This monthly series with American Association of Dental Office Management (AADOM) Executive VP Penny Reed explores how dentists and office managers can lead together to create stronger, more profitable, and better-run practices.
Part 1 – Why This Relationship Matters
What if the biggest opportunity to grow your dental practice wasn’t a new marketing campaign, a flashy piece of equipment, or even another CE course?
What if the key to increased production, a stronger culture, and lower stress was already right there in your practice—just waiting to be activated?
It’s your partnership with your office manager. And it’s one of the most powerful—and underleveraged—assets in dentistry today.
It Matters, It Really Does
Over the years, I’ve worked with practices that produce $500,000… and ones that produce well over $5 million. Despite the difference in size and structure, one truth shows up repeatedly:
When the dentist and the office manager function as aligned leaders, the practice thrives.
When that partnership breaks down or never develops, even the most talented teams struggle.
Dentists often carry the weight of the business on their shoulders—overseeing patients, managing team dynamics, making financial decisions, and trying to move the practice forward. It’s exhausting.
Yet when a manager steps fully into their leadership role—operationally managing the team, systems, and daily execution—and does so in sync with the dentist’s vision, everything changes.
Less stress. More accountability. Smoother days. Healthier culture. Better numbers.
That’s not a pipe dream. That’s what happens when you co-lead the practice with intention.
Not Just a Title—A Partnership
Too often, the title “office manager” is handed out without clarity, training, or authority. It can be a descriptor of a glorified taskmaster rather than a true leadership role.
Likewise, dentists sometimes delegate leadership—but not responsibility. Or worse, avoid it altogether.
The result? Frustration. Firefighting. And a revolving door of team members who have to be constantly managed because of a lack of clear leadership.
It doesn’t have to be that way.
Here’s a way to reframe your viewpoint
– The Dentist is the visionary and sets the direction and the tone.
– The Office Manager is the implementor, ensuring that the practice stays on course.
Think of the dentist as the pilot—focused on the destination, clinical precision, and keeping the plane in the air. The manager is the co-pilot—navigating logistics, coordinating the crew, and keeping everything on schedule. Both roles are essential. Neither fly solo.
Together, you form a leadership duo—one that shapes every aspect of the patient and team experience.
Three Essential Habits of a High-Performing Partnership
- Weekly Alignment
Great partnerships don’t run on autopilot. They meet regularly and with purpose.
Use that time to:
– Review production, collections, and key metrics
– Align on priorities and bottlenecks
– Coach each other through team or system issues
– Celebrate wins and reinforce vision
A good leadership meeting builds momentum. A great one builds trust.
- Role Clarity
You can’t lead with confidence if you’re unsure of your lane. One of the most useful tools you can share is a “Who Does What” chart. This lets you and the team know who to go to when they have a request or need clarity.
Confusion isn’t just frustrating—it’s expensive.
- Consistent Accountability
Clarity means little without follow-through—it’s the follow-through that builds momentum. Once roles and rhythms are defined, the next step is accountability.
“Accountability breeds response-ability.” — Stephen R. Covey
What makes a great manager isn’t just their ability to “handle the team.” It’s their alignment with you. Their confidence grows when they know you’ll back them up—and their impact multiplies when they lead with your trust.
Replacing Friction with Focus
Sometimes the relationship between dentist and manager becomes strained—not because either person is the problem. It’s because the structure of the relationship was never clearly built.
Here are three common breakdowns—and how to begin to address them:
1. “I thought you were handling that…”
2. “I don’t want to micromanage, but…”
3. “The team is confused about who to listen to.”
If these sound familiar, don’t worry. The first step to a better partnership is naming what is not working. Then, start rebuilding—together.
Why This Partnership Deserves Your Attention
Most dentists didn’t go to dental school to become a CEO. And your team isn’t looking for a superhero—they’re looking for structure.
What does it take?
Not a major overhaul. Simply intention and partnership.
Just the willingness to stop delegating down and start collaborating.
What You Can Do This Week
Let’s make it practical. Choose one of the following and take action:
– Schedule your first weekly alignment meeting
– Define your ‘Who Does What’ list
– Read this article with your manager
– Take the same CE courses
– Celebrate your manager’s recent success
Turn these insights into action!
“If you could get all the people in an organization rowing in the same direction, you could dominate any industry…” — Patrick Lencioni
Let’s build that kind of practice—together.
A strong relationship with your office manager is key to practice growth. The American Association of Dental Office Management (AADOM) gives them the leadership training, tools, and peer support they need to help run your business—so you can focus on patient care.
👉 Learn more about how AADOM can support your practice growth!
