THE GROUNDED LEADER ¡ LIVE MASTERCLASS ¡ FOR WOMEN DENTAL PRACTICE OWNERS
Your Team Problem Is Costing You More Than Money
Every time a team member walks out, you lose $4,000â$10,000 in recruiting, onboarding, and lost production. But the hidden cost is bigger: a culture that erodes every time you tolerate what you shouldnât, and the practice you built becoming a place you canât step away from.
This 2-hour masterclass gives women dental practice owners the tools to stop the cycle and build a team and practice you can actually leave at 5pm.
Friday, May 1, 2026 ¡ 8:30-10:30am MT ¡ $399
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End the Doormat to Dictator Leadership Cycle
FEATURED IN:
THE REAL PROBLEM
Two Things Are Bleeding Your Practice Dry, And Theyâre Both Leadership Problems
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Most leadership training focuses on WHAT to do, but skips the harder questions: why does your practice keep losing production every time thereâs a team conflict, and why canât you ever truly step away, even for a vacation?
The answer isnât your systems. It isnât your compensation package. Itâs the leadership pattern youâve been stuck in, the one that keeps your team walking on eggshells, keeps standards from sticking, and keeps you as the one holding everything together every single day.
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PROBLEM 1
Production Lost & Culture Eroded
$4,000â$10,000Â per team member's departure.Â
Before you count the lost chair time, the re-training, and the team morale that tanks every time someone leaves.
But production loss is only the invoice you can see. The hidden cost is a culture that corrodes every time you let something slide because your team learns what youâll actually enforce, and what you wonât.
PROBLEM 2
Unable to Take Time Off
The practice canât run without you
because you havenât built the leadership infrastructure for your team to function without you watching. So every day off is a liability instead of a rest.
You went into private practice for freedom. What you got instead is a practice that owns you.
SOUND FAMILIAR?
These Are the Moments That Make Your Resent the Practice You Once Dreamed Of
âŚYou know exactly which of these has happened in your practice this month.
âMy hygienist showed up 20 minutes late . . . again.â You said nothing. Again. And the rest of your team noticed. Now lateness is becoming the standard because youâve shown it has no consequence and that costs you production time and team respect every single week. |
âMy front desk still isnât following the check-in protocol.â Youâve explained it three times. Each time, it changed for two weeks, then reverted. The system isnât the problem. The culture of accountability is - and that starts with how you lead, not with a better manual. |
âI canât take a week off without something falling apart.â The last time you left for more than two days, you spent half the trip managing texts. Itâs not that your team is incompetent. Itâs that you havenât built the trust, accountability, and systems for them to lead without you. |
âI finally snapped in a staff meeting.â Youâd been patient for months. Then, in one meeting, you became someone you didnât recognize. Now youâre managing the fallout from that moment instead of the original problem . . . and the teamâs walking on eggshells, which kills collaboration and drives your best people out the door. |
THE THIRD WAY
What If None of That Had to Be True?
This masterclass is built around one question: what does your practice look like when you lead from a grounded, regulated place, instead of from exhaustion and reaction?
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Instead of production loss⌠You build a team that follows your protocols not because theyâre afraid of you, but because they respect the consistency and clarity of your leadership, and that respect shows up in your numbers. Meaning: fewer walk-outs, less re-training cost, more production from a stable team. |
Instead of being trapped⌠You build the leadership infrastructure for your team to function without you in the room. They know the standards. They hold each other accountable. And you can actually take that vacation. Meaning: a practice that runs without you watching every minute because your leadership is embedded in the culture. |
What ifâŚ
You could address the late hygienist on Monday morning, handle it in four minutes, and have it actually stick with no anxiety spiral, no team drama, no resentment buildup that explodes three months later?
Your team held each other accountable so you didnât have to catch every protocol slip yourself?
You left work by 5pm most nights (and after lunch on Fridays) not because everything was perfect, but because youâd built a team that could handle what wasnât?
Taking a week off meant actually resting, not remote-managing from your phone?
You could be warm AND firm without feeling like a fraud or performing a character that isnât you?
