to check out, I was able to fine-tune my knowledge of the new software and share it with the entire team. By doing this, I was also able to show my team that the change was new to me, too, and we were all in it together.
#2: Remembering Your Why
It’s Monday morning, and it is time for the morning huddle. Your team is dragging in because they, too, have the Monday morning blues. It is time to remind them why we do what we do.
- Create excitement. I like to start Monday morning huddles with a brain teaser. You can find a plethora of ideas on the Make it silly. Make it challenging. Get your team laughing and working together to try and find the answer.
- Next, talk about the previous week. What were your wins? What were your struggles? How can you change last week’s struggles into this week’s wins? Remind them why we are here. Remind your team that they are about to play a huge role that could change someone’s whole day or even their life.
- Last but definitely not least, set the tone for the day and the week with positivity and End the huddle with encouragement. This is going to be a great day!
- Try to keep the coaching moments for a different You want your morning huddle to be a mini pep rally
#3: Appreciation
What does appreciation mean to your team members?
In our office, we have “Getting to Know You” forms. When a new team member comes on, we have a list of questions that we like them to answer. I like to keep some of their favorite things on hand for those days when they are just blah. When your team is running behind, how can you step in to help?
I have the capability to do a little more because I started out as a dental assistant. But for those of you who are not dental assistants and are not able to step in and take the load off of patient care, there are many other ways to help make your team feel appreciated.
Here is a list of things that you can do to lend a hand:
- Take their trash out
- Help in sterilization
- Seat a patient
- Walk a patient up to check out
- Buy them lunch
- Slip them a note: “You’re doing a great job,” “I appreciate your hard work,” or “We couldn’t do it without you.”
- A simple Thank you at the end of every day
Making someone feel appreciated can change the whole day and build team morale.
#4: Set Clear Expectations
How can you expect someone to do a job to the best of their ability if the expectations are never explained to them or are unclear? I find that when you are giving direction, the best way to ensure that they comprehend is to:
- Set clear expectations
- Put it in writing
- Show them how to do the task
- Ask them to show you how to do the task
- Ask them specific questions regarding your expectations
- Do you understand what I am looking for here?
- Do you know how to complete the task?
- Do you know why we are asking it to be done this way?
- Do you feel that you can commit to completing this task?
- Follow up with them at the end of the day, the end of the week, and then periodically to ensure that they are still on track
- Give Praise for a job well done, and coach them where coaching is needed
#5: Coach Don’t Criticize
Hard conversations are never easy. I have found that using our company’s Core Values to coach has been a beneficial tool in creating the culture we want in our offices. Our Core Values are the backbone of our company. When a team member is not working up to the standards in accordance with the Core Values, it is easy to use this tool to get them back on track.
Reminding them of our mission has been a great tool in resetting their mindset. Oftentimes, a team member just needs to be heard.
Lead as a Coach, Not a Critic
In conclusion, being a leadership coach, don’t criticize. Remember that all members of your team are their own person and have different ideas and work ethics. All of these differences create the amazing team that you have.
About the Author
Makenzie Walton, MAADOM
Makenzie Walton-Vega is the SW Mo Regional Manager with Access Dental Services, LP in Missouri, a growing company with 7 current locations and a Digital Lab, of which she oversees 3, as well as the Digital Lab. She has worked in dentistry for over 24 years, starting as a chairside dental assistant then into management in 2015.
She received her FAADOM in 2024 and her MAADOM in 2025.
