How to Make Someone 'The Right Person for the Job'

I call it "Cinderella Syndrome." It's that stage that a lot of dentists go through when it is time to bring an associate aboard. They wait, like the prince with a glass slipper in hand, for the perfect match to come along. Even after they've made the choice, the nagging question persists: Do I have the right person?

It is a legitimate concern. After all, you can have airtight, expertly crafted associateship and buy-in agreements, and a carefully mapped out year-by-year economic plan. However, if the new person doesn't work out when the rubber hits the road, all that essential work on the structure of the deal won't help.

In other words, the transition equation isn't complete until you solve the human variable.

That's why any truly effective transition plan must include a strategy to support the new dentist's entry into the practice. You shouldn't just hope you have the right person; you should be executing a comprehensive plan to help you make them the right person.

As the senior owner-dentist, remember you're in control of the process and 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. Your name is 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 resources strategically to create the ideal working partner—one who feels challenged and rewarded, one who grows with the practice and amplifies its value, one you can confidently depend on to become a full contributing partner, or to take over the practice and carry on your legacy.

Embrace this philosophy and 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?" I'll have more on how to do this in an upcoming article. It's an important concept to master if you are even close to thinking about bringing another dentist into the practice. The best way to ensure that you have the right person for the job is to develop the job and the person together.