Every dental practice will go through period of change. It’s inevitable as the business develops. I am also a firm believer that it should be encouraged when there is an opportunity to evolve and grow. However, I appreciate that principals face barriers when it comes to implementing something new within the practice. Understanding these and being prepared can make overcoming them that little bit easier.
Financial restrictions
One of the biggest challenges when making significant changes in the practice is financial management. Constant investments are needed in staff, equipment and the building itself, with larger adjustments often leading to increased outlay. It’s the same story across the UK, where nearly 30% of small business owners in general feel that growth is restricted due to financial worries.[i]
There is no easy answer to this dilemma. The key is to ensure smart business finances and to seek the support of experts in the field if you are concerned. There are also a number of payment plans and finance options available when it comes to equipment or software. Ultimately, if an investment now will enhance the future of the business, the quality of patient care and/or the team’s experience, then it will almost certainly be worth it.
Team apprehensions
When informed of major changes within the practice, it is natural for some team members to seem resistant. Concerns can relate to how the changes will affect their job role, what they might mean for future progression and how patient care may be affected. However, these apprehensions can often be mitigated with transparent communication, training and support.
Research[ii] has found one of the biggest barriers to successfully implementing change is insufficient training and education for the team. This is followed by lack of staff involvement and lack of management support or leadership. All of these factors can be controlled, allowing you to ensure that all individuals have the training and support they need for success.
Fear of the unknown
Resistance to change also be the result of a fear of the unknown. Some of this can be addressed with open communication, but there will often be a learning curve for everyone involved. This is particularly relevant ahead of bigger events like a change in practice ownership. Based on my own experience of this, I would highly recommend talking to the team as soon as is sensible to do so. Keeping them in the loop and showing how you intend to protect their best interests when it comes to finding a buyer will do wonders to put their minds at ease. I also found it useful to assure the team that I would be remaining in the practice, and that little change would actually be applied to their day-to-day life even post-completion. With the shared ownership model entered into, this was a promise I could make confidently.
In any situation, thorough research and on-going communication will help reduce any fears of the unknown, both for you and your team.
Inevitable but healthy
Change is inevitable for every dental practice. For the best transitional experience and outcome, it’s important to effectively manage as many factors as possible. When change is implemented successfully, businesses of any shape or size can benefit.[iii]
For further information about the endodontic referral services available from EndoCare, please call 020 7224 0999 or visit www.endocare.co.uk
EndoCare, led by Dr Michael Sultan, is one of the UK’s most trusted Specialist Endodontist practices. Through the use of the latest technologies and techniques, the highly-trained team can offer exceptional standards of care – always putting the patient first. What’s more, EndoCare is a dependable referral centre, to which dentists from across the country send their patients for the best in specialist endodontic treatment.
[i] Money Advice Trust. Three in ten small businesses say worries about finances a barrier to growth. Latest News. March 2025. https://moneyadvicetrust.org/latest-news/three-in-ten-small-businesses-say-worries-about-finances-a-barrier-to-growth/ [Accessed May 2025]
[ii] Mosadeghrad, Ali & Ansarian, Maryam. (2014). Why do organisational change programmes fail?. International Journal of Strategic Change Management. 5. 189. 10.1504/IJSCM.2014.064460.
[iii] Jalagat, Revenio. (2016). The Impact of Change and Change Management in Achieving Corporate Goals and Objectives: Organizational Perspective. International Journal of Science and Research (IJSR). 5. 1233-1239.
