Dental Assistants: How to Shine When Working with a New Doctor

When a practice is sold and new owners step in, it can feel like your entire professional world has shifted overnight. One day you are working with the doctor you have trusted for years, and the next you are shaking hands with someone completely new. It is natural to feel anxious and protective of your routines and even a little skeptical. But I want you to know that this is also an incredible opportunity. This is a moment to grow, step into leadership, and help shape the next chapter of your practice.

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I see this situation a lot in my work with dental teams. I am not a transition broker. I do not handle the buying or selling of practices. But I do get called in after the sale, when the new doctors are settling in and the team is figuring out what comes next. Often, the new owners are excited and ready to hit the ground running, but the schedule is empty, morale is low, and team members are wondering if they should stay. This is where we have to bridge the gap and get everyone aligned.

The Power of Having an Open Mind

The first thing I tell dental assistants is that change is inevitable. Whether your doctor decides to switch software, bring in new technology, or sell the practice, things will evolve. You cannot change the fact that the practice was sold, but you can choose how you respond.

Start by asking “why.” Why was the practice sold? What is the vision of the new owners? Sometimes outgoing doctors are very transparent and involve the team in the process months in advance. Other times, you find out the day it happens. Regardless, keeping an open mind will help you adapt faster and keep your stress level down.

What Dental Assistants Are Doing Right

The assistants I see thriving in these situations are the ones who lean into curiosity and communication. They ask the new owners questions like:

• What is your vision for the practice?

• How can I support you in achieving it?

• What changes do you want to see in scheduling, materials, or workflows?

They also advocate for training when it is needed. A new owner may want to implement same-day dentistry or change clinical protocols. This is your chance to step up, help train the team, and make sure everyone is on the same page.

What Dental Assistants Sometimes Get Wrong

The biggest mistake I see is expecting everything to stay the same. The new doctors will have their own way of doing things, whether it is the materials they use, the procedures they offer, or the pace of the day. Digging in your heels and resisting every change will only create tension and frustration for everyone.

Instead, think about the possibilities. This could mean a practice remodel, new technology, or simply a fresh approach to patient care. Being willing to stretch outside your comfort zone could lead to growth opportunities for your career.

Build Relationships with Your New Doctors

I encourage teams to take time to get to know each other personally and professionally. Consider doing a DISC personality workshop to better understand communication styles. Host a lunch-and-learn where you and your new doctors can compare processes, how you have done things in the past, how they have done things elsewhere, and what a hybrid approach might look like.

Remember, new doctors are often just as nervous as you are. They may have come from a DSO environment and now have to adjust to the pace of private practice. They need your insight into how the practice flows day-to-day, and this is your moment to lead.

Your Opportunity to Lead

This transition is a chance to show the new owners what a thriving practice looks like. Speak up about what works, share your ideas, and coach them on the little things that make a big difference. You have history, context, and patient relationships that they do not, and that is incredibly valuable.

Change is never easy, but with the right mindset, it can be the spark that launches your practice into a stronger, more successful future. Do not wait for change to happen to you. Be part of shaping it.