When Team Tension Threatens Your Practice

How to recognize it, address it, and lead with confidence. 

In a perfect world, every day at your weight loss practice would feel calm, collaborative, and smooth. But in the real world—especially in fast-paced healthcare environments —tensions can run high. 

And when they do, it’s not just your team who feels it—your patients feel it, too. From tone of voice to body language and subtle glances, your patients pick up on more than you may realize. That’s why managing tension quickly and confidently isn’t just a “nice to have”—it’s essential for practice health and growth. 

After more than two decades managing comprehensive weight loss practices and consulting with teams across the country, I’ve seen what works—and what leads to quitting, burnout, and a revolving door of frustrated team members. In this post, I’ll walk you through exactly what to do when tension flares and how to create a workplace culture that keeps it from spiraling out of control. 

First, Let’s Get Real: Tension Happens 

Even in the best practices.

Even with great people.

Even with YOU leading the charge.

• Someone calls out and you're short-staffed.
• The clinic is running behind and the waiting room is overflowing.
• A team member is having a tough time at home and brings that energy to work.
• Words get misinterpreted, tempers flare, and suddenly… it’s tense. 

When it comes to team tension, having a system to recognize and address it is a leadership superpower. 

Step 1: Recognize the Tension (Don’t Ignore It) 

If your gut says something is off—it probably is. And ignoring it only gives it permission to fester. 

Watch for signs like:

• Passive-aggressive comments
• Unusual silence or isolation
• Eye rolls, sighs, or other non-verbal cues
• Short tempers or visible frustration 

When you notice it, name it. That doesn’t mean putting someone on the spot—it means showing you care enough to dig deeper. 

Try saying: “I’ve noticed you seem a bit more stressed lately. Is something going on I can support you with?” 

Always do this privately, with empathy and curiosity, not judgment. 

Step 2: Identify the Root Cause 

Sometimes it’s a one-off personal situation. Other times it’s a pattern or dynamic that’s been tolerated far too long. 

Ask yourself:

• Is this behavior new or recurring?
• Is it isolated to one team member or part of a bigger cultural issue?
• Are roles, expectations, or communication unclear? 

You have to lead as an example to build the culture you desire. That starts by getting honest about what’s really going on. 

Step 3: Set Clear Expectations (and Communicate Them Often) 

Let your team know:

• What behaviors are acceptable (and what aren’t)
• How to raise concerns respectfully
• What happens if expectations aren’t met 

This isn’t about being punitive—it’s about being proactive. Most people want to do the right thing but need clarity and accountability. 

When you’re clear about your values, everything else becomes easier. Do you value kindness? Respect? Solutions over complaints? Then say that. Better yet, put it in writing as an easy (and fun) document, and reinforce it in team meetings and huddles. 

Step 4: Monitor for Setbacks & Support Ongoing Growth 

Just because tension settles doesn’t mean it’s gone forever. Old habits creep back in—especially during stressful weeks. 

Keep the door open for feedback. Check in regularly. And when someone does slip? Address it with care but firmness. Follow through matters. The quickest way to lose your team’s trust is to let poor behavior slide—especially if others are doing the right thing. 

Step 5: Don’t Brush It Under the Rug 

One of the biggest mistakes I see is practice leaders tolerating toxicity just to “keep the peace” or because they feel bad rocking the boat. 

Here’s the truth: avoiding conflict creates more conflict. And over time, it erodes team morale, increases turnover, and sabotages patient satisfaction. 

When you step up and address tension head-on—with compassion, leadership, and structure—you create a place where people want to work and patients want to stay. 

Tension is Inevitable—Toxicity is Optional 

Leadership is about creating space for growth—even when it’s uncomfortable. And yes, times are challenging. Many practices are feeling the weight of more patients, more pressure, and fewer resources. 

But strong leadership shines in these moments. 

If your team is experiencing higher-than-usual stress or “chippiness” as I like to call it, you’re not alone—and it can be resolved. These are exactly the kinds of topics we work through inside the Bariatric Business Accelerator—our monthly membership where practice leaders solve real challenges, refine their systems, and accelerate their impact. 

Need Help Managing Team Tension or Building a Stronger Practice Culture?

Let’s talk. Email me directly at [email protected] or visit www.BariatricBusinessAccelerator.com to explore how we can work together. 

And remember—your practice can be a place where your team thrives, your patients rave, and YOU actually enjoy showing up every day.