Dear Reader,

Let’s cut through the noise, shall we? When it comes to partnering with a Dental Service Organization (DSO), most of the chatter focuses on dollar signs, buyout structures, and EBITDA multiples. And while money matters—let’s be honest, it matters a lot—there’s another element that can make or break your transition: cultural fit.

If you think culture is just a “feel-good” buzzword, think again. I’ve seen what happens when dentists ignore it. They walk into lucrative deals only to find themselves miserable, frustrated, and trapped in a partnership that doesn’t reflect their values, their approach to patient care, or their legacy. I’m here to help you avoid that fate.

Why Culture Isn’t Just “Fluff”
Dentists, you’ve spent years—decades, even—building a practice that reflects who you are. From the way you greet patients to how you train your staff, every decision contributes to a culture unique to your office. A DSO partner who doesn’t share your values can dismantle that culture faster than you can say “corporate protocol.” That’s why you need to ask yourself: Will this DSO honor what I’ve built, or will they turn it into another cookie-cutter clinic?

Assessing a DSO’s Culture: Questions You Must Ask
Before you get stars in your eyes over a fat buyout, you need to go deeper. Here are some questions that will cut to the heart of cultural compatibility:

• “What is your approach to patient care?”
  DSOs vary. Some prioritize high patient volumes at the expense of quality care. Others emphasize long-term patient relationships and high standards. If you built your practice around patient-centric care, a DSO that prioritizes numbers over people isn’t a good match.
  
  
• “How much clinical autonomy will I retain?”
  Some DSOs handcuff dentists with rigid protocols, while others allow clinical freedom. If retaining decision-making authority is important to you—and it should be—make sure the DSO values that too.
  
  
• “How do you handle staff integration?”
  Your team is your second family, and they’ve helped you build your practice from the ground up. If a DSO plans to gut your staff or enforce sweeping changes without input, that’s a red flag. Look for a partner who values your team as much as you do and has a thoughtful plan for integration.
  
  
• “What changes can I expect after the transition?”
  Ask for specifics. DSOs often implement new systems, processes, and technologies. These changes can be a blessing or a curse, depending on how they align with your practice’s culture. Be clear on what’s coming so you can assess if it fits your vision.

Signs of a Good Cultural Fit
Now, let’s talk about what you want to see in a potential DSO partner. A strong cultural fit goes beyond lip service. Look for concrete evidence that the DSO respects the legacy of the practices they acquire. Speak with other dentists who’ve made the transition. Ask tough questions. Did the DSO deliver on their promises? Are they happy with the cultural alignment? A great partner will have nothing to hide.

A good DSO partner won’t try to change the DNA of your practice overnight. They’ll work with you to enhance what you’ve already built, bringing operational support, marketing expertise, and purchasing power without sacrificing what makes your practice unique. If the DSO shows a willingness to adapt and listen, that’s a positive sign.

When Cultural Fit Goes Wrong
I’ve seen it happen: a dentist signs a deal with a DSO that looks perfect on paper. The money is great, the terms are fair—but six months later, they’re ready to walk away. Why? Because the DSO forced a “one-size-fits-all” approach that clashed with the dentist’s patient-first philosophy. Staff morale tanked. Patients noticed. The practice suffered.

This isn’t just a theoretical risk. It’s a real, tangible threat to everything you’ve built. And it underscores why cultural fit must be a top priority.

How to Ensure a Good Match
Here’s a pro tip: don’t rely solely on what the DSO says during negotiations. Watch how they behave. Are they transparent, or do they gloss over tough questions? Do they make time for you, or are they rushing the process? Culture is revealed through actions, not words.

Partnering with a DSO can be a transformational step for your practice—if it’s the right partner. Money alone isn’t enough. Protecting your legacy, your values, and your culture should be at the heart of every discussion. Don’t settle for a deal that doesn’t feel right. With the right approach, you can find a partner who respects what you’ve built and helps it thrive.

If you need a hand evaluating potential partners—or want someone to cut through the corporate spin—reach out. I’ve been there, done that, and I can help you navigate this journey with confidence.

Sincerely,

Stan Kinder

and Your Team at Everything DSO