By Lisa Philp, RDH, President of Transitions Group North America

Lisa Philp, RDH, CMC

Change is both inevitable and necessary to keep your practice productive and profitable. However, it is not uncommon for a change in policy, systems or responsibilities to be met with strong resistance from team members. When this happens, it is easy to jump to the conclusion that the resistance is due to obstinacy or laziness when the true root of the problem is often fear — fear of failure: not being able to handle or understand new responsibilities, therefore appearing foolish or incompetent.

Fear can easily be diffused when the entire practice takes on the attitude that we are all here to learn and grow together and making mistakes is a valuable part of growth.  Encourage your team members (and yourself) to take risks. Employees won’t be innovative if they fear a backlash from failure.

Create an environment where failures are viewed as stepping stones rather than roadblocks that are frowned upon.  When someone has made a true effort, failures must never be ridiculed. The mantra we have here at Transitions Group is “progress not perfection.” Each failure is an experiment and an opportunity for growth.

• Look at failure and mistakes as an event, not a person.
• Exchange “We failed” to “We learned what never to do again”.
• Look for the why and find the solution (if you look at no hard enough it will lead you to yes).
• List possible opportunities for growth.