What’s Really Holding Your Dental Team Back? Lessons from The Five Dysfunctions of a Team

In private dental practices, we often assume the hardest challenges are finding the right associate, building a marketing funnel, or managing overhead. But what if the real problem isn’t any of those?

What if your greatest threat… is your team?

This was the core premise behind our latest Dentist Partner Pros book club pick, The Five Dysfunctions of a Team by Patrick Lencioni. It’s not your typical leadership book—it reads like a novel, packed with corporate drama that somehow feels uncomfortably familiar. And that’s what makes it so powerful.

As we read and discussed it as a team, one thing became clear: Lencioni’s insights apply just as much to dental practices as they do to Silicon Valley startups. In fact, they might be more critical in dentistry, where lean teams, high stress, and daily patient interactions can magnify even the smallest dysfunctions.

Let’s explore the five dysfunctions—and how they show up in real-world practices.

1. Absence of Trust: The Fear of Being Real

The first dysfunction is a lack of vulnerability-based trust—where team members are unwilling to say “I made a mistake,” “I don’t know how,” or “I need help.”

As one team member shared during our discussion, “In past companies, I didn’t want to show imperfections because they’d be used against me.” That fear silences innovation and breeds resentment.

In contrast, we strive at DPP to name problems, not people. When we say “this is a bandwidth issue,” rather than “Francis didn’t do his job,” it creates space for honesty. And in dentistry, that same principle can transform how front office teams, hygienists, and associates interact. Admitting uncertainty or limits shouldn’t be seen as weakness—it’s a path to trust and collaboration.

2. Fear of Conflict: The Danger of Artificial Harmony

Once trust is built, the next hurdle is fear of conflict. Many teams fall into a dangerous place Lencioni calls artificial harmony—where everyone smiles in meetings, but leaves stewing in silence.

Sound familiar?

Healthy conflict isn’t about fighting—it’s about debating ideas vigorously before making decisions. It’s about raising concerns early, not gossiping after hours.

One of our teammates described it well: “In big companies, everyone nods in meetings, then talks crap behind people’s backs. That kills morale.”

In dental practices, artificial harmony might look like ignoring scheduling problems, staying quiet about a toxic staff member, or tolerating sloppy handoffs between ops and admin. You need conflict. The healthy kind.

3. Lack of Commitment: The Grey Zone of Inaction

Teams that avoid conflict struggle to commit. Decisions get made in vague ways. People “go along” but don’t buy in.

This dysfunction hits home when dentists hesitate to hold morning huddles, or leave treatment planning unclear between providers. Without commitment, even great strategy falls apart in execution.

At DPP, one insight we reflected on is that alignment isn’t agreement. It’s okay to disagree in the room—but once a decision is made, the team commits and moves forward together.

4. Avoidance of Accountability: The Silent Killer

Without clear commitment, accountability fades. It’s not just about performance reviews—it’s about peer-to-peer accountability. A team that trusts each other won’t wait for the owner to course-correct every time.

During our book club, someone mentioned the power of “naming the problem” instead of blaming a person. That reframe makes it safer for team members to challenge each other directly and respectfully.

For dentists, this means setting the expectation that everyone can hold each other accountable for practice goals—not just the practice owner. That includes production targets, patient experience standards, and even interpersonal behavior.

5. Inattention to Results: When Ego Blocks Growth

The final dysfunction is when team members prioritize personal success over team results. In dentistry, this might look like:

An associate more focused on their monthly bonus than case collaboration
A front desk staffer refusing to cross-train because “that’s not my job”
A hygienist focused only on recall, not whole-practice revenue

To fight this, Lencioni recommends clear, collective goals—and visible metrics that keep everyone aligned. At DPP, we use shared dashboards and weekly issue lists to bring focus back to team-wide wins.

As Ryland put it during our discussion, “It only takes one team member to break momentum and trust.” That’s true for software companies and dental practices alike.

Building a Dysfunction-Free Practice

If you’re a private practice owner, this book should be required reading. But more importantly, it should be a mirror.

Ask yourself:

Can your team be vulnerable with each other?
Do you encourage healthy, direct conflict?
Are your goals clear and agreed upon?
Do your team members call each other up—or just complain down?
Is your practice truly aligned on shared results?

If you’re unsure, now’s the time to reset. Culture doesn’t happen by accident. And your ability to scale, retain talent, and enjoy the practice you’ve built all hinge on these foundational dynamics.

Ready to Build a Healthier, Stronger Dental Team?

Whether you’re navigating culture cracks, dealing with high turnover, or preparing for growth—your team’s performance is the ultimate multiplier (or limiter) of your success.

If you’re a private practice owner who knows your team could run smoother—or if you know a dentist who could use some support—let’s talk.

👉 Refer a Doctor You Care About:
Send them this link to book a free consult with our team:

https://calendly.com/bryton-dentistpartnerpros/discovery-call

We’ll help them get clarity on hiring, leadership development, and what it takes to build a thriving private practice—no pressure, no strings attached.