A step-by-step guide to turning post-AAO meeting inspiration into actionable, lasting change within your orthodontic practice.

By Cassie Kellner

Attending the American Association of Orthodontists (AAO) annual meeting can be a game-changer. You come back inspired, brimming with ideas, and ready to elevate your practice. But what about the team members who didn’t attend? They may not share the same excitement, and change can often feel overwhelming or unnecessary to them.

If you want to implement real, lasting change in your practice, you need a plan. Change management isn’t just about having great ideas—it’s about getting your team on board, setting clear goals, and following through. Here’s how to do it successfully.

1. Start With the WHY

Before diving into what needs to change, focus on why the change is necessary. If your team understands the root of the problem and the outcome you’re trying to achieve, they’re more likely to support the initiative.

  1. What problem are we solving?
  2. Why is this important for our patients, team, and practice?
  3. What will success look like?

Gather your team and discuss the why behind the changes you want to make. Remember that old-school saying, “Secrets don’t make friends.” Transparency is key—if they understand the purpose, they’ll be more invested in making it happen.

Pro Tip: Use examples from the conference to illustrate your points. Maybe you saw a new bracket system or workflow improvement that can solve a problem in your practice. Visualizing success makes the “why” even clearer.

2. Get Input From Your Team

Your team is on the front lines. They see the daily challenges, inefficiencies, and patient interactions firsthand. Instead of dictating changes from the top down, ask for their feedback and ideas on how to implement improvements.

  • Hold a Team Meeting: Schedule a session where you can share your key takeaways from AAO.
  • Facilitate Discussion: Ask your team where they see opportunities for change. What processes are slowing them down? What patient feedback have they noticed?
  • Encourage Ownership: Empower them to suggest solutions. Often, the people doing the work have the best insights on how to make it better.

Book Club Idea: Who Moved My Cheese?, by Spencer Johnson, is a great resource for navigating change. It is a simple yet powerful book about adapting to change. Consider making it your next practice book club read to spark conversation and mindset shifts.

3. Prioritize, Plan, and Track Progress

Change falls apart when it’s not organized. The worst thing you can do is introduce a big initiative, try it once, and then abandon it when it doesn’t work perfectly on day one.

  • Prioritize: From your team meeting, list the top changes you want to implement this year. Not everything needs to be done at once. Identify quick wins and long-term goals.
  • Plan: Use Asana to create a Kanban board mapping out each initiative. Assign tasks, set deadlines, and track progress.
  • Follow Through: Schedule regular check-ins to review progress and adjust as needed. Make it a point to celebrate wins, even small ones.

Pro Tip: Create categories on your Kanban board like “Ideas,” “In Progress,” “Not Ready,” and “Complete.” This will make it easy to visualize how your initiatives are progressing.

Don’t Keep Change a Secret

Remember, secrets don’t make friends. If you’re planning big changes in the practice, bring your team in on it from the start. Let them know their input matters and make them part of the process.

  • Hold regular meetings to discuss the progress of your initiatives.
  • Give team members space to express any worries and address them honestly.
  • When you achieve milestones, celebrate as a team. Recognition goes a long way in building momentum.

Handling the Energy Gap

Not everyone made it to the AAO conference, and they might not feel the same energy you do. It’s essential to bridge that gap by sharing your excitement and involving them in the change process.

  • Share Stories: Tell them about inspiring speakers, innovative products, or actionable ideas you picked up.
  • Visual Aids: Use photos, videos, or handouts to bring the experience to life.
  • Provide Context: Explain how the changes will positively impact them, their workflow, and patient care.

Change is Hard—But Worth It

Change management requires patience, persistence, and a lot of communication. You’ll hit roadblocks, and that’s okay. The key is to stay committed to the process and adjust as needed. Avoid the common pitfall of abandoning an idea simply because it didn’t work perfectly the first time.

Keep revisiting the why with your team, encourage their feedback, and celebrate progress. With a solid change management strategy, you’ll see real, lasting improvements in your practice—and your team will thank you for it. OP

LEARN MORE: Building a Thriving Team Culture in Your Practice

Photo: ID 371884053 © Alexei Onufriiciuc | Dreamstime.com

Cassie Kellner has over 20 years of experience in orthodontics, taking on diverse roles, from clinical team member and leader to consultant, lecturer, and practice coach. These experiences have shaped her belief that the well-being of team members is the foundation of true orthodontic success. Kellner is passionate about empowering orthodontic teams by cultivating cultures of support, growth, and wellness. She firmly believes that thriving, fulfilled teams are the key to creating exceptional practices beyond numbers and metrics. As the founder of Everbloom, Kellner dedicates her work to inspiring and guiding orthodontic professionals to build workplaces where every team member feels valued, supported, and equipped to thrive. Visit discovereverbloom.com to learn more.