What They Don’t Teach You in Dental School
Dental school prepares you for many things. You learn how to meticulously treat patients, analyze case studies, and refine your clinical craft. But here’s what no one tells you until you step into the real world of practice ownership or team leadership: the hardest part isn’t the dentistry.

It’s leading people.

The surprise lies in how much of your day revolves around managing personalities, setting expectations, building team morale, and creating a culture where your staff feels empowered to thrive. Stepping into leadership in a dental practice isn’t just about being “the boss.” It’s about becoming a people-first professional who navigates the complexities of accountability, respect, and culture.

Whether you’re an associate dentist considering practice ownership, a new practice owner, or an experienced clinician looking to elevate your leadership skills, this post is for you.

The Truth About Accountability
One of the most misunderstood aspects of leadership is accountability. Too often, holding people accountable is viewed as harsh, controlling, or confrontational. But the truth is, accountability is rooted in belief and care.

When you set high expectations for your team, it’s not because you’re trying to micromanage or criticize. It’s a vote of confidence. It shows your belief in their capabilities and potential. Imagine walking into a room where the systems are off or the patient experience feels rushed. Accountability means finding solutions collaboratively.

Here are actionable ways to create a culture of accountability in your practice:

Be Clear and Consistent: Define roles, expectations, and benchmarks. Uncertainty breeds confusion, which undermines performance.
Give Feedback Often: Both praise and constructive feedback are equally important. Balance recognition with guidance for improvement.
Address Misalignment Early: If something’s not working, step in before it becomes a larger issue.

When your team sees accountability as encouragement rather than critique, they’ll perform with confidence and motivation.

Respect > Popularity
Newsflash: You won’t always be liked as a leader. And that’s okay. Effective leaders build respect, not friendships.

It’s easy to seek validation in a leadership role, especially when you want to create a positive and collaborative work environment. However, prioritizing popularity over values weakens your credibility.

Respect comes from leading with integrity, setting boundaries, and standing firm on your principles—even when those decisions are uncomfortable. For example:

Addressing punctuality issues directly instead of overlooking them.
Standing by your processes, even when it’s easier to bend the rules for a team member.

One way to ensure respect is to ground your leadership in practice values. Does your practice prioritize patient care above all else? Model that. Does your practice emphasize team collaboration? Reward behaviors that reflect it.

When you lead through values, your team knows they can trust you, even if they don’t always agree with your decisions.

Lead from the Front
Want credibility as a leader? Earn it. That starts with modeling the behavior you expect in your team.

There’s nothing more inspiring than a leader who’s willing to roll up their sleeves and get the job done alongside their staff. Whether it’s staying late to flip a room, taking out the trash on a chaotic day, or covering for the front desk, your actions speak louder than words.

Here’s why this matters:

It Builds Trust: Your team respects a leader who understands their challenges firsthand.
It Sets the Standard: By modeling a strong work ethic, you’re setting the bar for what’s acceptable.
It Fosters Team Cohesion: When everyone sees you as part of the team, not above it, it unites the entire practice.

A real leader doesn’t just give orders; they lead by example, every single day.

Protecting Culture Means Making Hard Choices
Creating a positive team culture is like crafting the perfect restoration. The end result might look seamless to your patients, but there’s a lot of work behind the scenes to get there.

Part of maintaining your team culture means making tough decisions when someone or something doesn’t align with your practice’s values.

Whether it’s letting go of a team member who isn’t the right fit or realigning team expectations, these decisions are never easy. However, protecting your culture is vital to maintaining workplace harmony, patient satisfaction, and overall growth. Ask yourself:

Is this decision serving the long-term vision of my practice?
Will it create a stronger team culture?

When you prioritize culture, you set the foundation for sustainable leadership and growth.

Why Aspen Dental Supports Strong Leadership
Leadership doesn’t happen in isolation—even the best leaders need support. That’s why Aspen Dental puts its leaders at the heart of the practice.

Aspen understands that strong leadership drives great dentistry. Here’s how they back their team leads and practice owners:

Clinical Autonomy: You have the freedom to focus on patient care while Aspen handles the business operations.
Mentorship Opportunities: Through peer partnerships and TAG U (The Aspen Group University), you’ll have access to leadership development courses, mentorship programs, and actionable tools to level up your management skills.
Ownership Pathways: Aspen provides pathways to practice ownership for those who aspire to run their own office, ensuring you have the guidance and resources to thrive.

When you join Aspen, you’re never leading alone.

Build Smiles, Build a Legacy
Being a dentist is about more than just fixing teeth. It’s about creating smiles—in the mirror, on your team, and within your career.

Great dentistry has the power to change lives. But great leadership? That changes entire careers, including your own.

Your practice will only grow as far as your leadership allows it to. Are you ready to rise to the challenge and unlock your potential as a leader in dentistry?

Explore open roles and leadership opportunities with Aspen Dental today.