4 Words to Avoid When Presenting Treatment Plans

4 Words to Avoid When Presenting Treatment Plans

Accepting treatment is a big decision for any patient, especially when high-value procedures are involved. It can cost a lot, and it can be scary for some patients when you tell them the best plan of action is to do something uncomfortable like get a tooth extracted.

No matter how scary the procedure is to patients, there’s a lot you can do to get patients to accept your treatment plan. For example, acting personable and caring and having the right systems in place can help. But one thing a lot of dentists overlook is word choice. In fact, you can immediately improve case acceptance by avoiding these four simple words.

“Maybe”

 

4 Words to Avoid When Presenting Treatment Plans

 

If something is “a maybe,” it’ll likely be a “no.” Maybe conveys a lack of confidence. It conveys a lack of urgency. So, if a patient asks whether they need to address an issue, answer confidently. And when you suggest something to a patient, be clear. Never say, “Maybe we should fix this issue.” Instead, say “We should fix this issue” or “Yes, fixing this issue will improve your health.”

Put yourself in their shoes. Imagine you’re at a dermatologist, and after examining your skin they tell you they’re worried about a mole and want to remove it. Most people would be less likely to pay for them to cut it off if they said, “Maybe we should remove this mole.” They’d be more likely to ask about alternative treatments or whether the mole can be tested before spending the money on removing a mole that turns out to be not problematic.

Most people would be more willing to accept treatment if the dermatologist says, “We need to remove this mole. It poses a threat to your health.” That decisiveness makes removing the mole an urgent matter that is putting the patient’s well-being in jeopardy.

“Cheap”

When you tell people something is cheap, there are usually two thoughts that will go through their head. The first is that if it’s cheap, then it’s low-cost. The second is that if it’s cheap, then it’s low-quality.

“Cheap” is a harsh word. Always be replaced with “affordable” or in terms of “value.” When someone tells you something is affordable or a good value, it comes across as being low-cost but without the negative connotation of it being low-quality. Thus, when talking with patients, talk about procedures being affordable or a good value instead of cheap.

“Cost”

 

4 Words to Avoid When Presenting Treatment Plans

 

Speaking of low-cost, avoid saying the word “cost” to a patient when discussing treatment. For example, if you tell a patient that getting an implant is going to cost them $5,000, they will immediately think of how much money they have in the bank. If they don’t have $5,000 in the bank (or a credit card with a high available credit that they’re willing to tap into), they are less likely to move forward. When discussing financial terms, focus on monthly payment plans instead of the total price and let them know you have several ways to help them fit their treatment needs into their budgets. Most patients think in those terms.

Instead of discussing “costs,” focus most of your discussions on the “value” of the procedure. That makes patients think about your treatment plan as an investment in achieving an outcome they desire. For example, you might say “The real value is having a fully-functioning smile again. You’ll be able to eat what you want. You won’t have to remove your dentures anymore. And you’ll be able to avoid large expenses that come from your teeth shifting or bone loss.”

Reminding patients of the value of your treatment plan and the outcomes they will receive, helps them better appreciate the benefits of moving forward with your plan.

“Problem”

While it might seem logical for people to try to “solve” problems, the reality is most people try to avoid them. Thus, when you describe something as a “problem” to a patient, many patients will instinctively push back or procrastinate. “Problems” feel big to patients. And big feels expensive to patients. Thus, of the patients who are of the mindset to find a solution—rather than to procrastinate—many will seek second opinions, giving another practice an opportunity to woo your patients.

Instead of the word “problem,” reframe your presentation using the word “issue.” It’s a gentler way of saying there’s a situation with their teeth that can be resolved through the treatment plan you’re presenting to them. Thus, instead of “the problem with your tooth is,” you might say, “there’s an issue with a tooth in the bottom right of your mouth that requires” and then present your treatment plan to the patient. Your patient is much less likely to push back when you present the issue rather than a problem.

Have you been using these four word when presenting your treatment plans to patients?

 

4 Words to Avoid When Presenting Treatment Plans

 

Consistent case acceptance can make or break your practice. Word choice might seem like a nuance that doesn’t amount to much but patients are much more likely to move forward with treatment plans when you avoid these four words.

