Being a leader in any industry is about more than setting direction; it’s about inspiring and connecting with your team to foster a shared commitment to the organization’s vision. When rolling out operational changes, one essential approach is to prioritize explaining the “why” behind the change, not just the “what.” In my experience, employees are more motivated, productive, and adaptive when they understand the reasoning behind their actions.

What does this look like in practice?

Instead of simply directing employees on what steps to follow, take time to share why these changes matter. Providing just a “how-to” guide may leave people feeling disconnected, especially when processes they’re used to are altered. A thoughtful explanation of why the change is beneficial can significantly ease anxieties and even lead to valuable feedback.

A Practical Example: Aligning Processes Through Communication

For example, when implementing operational changes within a newly merged Orthodontic practice, leading with the ‘why’ was crucial in gaining support from the team. During this merger, we needed to standardize scheduling templates, including shortening some appointment slots to improve patient flow. This change was initially met with concern from some of our Docs, who worried it might cause delays, especially for team members still building their chairside speed.

To address this, I met with the Docs to explain how the adjustments aimed to streamline operations and improve access to care for patients. By focusing on the broader impact, I was able to show how the change could benefit both patients and the team. After listening to their concerns, we decided to introduce the new templates gradually, adding a 10-minute buffer between appointments to ease the transition and prevent anyone from feeling rushed. This phased approach allowed the team to adapt, and the open lines of communication encouraged them to voice any emerging concerns.

Empowering the Team with Resources and Support

Recognizing that not everyone would be able to keep up with the new scheduling pace right away, we provided extra training for Ortho Assistants who needed support. By investing in their skill-building, we helped them grow comfortable with the new pace and reinforced that we valued their success. Additionally, we received approval to bring on a dedicated sterilization tech in certain offices, allowing Assistants to concentrate on patient care without additional tasks adding pressure.

Results that Reflect Buy-In and Adaptation

This approach not only alleviated initial concerns but also fostered buy-in from the entire team. As they saw the benefits of the optimized scheduling and experienced firsthand the improved efficiency, they grew more confident and engaged in the process. Over time, Docs and Assistants alike recognized the positive impact of the change, including reduced wait times and smoother patient flow, appreciating both the strategy behind the transition and the training provided to make it possible.

Takeaway: Leading change effectively is not just about showing what needs to happen but guiding your team to see why it matters. This creates a foundation for collaboration, trust, and ultimately, smoother and more successful transitions.

Need support with change management strategies that drive team alignment and smooth transitions? Contact me at info@myerscontentdesign.com.

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