Put on Your Big Girl Panties
While memorable and direct, the phrase “Put On Your Big Girl Panties” only scratches the surface of effectively managing team dynamics in a predominantly female dental practice.
My first manager’s reliance on this saying highlighted a crucial aspect of leadership: fostering resilience and problem-solving. However, the nuances of interpersonal relationships within such an environment demand a more comprehensive and empathetic approach to cultivating a thriving and harmonious workplace.
The reality of a female-dominated industry often involves navigating complex interpersonal dynamics. It’s not uncommon for practice managers to feel like they’re constantly mediating disputes, addressing perceived imbalances in workload, and listening to a litany of grievances.
The “they didn’t do this” or “they aren’t pulling their weight” cycle can be emotionally draining and detrimental to overall team morale and productivity. Moving beyond simply telling team members to toughen up requires implementing proactive strategies that empower individuals, foster collaboration, and address the root causes of conflict.
My experience has shown that the key to mitigating constant complaints and fostering a more self-sufficient team lies in empowering individuals to become active problem solvers.
Cultivating Independent Thinkers and Problem Solvers: Empowering Your Team
Expanding on “What do you suggest?”
When a team member approaches you with an issue, resist the urge to immediately provide a solution. Instead, engage them in a guided problem-solving process.
Begin by actively listening to their concerns, ensuring they feel heard and understood. Ask clarifying questions to gain a complete picture of the situation.
Then, shift the focus by asking open-ended questions such as:
- What potential solutions have you considered?
- What steps could you take to address this situation?
- What resources or support do you think would be helpful?
- If you were in my position, how would you approach this?
This approach encourages critical thinking and ownership of the problem. It transforms team members from passive complainers to active participants in finding resolutions.
By articulating their thoughts and potential solutions, they often gain a new perspective on the issue and realize their capacity to influence positive change. As a manager, your role shifts to that of a facilitator, guiding them toward viable solutions rather than simply dictating them. This fosters confidence, reduces reliance on management for every minor issue, and cultivates a sense of personal responsibility.
Elaborating on “Do you need action or just for me to listen?”
When a team member approaches you in a heightened emotional state, it’s crucial to pause and clarify their immediate need. Asking, “Do you need action or just for me to listen?” can effectively de-escalate the situation and direct the conversation.
The Power of Listening
Sometimes, individuals simply need a safe space to vent their frustrations and feel heard without judgment. Providing this opportunity can be a crucial emotional release, allowing them to process their emotions and gain clarity.
In these instances, active listening skills are paramount. This involves maintaining eye contact, nodding to show engagement, using verbal affirmations like “I understand” or “That sounds frustrating,” and refraining from interrupting. To show that you have heard them, summarize their concerns to ensure understanding.
Often, after being heard, the team member may realize the issue doesn’t require immediate action or may have already formulated their own solutions. This prevents unnecessary managerial intervention and empowers them to manage their own emotions and interpersonal conflicts.
When Action is Required
If the team member indicates that action is needed, moving into a more structured problem-solving mode is essential. Documenting the key points of the conversation and repeating them back ensures clarity and a shared understanding of the issue. This also helps to determine the specific actions required and who is responsible for taking them.
After clarifying the necessary actions, it’s beneficial to circle back to the “What do you suggest?” approach to involve the team member in developing the solution and fostering ownership of the outcome.
Expanding on “Dreamwork through Teamwork”
The analogy of moving from “Ring Around the Rosies” to a “Super Bowl champion” team effectively illustrates the shift from aimless circling to focused, collaborative effort.
Building a high-performing team requires more than just individual contributions; it demands a shared vision, mutual respect, and a commitment to working together towards a common goal – providing excellent patient care and a positive work environment.
Beyond Assigning Rotating Tasks
While assigning rotating tasks and clarifying responsibilities are important for operational efficiency, fostering true teamwork requires deeper engagement and shared purpose. Consider implementing strategies such as regular team meetings. This is a dedicated time for open communication, pain points, problem-solving, and sharing success.
You can also provide cross-training to encourage team members to learn each other’s roles. This fosters empathy, improves understanding of the workflow, and increases flexibility within the team.
Collaborative goal-setting with your team. Involve the team in setting practice goals and developing strategies to achieve them. This creates a sense of shared ownership and motivates everyone to work together towards a common objective.
Introduce and encourage team-based problem-solving. When challenges arise, facilitate team brainstorming sessions to generate solutions collaboratively. This leverages the diverse perspectives and expertise within the team and fosters a sense of collective responsibility for overcoming obstacles.
Celebrate your team’s success! Acknowledge and celebrate team accomplishments, both big and small. This reinforces positive behaviors, strengthens team bonds, and creates a more positive and appreciative work environment.
Empowerment Creates Stronger Teams
In conclusion, while the phrase “Put on Your Big Girl Panties” can serve as a concise reminder to be resilient and solution-oriented, it should be used judiciously and within the context of a supportive and empowering environment. It’s not a substitute for effective leadership, clear communication, and proactive strategies for fostering a cohesive and high-performing team.
Focus on empowering individuals, shifting from directive to collaborative leadership, and building a strong accountability culture.
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.