If you want more strategies to help you increase case acceptance, plus coaching for you and your team, and more, join our Delivering WOW Platinum Coaching Program today.

Summit Shoutout with Elijah Desmond

Summit Shoutout with Elijah Desmond

 

I’m so excited about this year’s Delivering WOW Live Summit, which takes place in New Orleans, LA on March 13th – 14th 2020! This is the ultimate event for dental practices, where you’ll receive 12 hours of incredible continued education and come away from the event with everything you need to take your dental practice to the next level of success.

I’m happy to announce that my good friend, Elijah Desmond, is one of the incredible speakers at this year’s Summit.

Elijah is the Founder of Smiles at Sea and one of the best speakers, entrepreneurs, and people I know, which is just a few of the reasons why I’m so excited to have him join us at the Delivering WOW Live Summit in March. He’s also a fantastic motivator, author, and innovator!

Elijah’s work on bringing emotional intelligence into dentistry is ground-breaking and will change our industry for the better. He believes that our patients’ experiences aren’t just about providing dental treatment as a service and ‘getting the job done,’ they’re about connection and understanding.

He’s going to be delivering the most amazing deep dive on compassion and connection at the Summit and joins me in this special episode to dazzle us with a sneak preview of his talk.

If you’ve ever wondered how you can build better relationships with your patients, what your patients really want from their experience, and how to make it all happen authentically – you need to hear this!

 

Summit Shoutout with Elijah Desmond

 

In this episode, we discuss:

  • Why emotional intelligence is so important in dentistry
  • Why patients want more than a service
  • When it’s the perfect time to start connecting with your patients
  • What the one thing is that patients want to feel when they contact your practice
  • More details of Elijah’s plans for the Delivering WOW Summit
  • How the Summit will be about experience and community as much as education
  • The fact Elijah will be officially debuting his alter-ego – DJ Smile – after months of training

 

Summit Shoutout with Elijah Desmond

 

To find out more about Elijah and his work, you can visit his website or find him on Facebook, Instagram, or YouTube.

Want to attend the Delivering WOW Live Summit 2020 and hear Elijah’s incredible speech for yourself? I don’t blame you! Get your tickets today! But hurry, seats to this year’s Delivering WOW Live Summit are going fast!

Check out this short video trailer of the episode where Elijah talks about building a connection with your dental patients:

How to Always Get the Best Work From Your Team

How to Always Get the Best Work From Your Team

 

You can deliver the best dental care in the world, have the latest technology, and serve the most gourmet coffee to your patients, but you can’t run a WOW practice without an amazing team.

One of the best ways to make your team do great work is to make them feel a part of the process. When they feel like they’re a part of a practice family and are contributing to achieving your practice story, they’ll be more motivated and happier to wake up in the morning and come to work. They’ll feel their role is meaningful.

So how do you achieve that? One of the best ways to do that is to create a culture in which both you and your team are open to receiving feedback from one another. This creates a safe environment for growth and support and ensures you and your team are constantly improving. With many leaders, this can be a struggle because many of us feel like we need to have all the answers. But when we hire the best team members, their talents and experiences will complement ours and make their feedback extremely valuable to elevating our practices to a whole different level.

Here are three keys to creating a culture in which giving and receiving feedback leads to consistent growth and high performance.

Always ask for feedback.

 

How to Always Get the Best Work From Your Team

 

Many times, team members are uncomfortable giving feedback to the doctors. It’s a natural concern for people to be concerned giving feedback to their leaders—especially when it’s constructive criticism.

To make your team members more comfortable with giving you feedback, ask for it. Also, ask for it in a very specific area, and request suggestions for improvement. The more focused and specific you are, the easier it will be for someone to respond. For example, you could ask, “Do you have any suggestions for how we can adjust how we schedule to improve production?”

Also, try to get a more rounded perspective when asking for feedback. Ask a number of team members for input when it makes sense to do so. Get everyone involved.

Be grateful for feedback even if you don’t like it.

 

How to Always Get the Best Work From Your Team

 

Receiving feedback helps build vulnerability-based trust and a safe environment where people help each other improve. You don’t have to agree or disagree with what they have to say. Just thank them for having the confidence to try to help you improve. By encouraging it, you also won’t seem hypocritical when you give someone feedback.