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AFTER THIS MASTERCLASS
You Will Be Able To:
Handle difficult team conversations without the emotional spiral Youâll have a 4-part conversation structure for any situation. From a chronically late hygienist to a passive-aggressive front desk conflict, without over-explaining, going blank, or saying something youâll regret. |
Set boundaries that stick the first time Because you communicate expectations clearly, hold to them consistently, and course-correct calmly. This alone stops the repeat conversations. |
Reduce the turnover costing your practice thousands Most turnover is about culture. Youâll learn exactly which leadership patterns contribute to team instability and how to change them. |
Stop reactive leadership before you say the wrong thing Youâll have a concrete pause protocol: what to do in the 90 seconds before responding to a team situation that triggers you. This changes how your whole team experiences your leadership. |
Build a practice that functions without you Youâll learn how to create a culture of accountability that doesnât require your constant presence so your days off are actually days off. |
Enjoy your practice again When you stop managing from fear and resentment, your whole experience of ownership shifts. The goal isnât just a better team, itâs you leaving with energy left over. |
Three Tools Youâll Use Immediately
Each resource is designed to replace something youâre currently doing that isnât working.
01
The Doormat-Dictator Leadership Assessment
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Solves: âI donât know where I keep going wrongâ
A diagnostic that pinpoints exactly where in your leadership cycle you lose control. Whether thatâs chronic over-tolerating, the reactive blowup, or the guilt spiral that follows. Youâll see your pattern clearly for the first time.
Replaces: Years of vague self-blame and waiting for things to magically improve.
Unlocks: A clear, personalized starting point so you know exactly what to work on first.
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02
The Leaderâs Pause Protocol
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Solves: âI either say nothing or say too muchâ
A reference card with regulation scripts and a step-by-step pause process you can use in the moment before you respond to a team conflict, staff pushback, or practice crisis. Includes actual language you can use right away.
Replaces: Defaulting to silence (which builds resentment) or reactivity (which damages trust).
Unlocks: The ability to respond from a grounded place in real-time, including when youâre not physically in the practice.
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03
The Conversation Framework Quick Guide
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Solves: âI avoid hard conversations because I donât know what to sayâ
A 4-part structure for any difficult conversation in your dental practice from accountability conversations with a chronically late hygienist, to boundary conversations with the team member who tests every policy you set.
Replaces: Over-preparing, over-explaining, or avoiding the conversation until it becomes a crisis.
Unlocks: The confidence to have the conversation the same week it needs to happen . . . not three weeks later when resentment has compounded.
WHO THIS IS FOR
This Masterclass Was Built for Women Dental Practice Owners
Not generic leaders. Not dental associates. Women who own dental practices, manage dental teams, and understand that our version of leadership comes with a specific, layered set of challenges.
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Youâre in the right place if:
â Youâve tried being the nice boss in your practice (gave second, third, and fourth chances) and your team treated your generosity as permission.
â You eventually snapped, laid down the law, and felt like a completely different (worse) version of yourself.
â You dread certain team membersâ names on your phone. You know exactly who on your team this is.
â Youâve had the same conversation about the same protocol violation with the same person more than twice and nothing changed.
â You canât take real time off because the practice doesnât run without you there to hold it together.
â You want to lead in a way that feels true to who you are, not like a character you put on when you walk through the practice door.
â Youâre ready to build the skill. Not just read about it, but actually have the tools to do it differently starting this week.
Youâve tried being nicer. Youâve tried being tougher.
Neither one worked, because theyâre both reactions.
Itâs time to learn the third way: grounded, regulated leadership that holds clear standards, reduces turnover, and builds a practice you can actually step away from.
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YOUR INSTRUCTOR
Dr. Summer KassmelÂ
I Spent a Decade Building 2 Practices I Dreaded Walking Into.
I was the "nice boss,â the one who gave every team member one more chance, who over-explained every decision to avoid conflict, who sought approval from the very people I was supposed to be leading. And then, when I'd finally had enough, I'd swing the other way. I'd become someone I didn't recognize and feel guilty enough about it to start the whole cycle over again.
I wasn't failing at leadership because I was leading from dysregulation. Fear, resentment, and an out-of-whack nervous system was dominating the pressure of owning a dental practice.
After years of investment in coaching, nervous system research, and somatic therapy principles, I built a framework that actually worked - a practice-specific, woman-specific system grounded in how our nervous systems actually respond to conflict and authority.
My practice is now one of the highest-rated dental offices in our area. My team is high-accountability and largely self-directed. And I leave work before 6pm most nights. Through Ladder5, I teach other women dental practice owners the same system, starting with this masterclass.
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RESERVE YOUR SPOT
Your Practice Canât Afford Another Year of This
One more team replacement. One more week you couldnât take off. One more Sunday spent dreading Monday. The cost of staying stuck is far higher than the cost of this masterclass.
