Building a Dream Team: How Practice Culture is the Foundation of Success

Why Great Teams Are Built, Not Born

Have you ever had the privilege of being part of a team where everything just clicked? Where the kismet and synergy was so damn palpable, you could almost taste it?

It almost feels like the team had a secret language or something, like some weird collective unconscious - a shared understanding or an unspoken bond or something that made working together look and seem effortless.

These teams seem like a rare breed.

It probably feels like they just lucked into it, and that it’s a once-in-a-lifetime experience to have a team that is firing on all cylinders together.

Even though it might seem like they’re just lucky and it’s good timing, there’s really more to it than that.

Great teams aren’t born - they’re built, and it starts with your culture.

The right culture doesn’t just happen; it’s crafted with intention, and it’s the bedrock upon which successful teams are constructed.

I know what you’re going to say next. “Okay, so, how am I supposed to do this?”

That is a fanfuckingtastic question, and I’m here to help you get a handle on it! Let’s get into the essence of practice culture (and subsequently how it can transform your team into a well-oiled machine).

Understanding Practice Culture: Beyond the Buzzwords

I did a podcast recently with Dr. Jeremy Sharp (The Testing Psychologist [no, not aired yet, don’t get your socks all in a bunch, but yes, we talked all things culture and it was awesome]) and he said something to the effect of “cringing” when he uses the word “culture” because it’s becoming one of ‘those’ words. IT TOTALLY IS. And I hate it. Culture is for sure one of those buzzwords that gets thrown around a lot, and it’s so frustrating that it’s not given the space and thoroughness that it deserves regarding what it actually means for practices and in practice.

In essence, practice culture is the collective behavior, values, and beliefs that define how your team interacts and works together. It’s the “how we do things around here” that goes beyond policies and procedures. It’s about the atmosphere you create and the norms that are created and maintained (and evolve) over time.

Common Misconceptions About Practice Culture

Many people mistakenly equate culture with perks like free coffee or team-building outings. Sure, yes, these can be components, but they’re not the entire picture. I would go so far to say that they feel disingenuous when those sorts of “perks” are done without a healthy culture in place. For employees, it can end up feeling like they’re being “bought” rather than being truly seen.

Another (terrible) practice that makes its rounds is treating culture as a superficial element rather than a core component of your practice. Culture isn’t something you can just slap on like some fresh coat of paint on a rusted bumper (or some Rust-eez in lieu of paint, for all my Cars lovers #DontJudgeMeForCryingWhenMrTheKingCrashed #OrWhenLightningLostOnPurpose).

Creating and maintaining culture is an ongoing process that requires authenticity and commitment, as well as a conceptual understand of what you’re even trying to do. Misunderstanding this can lead to a disjointed team where values are spoken but not practiced, people are hired without thought to team dynamics, hiring and firing happen for people who “feel right” with no checks and balances, and people feel dissatisfied but can’t point to how or why - all of which only ends up creating confusion and disengagement.

True culture is embedded in your daily interactions, your problem-solving approaches, and your responses to challenges. It’s a reflection of your core values and how those values are lived out in everyday actions.

Creating a Culture That Attracts Top Talent

So how do you craft a culture that not only supports but also attracts top talent? It starts with clearly defining and communicating your practice’s core values. These values should be more than just words on a wall—they should be integrated into every aspect of your practice. When your values are clear and consistently demonstrated, they become a magnet for individuals who resonate with them.

The Importance of Transparency and Consistency

Be open about your values and how they guide your practice.

It’s hard to understate how imperative transparency is in this process. This isn’t just about showcasing your mission statement on your website; it’s about living those values in every interaction, from how you handle conflict to how you celebrate successes.

Consistency in your behavior and decision-making reinforces your culture and builds trust with your team.

When it comes to communicating your values, make sure they are embedded in your recruiting materials, job descriptions, interview process, and review processes. Let potential hires know what you stand for and what they can expect if they join your team. This way, you’re not only attracting individuals who are skilled but also those who are aligned with your practice’s ethos.

Hiring for Cultural Fit: Assessing Alignment with Your Practice’s Values

One of the most effective ways to build a strong team culture is to hire for cultural alignment. While skills and experience are important, finding candidates who fit well with your culture can make all the difference. This has to be a non-negotiable. You cannot say “yes” to a candidate who isn’t a culture fit (because the the cost of bad hires is way too high to even entertain the thought).

Please just read that again. Better yet, let me say it again, but louder.

You cannot say “yes” to a candidate who isn’t a culture fit.

Okay, you hear me, thank you. And you might be asking, “great, Tara, thanks so much, but how do you assess cultural fit during the hiring process?”

[Aghhh, I love this question so much!!!]

I’ll keep this brief, as a heads up.

One of the key components is to ensure values alignment as soon as possible in the interview and hiring process. This requires starting with a clear understanding of your practice’s core values and culture (seems like such a ‘duh’ at this point, doesn’t it?). This understanding will directly inform your interview questions and whether your candidate(s) share or live out your core values.

For instance, if collaboration is a key value, ask candidates how they’ve actively sought out collaboration in their professional lives, and how that outcome/process went. Ask them a direct way they’ve benefitted from collaborating with colleagues or peers. Ask them their biggest issue with collaboration. Any and all of these types of question require that they have direct experience with collaborating, and their response to this will indicate to you whether or not they are able to effectively collaborate (and/or whether they value this in their life)! Another example might be about integrity. For example, if integrity is crucial to your practice, you might ask, “Can you provide an example of a time when you had to make a difficult decision that tested your integrity?”

Another important component is to involve your current team in the hiring process. Having team members meet with candidates can provide additional insights into how well a candidate might fit with the existing culture. It gives candidates a chance to get a feel for the team dynamic before they make a commitment. Additionally, it helps your current team feel like (and actually be) an integral part of the hiring process, which results in more buy in from them with the culture and vision of the practice.

Auditing and Adjusting Your Practice Culture

Building your dream team isn’t a matter of chance.

It’s about intentionally creating and nurturing a culture that supports your vision and values.

It requires regular reflection, openness to feedback, attention to small seemingly innocuous (but actually significant) moments, and tweaks when things aren’t working as well as they could be. All of this is to ensure that your culture remains aligned with your goals and resonates with your team.

If you really don’t know where to start, take a beat to audit your current practice cutlre. Are your values clear and lived out in daily practices? Is your team engaged and aligned with your vision? Does your team even know what your values are? If not, it might be time to make some adjustments. I hate to keep reiterating, but a thriving culture starts with you and your commitment to building an environment where people want to be (including you).

Tell me that you’re mothafuhkin ready to dive deeper into culture building! If I got a “hell yeah!!” from you, then I’d highly encourage you to join the Practice Culture First Membership.

The Practice Culture First Membership was born out of a need to put practice culture front and center when it comes to practice building. This is where we’ll explore practical strategies and answer your burning questions about cultivating a culture that truly supports your team’s success. LET’S GO, FOLKS!!

About the Author

Dr. Tara Vossenkemper is a candid (and kind) consultant who’s been in the trenches of group practice ownership for over five years. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her farm animals or homeschooling her kids—because why not add more chaos to the mix?

Ready to dive deeper into practice culture? Join the membership and get access to the tools and insights that make thriving, sustainable practices more than just a pipe dream.