For example, it’s hard to not get upset when someone says you were tone-deaf with a patient. But if you want to get the best work from yourself, you have to take a step back and be objective about their feedback.

Everyone has room for improvement. If everyone is able to look at constructive criticism pragmatically, you can start to create a culture of consistent improvement.

Encourage everyone to seek feedback from patients.

 

How to Always Get the Best Work From Your Team

 

Make sure everyone on your team looks for feedback from patients. In your office or online, what do they say? What can you read into how they act when they are in your chair? And what is their body language like when they are in your chair?

Team members aren’t the only ones who can give you feedback, but they can be a very helpful resource for gathering patient feedback. Make sure they pay attention to all forms of feedback from them, and not just from the online reviews.

When you receive feedback from patients, react the same way you would with a team member delivering feedback. Be grateful for it, and look for the practical takeaways you and your team can use to improve.

Are you getting amazing work from your team consistently?

Nobody is perfect, and nobody is going to do everything right all the time. We all have development areas. The best way to improve everyone's performance is to ask for feedback, be grateful when we receive it, and encourage everyone to seek feedback from patients. Then, you will create a culture of constant growth and improvement with a free flow of feedback in all directions. It will set the standard that all team members are expected to do their best work and constantly improve—leaders included.

If you want to learn more about building a practice culture in which everyone thrives, join our Delivering WOW Platinum Coaching program, and start learning from the best experts in the dental industry today!

How to Attract and Retain Patients in a Competitive Market

How to Attract and Retain Patients in a Competitive Market

 

It used to be that you could hang a sign up in front of your dental practice with the word “Dentist” on it and you’d be one of the only dentists in town. Locals would stroll through your doors when they needed to get treatment because you were the closest and most convenient clinician around. 

Unfortunately, it’s not so simple to get patients to come to your practice anymore. Competition is bigger than ever, and patients have access to more information than before. That means we have to adopt a different mindset when attracting new patients as well as to retain existing patients. When we do, we can attract the patients we want to grow our practice and then retain those patients for the long term. Even better, we can get those patients to sing our praises online and tell their family and friends about us, making our marketing efforts even easier.

Here are two ways to attract and retain patients no matter how competitive a market you practice in.

Make all patients feel like VIPs.

 

How to Attract and Retain Patients in a Competitive Market


When a patient comes in for treatment, they aren’t too concerned about your clinical skills. They have already concluded that you know how to treat them. In fact, most assume you do because of your training. Thus, while it’s obviously important that you do an amazing job, quality clinical care isn’t a selling point. Making all patients feel like VIPs
is a selling point. Treating all patients like VIPs creates loyalty with current and new patients and gives you great content to use in your marketing campaigns. 

Does your team make patients feel like VIPs when they come in? How were they greeted by the front desk? How were they treated by the dental assistant when they were handed off? And how did the dentist present a treatment plan to them? 

What’s your office environment like? Patients care a lot about how the environment made them feel. A comfortable waiting room with access to magazines that interest them and coffee they like turns what most people expect to be a boring experience into a relaxing one. Having iPads with music people can enjoy in the OP as they receive their treatment can make a stressful experience more pleasant. The list goes on. 

Too many practices overlook the experiences they provide to patients but just a few small tweaks can often help attract and retain more patients, especially in a competitive environment. 

Create a WOW online presence and get patients to share their experiences online.

 

How to Attract and Retain Patients in a Competitive Market


In this day and age, everything is on the internet, and
online reviews are becoming more and more important. There are sites like Yelp and Google where you’ll be graded on a scale of 1-5 stars and people will talk about their good, bad, or ugly experience at your practice.

If you don’t match your online presence to the in-office experience you provide, you could lose a lot of potential patients. When patients see your marketing, they will often visit your website. Does it demonstrate the look and feel you want to convey in the market? Make sure your online presence matches your dental brand. If you need help, here are seven ways to supercharge your practice website.

Also, you can be sure that many new patients have analyzed your online reviews before they came into your practice for treatment. If another practice has a 5-star rating with great online reviews and you have a 3-star rating with only a few mediocre online reviews, who do you think they’ll go to for their treatment?

