January offers an excellent opportunity for reinvention—a chance to hit the reset button and set the tone for the entire year. As a manager, it's all too easy to fall into the trap of frustration, pointing fingers at your team and even yourself. You’re left questioning, Why don't they care as much as I do? Why can't they just get it right?
Missed deadlines, lack of initiative, and recurring mistakes can seem like glaring signs that something is broken.
But what if the real breakthrough you’re looking for starts with a simple shift in mindset? Instead of continuing to blame those around you, ask yourself—what if the problem isn’t them, but the way I’m seeing them? The most powerful change you can make as a manager is to look inward, adjust your perspective, and recognize that your leadership style may need an overhaul to truly connect with and inspire your team.
“It’s Not You…It’s Me”
This game-changing realization has the power to transform your leadership. Your mindset is the engine that drives your team’s success or stalls their progress. When you view your team through a lens of frustration, labeling them as unmotivated, resistant to change, or incapable, you unknowingly shape the way you communicate, manage, and support them.
The truth is, people tend to rise or fall to meet the expectations you set. So, imagine what happens when you shift your mindset from one of frustration to one of curiosity and accountability—when you start seeing potential instead of problems. That change in perspective will not only revolutionize your relationship with your team but will also elevate their results in ways you never thought possible.
The Power of Taking Ownership
Start by reframing your narrative. When a team member misses a task or underperforms, the instinctive reaction might be to assign blame, but it’s important to reflect and ask yourself:
What role did I play in this?
Did I provide clear instructions?
Have I set realistic expectations?
Am I consistently modeling the behavior I want to see?
These questions aren’t about taking all the blame but recognizing that leadership is a shared responsibility. Effective leadership extends beyond just managing your team’s actions—it encompasses how your approach directly impacts their performance. Have you established a culture where feedback is welcomed, or one where team members are afraid to speak up? Are you providing the right resources and training, or just expecting them to meet your standards intuitively? By recognizing your role in these dynamics, you create opportunities for growth for yourself and your team.
Bridging the Generational Divide
One of the most overlooked barriers to effective leadership is the inability to communicate across multiple generations. Today’s workforce includes six generations, each with unique communication styles, values, and preferences.
Baby Boomers prefer structured, face-to-face discussions.
Gen Xers value independence and a balance of autonomy and collaboration.
Millennials thrive with regular feedback and a digital approach to communication.
Gen Z prefers quick, concise messages and often communicates better in writing.
Gen Alpha (emerging workforce) will likely favor fast, interactive, tech-based communication.
To lead effectively, you must understand and adapt your communication style to ensure every team member feels heard, valued, and supported. It’s not about catering to every whim—it’s about recognizing that one size doesn’t fit all. Expanding your communication toolbox helps bridge generational gaps and ensures your team feels connected.
Moving Beyond Doubt and Blame
When communication breaks down, it's easy to think, They’re not listening. They don’t care. But often, the root issue is that your team doesn’t feel fully equipped or supported to meet expectations. Shifting from blame to curiosity creates space for understanding rather than judgment.
Instead of asking, Why aren’t they doing their job? try asking, What might be holding them back? This shift in mindset leads to deeper, more meaningful conversations that uncover the real issue. Maybe they need clearer instructions, better tools, or more confidence. The solution often lies not in reprimanding but in providing the support they need to succeed. When you make this adjustment as a manager, you empower your team to perform at their best while fostering a culture of collaboration and shared responsibility.
Leading with Empathy and Patience
Empathy is a key trait of successful dental leaders. It allows you to understand your team’s challenges, frustrations, and perspectives. A struggling team member may not be lazy but overwhelmed. A hesitant younger employee may not be disengaged but unsure of how to communicate.
By leading with empathy, you can address these challenges and offer support tailored to each person’s needs. This builds trust, strengthens relationships, and improves overall morale.
Patience is equally important. Change takes time, especially when improving team dynamics. Celebrate small wins, acknowledge the effort, and remind your team that growth is a process. A culture of continuous development encourages open dialogue and long-term success.
Connecting Purpose to Performance
A major challenge for managers is feeling like their team doesn’t care as much as they do. This often stems from a lack of shared purpose. Your team may be busy with daily tasks but may not always connect them to the practice’s bigger mission.
It’s up to you to tie responsibilities back to a greater cause—whether it’s creating a positive patient experience, improving oral health, or fostering a collaborative culture. When your team understands the why behind their work, they engage more meaningfully. Helping them see their contributions matter fosters pride, ownership, and stronger engagement.
Leadership Starts with You
Ultimately, shifting your mindset isn’t about letting your team off the hook. It’s about taking accountability for your role in their success. When you stop seeing your team as the problem and start asking, What can I do differently to support them? you create a culture of collaboration, growth, and mutual respect.
By changing how you view your team, you change how they view themselves—and what they’re capable of achieving. It’s not always easy to look inward, but it’s a necessary step to becoming a leader who truly inspires and empowers. Leadership isn’t about you or them—it’s about both of you, working together toward a shared goal. That’s where the magic happens.
Personal Reflection
Shifting my mindset to "it's not you, it's me" truly transformed my leadership approach. By understanding how to communicate with each generation and recognizing their unique needs, I created a more harmonious work culture where everyone thrives. Instead of seeing challenges as my team’s shortcomings, I saw them as opportunities to adjust my approach and meet my team where they were. This shift led to stronger relationships, greater trust, and an overall more effective team.
The byproduct? Increased production, improved collections, and a more cohesive team—where patients feel the unity.
Do I still have frustrating days? Of course—I’m human. But I remind myself that leadership is about growth, both for me and my team. By keeping my mindset focused on learning and adapting, I’ve built a culture of open communication, empathy, and support. This transformation has strengthened our internal operations and positively impacted patient relationships, proving the power of a unified, thriving team.
About the author:
Christi Bintliff is a Leadership & Performance Coach, Founder of LEAP2 Solutions, and Treasurer of ADMC, with over 30 years of experience in dental practice leadership. Through her LEAP methodology (Lead, Engage, Align, Perform), she helps dental teams achieve sustainable success. A speaker, writer, and award-winning practice manager, she is also a Fellow of AADOM. Christi is known for her charismatic coaching style and passion for personal and professional growth.
📍 Website: leap2solutions.com📞 Contact: 919.798.2116
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