Leading Through Change for Optometry Practice Owners

Change in a healthcare practice is inevitable. But in today’s optometry landscape, where team dynamics and retention are more fragile than ever, how you make change matters just as much as what you change.

Whether it’s modifying your lunch policy, shifting someone’s role, or upgrading your revenue systems, every decision sends a message. Smaller practices especially feel these messages, where every team member has multiple roles and overlapping responsibilities.

So, how do you lead with transparency and keep your team aligned and motivated?

Change Doesn’t Have to Feel Hard

Here’s a leadership trap we often don’t talk about: thinking your only options are to either “make people happy” or “make the business run better.”

But the truth is, most of the tension around change is not coming from the actual decision—but from poor communication. Staff don’t resist evolution because they don’t care about the practice. They resist when it feels like it’s happening to them, not with them.

Start With “Why That Matters to Them”

When introducing a new policy, don’t just explain the operational logic. Go a layer deeper:

• How will this change make their day smoother?
• Will it improve patient experience and reduce stress?
• Does it open the door for new responsibilities—or better ones?

In optometry practices, especially where tight-knit teams form over the years, these nuances matter. People want to know they’re part of the plan, not just affected by it.

Integrate Feedback

Here’s one simple shift that separates reactive managers from strong leaders: asking before deciding.

If you’re considering a change to scheduling software, front desk workflow, or billing process, get staff input. You may discover blind spots that would have derailed implementation later. Even more importantly, you’re showing trust.

Don’t Be Afraid of “Small Losses”

Sometimes, you do have to pull back, whether it’s a perk, policy, or responsibility that’s no longer working. That’s part of leadership.

When that’s paired with transparency and a visibility investment in something better (e.g., a new incentive, better tools, clearer training), it doesn’t feel like a loss—it feels like momentum.

The strongest practices in 2025 won’t just be the best equipped. They’ll be the best aligned.