When Dr. Ali Alijanian arrived at this year’s AADOM Conference, he wasn’t there to pick up a plaque or take the stage himself. He was there to celebrate someone else—his practice administrator, Elaina Wharton, who had just earned her AADOM Diplomate distinction, one of the highest honors for dental practice administrators in the country.

Elaina wasn’t just representing herself or her chapter. She was representing what happens when a leader chooses to look inward—to find, nurture, and invest in the potential that already exists within their own practice walls.

“I came to support her,” Dr. Alijanian said, smiling as he looked out at the energy of the conference floor. “She’s earned every bit of this. And the truth is, my practice wouldn’t be what it is today without her.”

Losing a Leader—and Finding the Hidden One

Years ago, Dr. Alijanian’s Walnut Creek, California, practice hit a wall that many private practice owners can relate to. After losing his trusted practice administrator of 14 years, he found himself pulled deep into micromanagement—handling operational details that distracted him from dentistry and drained his team’s morale.

“I tried hiring replacements,” he recalled, “but something was always off—either the pay didn’t match the performance, or the culture didn’t fit. It created a lot of imbalances.”

Instead of cycling through candidates who didn’t share his vision, Dr. Alijanian made a bold choice: to look within his team for leadership potential. What he found changed everything.

“I decided to stop searching for a ‘perfect’ hire and start developing a leadership team from the people who already knew our culture,” he explained. “That’s when I noticed Elaina. We communicated easily, trusted each other, and shared the same vision for what our practice could become.”

Through regular one-on-one mentorship, Elaina began to take on more responsibility. With each step, she earned not just Dr. Alijanian’s confidence, but the respect and trust of the entire team.

The AADOM Effect

That trust turned into momentum when Elaina discovered the American Association of Dental Office Management (AADOM). What began as curiosity quickly became a professional calling.

Elaina was the one who really dove into it,” Dr. Alijanian said. “She joined AADOM, started a local study club, attended national meetings, and brought back ideas that transformed our practice. The speakers, the networking, the sense of belonging—it all fueled her growth.”

Over time, Elaina earned her Fellowship, then Mastership, and finally, her Diplomate designation—an achievement few reaches. Along the way, she elevated her colleagues, creating a ripple effect of professionalism and pride throughout the team.

For Dr. Alijanian, the ROI was both tangible and cultural.

“Our practice runs more smoothly than ever,” he said. “There’s a shared sense of ownership. The front office doesn’t see this as a job anymore—it’s a career. And the energy is contagious.”

Culture Over Credentials

Dr. Alijanian admits he used to focus more on experience and technical skill when hiring. But through this journey, his philosophy shifted dramatically.

“If someone doesn’t fit the culture, it doesn’t matter how talented they are,” he said. “The wrong person can throw everything off balance. Now, when we hire, the entire team gets involved. They help decide whether a new candidate aligns with our values.”

That collaborative approach has created what Dr. Alijanian calls a “protective culture.” His team guards it carefully because they’ve helped build it.

“They’ll tell me if someone’s not a good fit before I even notice it,” he laughed. “That’s when you know you have the right people in the right seats.”

Investing in People Pays Dividends

Dr. Alijanian sees leadership development not as an expense, but as an investment with compounding returns.

“The most important thing AADOM gave us was a shared language,” he said. “Now, when my team and I come back from a conference, we’re on the same page. We collaborate, we challenge each other, and we all grow together.”

All of Dr. Alijanian’s front office team members are now AADOM members. Two have reached the Mastership level, and several more are pursuing credentials. The result? High retention, fewer operational bottlenecks, and an atmosphere of continual improvement.

“The more you invest in your team, the more they invest back in the practice,” he said. “That’s the real return.”

Lessons for Private Practice Owners

When asked what he believes most practice owners overlook, Dr. Alijanian didn’t hesitate.

“Sometimes the best person is right in front of you, and you just don’t see it,” he said. “But you have to spend time—real time—getting to know your team, understanding their strengths, and giving them the resources to grow. AADOM gave us the framework to do that.”

He also emphasized that dentists must see leadership development as essential, not optional.

“If you don’t have a strong culture, you’ll spend your days putting out fires,” he warned. “You’ll waste energy on turnover and conflict instead of growth. Delegation, trust, and culture—that’s what builds stability.”

The Practice That Grows Together

Today, Dr. Alijanian’s practice stands as a model of what’s possible when a dentist stops trying to do it all alone and starts empowering others to lead. His story—and Elaina’s—illustrates a truth that too many practices overlook: leadership can be found, but more often, it’s built.

“Investing in Elaina changed everything,” he reflected. “Not just for her, but for all of us. I get to focus on dentistry again, and the team runs the practice like they own it. It’s not just my success—it’s ours.”

At the AADOM Conference, surrounded by hundreds of passionate, career-driven administrators and managers, Dr. Alijanian’s pride was unmistakable.

“I came here for her,” he said again, nodding toward Elaina across the room. “But really, I came for all of us—to celebrate what happens when you trust your people and let them grow.”