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There is no doubt that leadership will continue to be redefined. It must move from a self-serving, self-congratulatory mindset to servant leadership, not only for the benefit of those under said leadership, but also because servant leadership reestablishes our need for human connection. It is the opposite of bossy, arrogant and narcissistic. This is a utilitarian mindset that pursues the greater good and allows everyone’s voice to be heard.
While this philosophy may not seem to prioritize a thriving company, servant leadership and its culture of trust achieves this goal in a less traditional way. A company’s core values are not used to hire or evaluate the growth of team members. Use team members’ core values and their personal growth to succeed.
It’s a more balanced approach than we’ve seen in the past. It is the means and motives that drive action, not the end result. It goes back to basics and respects the humanity of others. This is more valuable than the blueprint that leaders have followed for years.
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Practice and Personality (Core Values)
Leaders must create company culture, regardless of size, based on factors other than what the leader believes is important and effective. It should also be based on the team’s need for a fulfilling life. There is a lot written about establishing the core values of a practice, and I agree with its importance. Its development and team engagement is a powerful team facilitator activity that drives patient care.
However, there is one omission in this process – the cultivation of the team’s personal core values. One of the most important exercises I did in my self-discovery process was defining my personal core values. If done correctly, practice takes some time. I read the list of core values twice—once from the top down and once from the bottom up.
The first time, I circled everything that connected with me, the second time I was more exclusive and added a star next to it. Depending on how accurate you want to get, you can return to the exercise a third and fourth time, allowing time between choices. After the exercise was completed, I selected five main core values that define me. I complete the same exercise at least once a year. It’s no surprise to me that as I live a more authentic and joyful life, my chosen core values remain essentially the same.
Meet your dental team
Since this process was so powerful for me, I emulated it with my team. I meet with them one-on-one and coach them by uncovering what they consider non-negotiable. Every time I facilitate this exercise, I set aside two sets of 10-minute periods for the team to review the core values. I want them to have a chance to really think about what’s important to them.
I often wonder if they think this activity is an invasion of privacy or if they think it is too personal to do in a group setting. But I never received any resistance. Some of them told me it was a bit like taking a personality test. They were asked to circle and then star the core values they most identified with. Finally, they wrote down the five that influenced them the most.
Next comes my favorite part. One by one we share (if everyone is comfortable) the five core values that are most important to us personally. Sometimes we would guess a thing or two from each other, and we often got it right. Everyone has been extremely supportive, engaging and understanding. We recently discovered that most of us share at least one personal core value. As a team of 14 people, we found 5 personal core values that everyone can connect to from the 120 personal core values. I then copy our work and file the values into the employee’s 90-day sign-in folder for review at a later meeting.
Choose people over profits and profits will increase
We encourage an office culture that gives everyone the opportunity to realize their personal destiny, which is a powerful way to create financial success. But financial success and rising profits are not the reason. I have said many times that people’s interests must be put first. If you treat people with dignity and respect, do the right things for the right reasons, and don’t let personal ambition drive your leadership style, your company will enter its next stage of growth. Friendships built between team members will be driven by leader-employee relationships and employee satisfaction. This will result in retaining the most valuable team members for years or even decades.
I have always had a unique relationship with every employee. Some require supervision, while others do well if left to work on their own. I use my knowledge of who my colleagues are and the core values they hold to figure out what works for them and whether they find job satisfaction.
I revisit their core values during my quarterly check-ins. I found that based on personal core values, some of the best teammates may not be “lifelong” for Le Ya. They may leave in due course. This doesn’t upset me as much as it used to because I understand where they are coming from. For example, if a dental assistant’s core value is financial independence, they may not be able to achieve that goal with us and they may look for educational opportunities to achieve that goal in their lives.
I’m really happy for those who left the company because they found a place where they can better realize their core values. Part of this happiness comes from my belief and understanding that I will be able to find another team member whose values can help grow within our organization.
Reframe job descriptions
I use the first five core values to reformulate and change job descriptions. I would not put an introvert in a position where they might tire of interacting with patients unless they choose to do so. I encourage those who value personal development and growth to listen to the podcast and take continuing education courses, and I will pay for it.
I don’t force them to use the technology or materials until they are comfortable with them. I respect the need for my team to adhere to strict self-assigned schedules. During our quarterly check-ins, I pay close attention to their desire for growth or their need for consistency. Depending on what they need to succeed, I’m either more tolerant or I understand that I have some leeway to push them more.
These things aren’t hard to figure out once you know who your team members are and what their highest aspirations are. But you have to be willing to put in the effort to understand them, and you have to care about them. My team has led us to great success. The least I can do is help them achieve a small part of their desired destiny.
I’ve seen both sides of the spectrum
Part of the reason I’m so committed to this is because I’ve seen both sides of these leadership styles. I used to be the boss that everyone avoided. I have always been a domineering leader, unconcerned with the needs of my minions. I was accused of creating a toxic environment. I abused others in order to advance my own status. These are not easy for me to remember, let alone admit.
During my midlife transition, I saw my mistakes, the slights and hurt that come with leadership failures. I’ve seen how it can lead to failed practices. Doing things the wrong way gives me more power to speak out against it unapologetically. In the past few years, I read, studied, and practiced. And wrote about this new leadership that I have been practicing. As a result, I have come to know that no amount of money or success can replace the feeling of working among people who are encouraged and supported.
Walking into our team and seeing my team gathered around the table, filled with laughter and family-like warmth, is part of the flow I experience every day. Getting to know them and nurturing our relationship makes me want to go to the end of the world for them. I can never express enough how fulfilling and grateful I am forever to serve those I spend time with.
Editor’s note: This article appears in the March 2024 print edition of Dental Economics. Dentists across North America are eligible for a free print subscription. Register here.
Maggie Augustine, DDS, is a Dawson-trained practicing general dentist, owner of Happy Tooth, faculty member at the High School of Dental Medicine, author and motivational speaker. She speaks nationally, drawing attention to the importance of authenticity and self-discovery, inspiring audiences to embark on a less contaminated journey to self-actualization.
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