The "Let Them" Theory: A Game-Changer for Orthodontic Teams

 As someone who’s been immersed in orthodontics for over two decades, I’ve seen the magic that happens when teams work cohesively. But I’ve also witnessed the frustration and burnout that occur when leaders and team members try to control too much. That’s why the "Let Them" theory resonates so deeply with me—and why I believe it can revolutionize the way orthodontic teams operate.

The "Let Them" theory, popularized in Mel Robbins' new book, is the idea of releasing control and allowing others to learn, grow, and thrive in their own way. It’s a mindset shift that has transformed my life as a mom, business owner, and coach—and it has the power to do the same for your practice.

What Does "Let Them" Mean in Orthodontics?

In orthodontic practices, the "Let Them" theory challenges us to trust our team members to take ownership of their roles and responsibilities.

• Let them problem-solve.
• Let them make mistakes.
• Let them innovate.
• Let them lead.

It’s about giving your team the space to grow without hovering over every detail. This doesn’t mean abandoning guidance or support—it means trusting their abilities and allowing them to figure things out, even if the path isn’t perfect.

How It Works in Real Life

When I first started leading clinical teams early in my career, I often felt the need to oversee every detail. Whether it was ensuring projects were done perfectly, double-checking, or even triple-checking inventory management processes, I thought micromanaging was the only way to ensure success. I would step in if they had a problem chairside instead of letting them learn!

But over time, I realized that stepping back and trusting my team to take ownership of their roles didn’t just alleviate my stress—it made the team stronger. I let them experiment with new workflows and encouraged them to bring fresh ideas to the table. Sometimes things went sideways, but those moments became opportunities for learning and growth. 

Letting Go as a Mom

Some of you know that my 4-year-old daughter has the absolute curliest hair (I am talking Curly Sue, curly. Yes, I just showed me age.), and without controlling it, it gets wild. When I travel for work, I know her hair might not look as perfectly styled as when I’m home. My husband, who has no hair himself, does his best—and let me tell you, it shows! ;)

But here’s the beauty in letting go: when he does her hair now, my daughter looks at him and says, “Good job, Daddy!” It may not be perfect, but it’s theirs. They’ve created a special bond in those moments, and it’s a reminder that letting go doesn’t mean letting down—it means letting love and connection take center stage.

And yes, my kids often look like they’re ready for basketball tryouts when I’m away. That’s Dad’s way, and you know what? It’s okay.

These moments have taught me that perfection isn’t the goal—trust is. And it’s the same lesson I carry into my work with orthodontic teams.

The Benefits for Orthodontic Practices

1. Stronger Team Dynamics
   When you trust your team to take the lead, you foster an environment of collaboration and mutual respect. Team members feel empowered to contribute, which strengthens their connection to the practice.

2. Increased Innovation
   Some of the best ideas in orthodontics come from the team. When you let them try new approaches—whether it’s a streamlined sterilization process or a creative way to engage patients, or new out-of-the-box marketing initiatives—you tap into team innovation.

3. Less Burnout for Leaders
   Letting go of unnecessary control frees you to focus on what matters most: the big-picture vision for your practice. It also reduces stress and helps you avoid burnout.

4. Team Growth and Development
   Mistakes are a natural part of growth. ⬅️ Read that again. When you allow your team to learn through trial and error, you’re investing in their long-term development as leaders and contributors.

How to Apply the "Let Them" Theory

1. Start Small
   Identify one area where you can step back and let your team take the lead. This could be delegating responsibility for inventory, patient follow-up, or team training sessions.

2. Set Clear Expectations
   Letting go doesn’t mean abandoning guidance. Provide clear goals and boundaries, but allow flexibility in how your team achieves them.

3. Celebrate Effort, Not Just Outcomes
   Whether an idea succeeds or flops, celebrate the effort and initiative. This reinforces a culture of learning, experimentation, and growth.

4. Practice Self-Reflection
   Ask yourself: What am I holding on to that someone else could handle? Recognizing your own tendencies to micromanage is the first step toward letting go.

The "Let Them" theory isn’t about relinquishing responsibility—it’s about creating space for growth, trust, and empowerment. As Mel Robbins says, "The biggest act of self-care is learning to step back and let others step up."

For orthodontic teams, this mindset shift can transform your practice. It builds stronger teams, fosters innovation, and reduces the stress on practice owners and managers.

So, the next time you feel the urge to step in and take control, pause and ask yourself: What happens if I let them? You might just discover that the results are better than you ever imagined.