After you’ve talked specifics with the leader in your practice who will move to a new role, it’s time to relay the change to your team.
Keep the tone positive and focused on alignment. Highlight how the restructure will support smoother workflows, more balanced responsibilities, and new opportunities for others to step up. Avoid framing the change as punitive or dramatic. Instead, emphasize that your goal is always to create the best version of your clinic—for patients and staff alike.
It’s also critical to proactively manage expectations and assumptions. Leadership transitions can sometimes trigger questions from staff about fairness—especially if the change involves a perceived loss of status or a gain in responsibility. While you don’t need to share private performance details, you can speak to the importance of fit, accountability, and continual alignment with the goals of the practice. Remind the team that all roles are evaluated on how well they serve the clinic as a whole, and changes are made thoughtfully and intentionally over time.
Then, be sure to follow up with the person, people, or teams who are directly affected by this shift. Ask for feedback. Address concerns early. These conversations help ensure that morale stays intact and that the transition creates momentum, not confusion. Clear, steady communication is key to keeping your culture strong through change.
We’ll summarize the month’s discussion next week.