Coaching is not something you start when everything falls apart. It is the moment you pause, reflect, and realise that something in your work or life needs clarity, direction, or support. Whether you feel stuck, overstretched, or simply ready for something better, coaching gives you the space, structure, and insight to move confidently from where you are to where you want to be.
Every dental practice grows through distinct phases, each shaped by a hidden motivational driver. This story follows one dentist’s complete journey through the Graves Drives, showing how each stage begins as a superpower and, when overused, becomes a saboteur. It reveals why practices get stuck, what unlocks growth, and how leaders evolve from survival and control into collaboration, learning, and holistic thinking.
Managing dental emergencies is far more than a scheduling exercise; it is a direct expression of your practice culture, values and commitment to patient care. When emergency access is thoughtfully designed and aligned with your team, your philosophy and your patient base, it reduces stress, strengthens trust, and transforms pain appointments into powerful practice-building moments. This article explores how to create a values-led, collaborative and sustainable approach to emergency appointments that protects your patients, supports your team and safeguards your reputation.
Many practices are struggling to recruit and motivate clinicians, cover fixed costs, and maintain high standards of care. The issue is rarely just the pay structure. It is the behaviour and motivation that the structure unintentionally creates.
Running effective staff appraisals in dentistry requires far more than a tick-box review. When team members reflect honestly on their current state, define their desired future, understand the real gaps, and follow a clear plan to bridge them, motivation rises and performance transforms. This article introduces the Achievement and Planning Review and a new Dental Nurse Scope of Practice Balance Wheel to help practices build confident, capable and engaged teams.
In the NHS, every clinician is paid the same UDA rate, regardless of experience or skill. But in private practice, that mindset limits growth, demotivates clinicians, and confuses patients. This blog explores why dentistry needs a transparent clinical career pathway and differential fee structure—mirroring professions like law and hairdressing—to reward development, improve retention and deliver care that truly reflects clinician expertise.
Being self-employed in dentistry is about far more than filing invoices or setting your own hours. It means recognising that you are a business owner — a dentalpreneur, a manager, and a clinician. When you start thinking like the leader of your own enterprise rather than someone who simply works for a practice, everything changes: your mindset, your conversations, and your success.
In Oldtown, Dr Solomon notices three ways patients seek care: those who prevent, those who act early, and those who wait until crisis strikes. A conversation under the wisteria arch with his coach, Purple Jane, reveals a parallel among practice owners: the navigator, the fire watcher, and the storm chaser. This parable invites dentists to reflect on their own path and what they might choose next
Your BDS, your driving licence, even your associate contract are not guarantees. They are entrance tickets. Their value lies in how you use them.
As household budgets tighten, many patients are delaying elective care, challenging young clinicians who have never worked through a recession. By strengthening core clinical skills, building trust, and adapting how you communicate, you can support patients through difficult times and position yourself for future growth.