Equality Isn’t All It’s Cracked Up To Be

When our kids were growing up, like all kids do, there were constant complaints about things not being fair. You’ve heard it before: “It’s not fair. My sibling gets this, and I don’t.”

In our house, the rule was clear. Things would always be fair, but they wouldn’t always be equal.

Fast forward to today, and I see the same thing happening in businesses. We’ve built this cultural belief that every voice should carry the exact same weight in the office. As noble as that sounds, it’s simply not practical. Too many cooks in the kitchen don’t make a gourmet meal. They make a mess.

Here’s the reality. Everyone should have a voice, but not everyone gets a vote.

Just like my kids had different personalities and required different discipline, your team members have different levels of experience, training, and performance. A brand new team member’s idea is valuable, but it’s not going to carry the same influence as your office manager who has been with you for 10 years. The hygienist who invests in five CE trainings a year is going to earn more leeway than the one who refuses to attend anything outside of office hours. That’s not favoritism- it’s fairness based on contribution and commitment.

Now, don’t mistake this for shutting people down. I believe in an open-door policy. Every team member should feel encouraged to share ideas, observations, and suggestions. Some of the best innovations come from unexpected places. But the understanding must be clear: while all ideas are welcome, not all ideas are actionable. Budgets, timing, vision, and culture all play a role in what actually gets implemented.

On the flip side, ignoring everyone’s input is just as destructive. Steve Jobs is often quoted for saying he didn’t ask people what they wanted—he told them what they wanted, then built it. That worked for him because he was a once-in-a-generation visionary who redefined entire industries. But most of us aren’t running the next Apple. If you try to play dictator in your practice, you’ll alienate your team, kill innovation, and create a culture of fear instead of creativity. Your team members stop offering ideas, not because they don’t have them, but because they know you don’t care. And that’s the quickest way to suffocate growth.

So ask yourself: where are you caving in because you’re worried about being liked, or because someone is making you feel guilty for not taking their suggestion? And where might you be shutting people out altogether because you think you already have all the answers? Both extremes are damaging.

The balance is this: create a culture where communication flows freely, but expectations are clear. Fairness is always the goal, but equality is unrealistic.

Everyone gets a voice. Not everyone gets a vote.

 

Proactive, Productive, and Profitable,

Dino