The challenge of driving change in the dental lab

Ashley Byrne shares why change in the dental lab is both essential and uncomfortable, and his tips for making the process as smooth as possible.

Change is essential. I firmly believe that if your company isn’t changing and evolving, it’s effectively stagnating and ultimately dying.

Companies that remain dynamic and continuously evolve are often the most successful. However, change is not always easy…

Science tells us that we are not hard-wired for change. We learn new skills, perfect them and then face discomfort when asked to change them. The question, ‘Why change what we already do so well?’ is a common and fair one. If we excel at something, why evolve?

Why change?

Our fear of change stems from our brain’s response to the unfamiliar. It’s an instinctual survival mechanism.

When faced with the unknown, fear kicks in, leading to resistance. Change represents risk, and our bodies instinctively avoid risk to ensure survival.

In practical terms, change often feels like a loss of control, which is an uncomfortable feeling. Starting from scratch, even when we are experts at something, feels like a huge step backward.

This perceived threat to our competence is often the biggest hurdle for dental lab leaders, leading to heightened anxiety and resistance.

Nevertheless, we must evolve if our industry is to thrive. If we don’t, automation, large corporations and financial pressures will inevitably force change, often to our detriment.

If you still believe the future of dentures lies in traditional wax-ups and acrylic processing, it’s time for a reality check. Our industry is growing, our numbers are declining and printing technology is rapidly surpassing handmade dentures.

Clinging to outdated methods will leave you drowned out by the advancements in AI and printing technology.

Navigating change in the dental lab

Dental labs have undergone immense change in recent years, and the pace of change is not slowing down.

In my dental lab, we’ve transitioned from an analog workflow to a fully digital one in crown and bridge, moved away from bonded restorations, and now use micro-layered or glazed Zirconia.

The resistance to these changes was significant, but over time fewer team members opt for layered ceramics except in specific cases. I vividly remember the challenges during this transition, despite initial resistance.

Change is handled differently by everyone, and there’s no universal rule. Some people adapt quickly, while others take time to process new concepts. As leaders, we must gauge situations quickly and adapt our approach to each individual.

I’ve found that some team members need steady, bite-sized changes and time to process. Throwing a major shift at them can lead to meltdowns. Others are more adaptive and thrive on challenges, preferring to figure things out themselves.

Most people fall somewhere in between these extremes. I have found an essential communication tool for success is a shared roadmap, with the necessary step-by-step detail or general direction, depending on the needs of the team.

Embrace failure

When implementing change, celebrate even the small victories. Highlight positive client feedback, demonstrate cost savings, set targets and celebrate when they are achieved.

For example, a simple gesture like bringing in bacon rolls can help embrace change. Yes, I make a good bacon roll, however it’s the short down time and informality that gives people a chance to talk about what’s happening.

Celebrating success is crucial, but so is acknowledging failure. If a change doesn’t work out, it’s important to learn from it.

For instance, when we initially switched to printing temp dentures, we faced a high fracture rate. After changing materials, our fracture rate dropped dramatically, and we celebrated this improvement.

Embracing failure allows us to reflect, adapt and implement better solutions quickly.

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