Bringing an associate dentist into the practice is a huge commitment. Your practice is like a home, and bringing a new person in can change the dynamic considerably. So it's no wonder that many senior dentists planning a transition come down with a severe case of Cinderella Syndrome: They wait, glass slipper in hand, for the perfect match to come along. Even after they've made the choice, any anxiety they feel is probably not going to be about the technical components of their transition strategy. Their worries are going to be centered on the question: Do I have the right person? But answering that question is only half the equation.

It's not just the new dentist's responsibility to become the practitioner you want them to be. Their success will depend largely on the measures you take to assimilate them into the practice. As with anything else in business – or in life, for that matter – if you want to control the outcome, you have to control the process. And make no mistake, one way or another, you are in control. As the senior owner-dentist, your authority is evident throughout the practice. You already have the team's allegiance behind you. The goodwill of your patients is attached to you. You've established and developed the policies and procedures; you set the calendar and make the facility decisions. Ultimately, it's your name on the door.

So why not use the authority and control you have in a positive way to give this working relationship the best possible chance of success? Use your influence and your resources strategically and systematically to support and develop the relationship in the right way to create the ideal working partner. Create a relationship where your partner feels challenged and rewarded, who can grow with the practice and amplifies its value, and ultimately become someone you can confidently depend on to become a full contributing partner, or to take over the practice and carry on your legacy.

It's about mentorship and guidance. It's about enabling this new important person in your life to be their best. Once you have embraced this philosophy you'll find that the question is not only "do I have the right person?" but also, "have I created the right environment and conditions for this person to be successful?" The best way to ensure that you have the right person for the job is to develop the job and the person together.

If you're looking for more coaching on the specifics of how to integrate a new dentist, I have devoted an entire online course on this in our Digital Campus. Be sure to check it out.


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