It can be a struggle to get patients to leave online reviews sometimes. But if you work hard to deliver an experience that WOWs them, make sure you encourage them to share their experience online. Here’s a simple two-step process to get patients to leave positive online reviews for your practice.

Are you attracting a regular stream of loyal patients?

 

How to Attract and Retain Patients in a Competitive Market


Do you consistently have trouble getting patients to come in and then stay loyal customers? Getting in your patients’ mindset to make them feel like VIPs and get patients talking about their positive experience with you can help you attract and retain patients in even the most competitive markets.

If you want even more help growing and marketing your practice, sign up for the Delivering WOW Platinum Coaching Program where you can find more training and coaching on all aspects of running and growing a high-profit dental practice.

A Simple Two-Step Process for Getting Online Reviews for Your Practice

A Simple Two-Step Process for Getting Online Reviews for Your Practice

When you first get started with the marketing strategies I teach, you might be surprised by how simple they are at their core. Whether it’s Facebook marketing for dental practices, dental marketing funnels, or any other strategy I teach, all of them boil down to applying what has worked for decades to the modern world. By doing so, we are able to get better, faster, and more affordable results.

For example, dental marketing funnels involve taking the conversations we used to have with patients in person on webpages and email. Boosting Facebook Live videos to thousands of people moves the videos we used to display on television to social media. And Facebook advertising helps us send targeted ads to people we used to only target through postcards. With all of the things we teach, all we are doing is using modern tools to get better results from the things that have worked for decades.

The same is true for collecting online reviews. Whether it’s a restaurant or a dentist, prospects often search Google before going to a business. So, whether someone gets referred to our practice or finds us because of a Facebook Ad, chances are they will search for reviews before making an appointment. Here’s the simple two-step process we use to get online reviews from our practice.

Step 1: Provide an experience people can’t stop talking about.

 

A Simple Two-Step Process for Getting Online Reviews for Your Practice

 

It is pretty easy to get reviews if you don’t skip this critical first step. When patients have WOW experiences at your practice they won’t be able to help but talk about your practice. They’ll tell you and your team how amazing their experience is. They’ll talk with friends, family, and coworkers, too.

Are you providing experiences your patients will talk about? It doesn’t have to be complicated to do so. For example, patients love when we provide warm peppermint-scented towels after treatment, give office tours, and kids go to the toy box first. It’s so much different than most other dental practices.

In addition to providing experiences unlike other practices, giving patients WOW experiences builds deeper relationships than they get anywhere else. That makes them more likely to want to reciprocate all the goodwill you build up with them. And two of the most common ways patients reciprocate are leaving online reviews and telling their friends, family, and coworkers about you.

Step 2: Ask patients about their experience after every appointment.

 

A Simple Two-Step Process for Getting Online Reviews for Your Practice

 

At the end of each visit, ask your patients, “How was your experience, today?” If you’ve treated them to a WOW experience, the answer will inevitably be something along the lines of “Amazing!”

Once they answer, thank them for the feedback. Then let them know you are trying to help patients who are afraid to go to the dentist because of past experiences and that you will be sending them an online review link and it would mean the world to you if they would share their experience with others. Let them know that patients often say that online reviews gave them the courage to go to the dentist for the first time in a long time. Also let them know that sharing their experience could be the push someone needs to get the care they need to change their life.

Asking about their experience and connecting it to helping others helps transform your request from asking for help to something with a deeper meaning. We can’t just expect people to enter a review when they get an automated text or email. You have to make a connection with them so they want to help you and others.

Are you struggling to collect online reviews?

 

A Simple Two-Step Process for Your Practice

 

Everything I teach is old-school word-of-mouth marketing with a modern twist, utilizing social media and other technological advances to help us get better results in less time and on smaller budgets. Many times—like this—old-fashioned patient care combined with modern technology is the best mix for success. Build deep relationships with your patients and use technology to make the process simple and easy.

If you want even more help growing and marketing your practice, sign up for the Delivering WOW Platinum Coaching Program where you can find more training and coaching on all aspects of running and growing a high-profit dental practice.

2 Skills Every Office Manager Needs to Become a Strong Leader

2 Skills Every Office Manager Needs to Become a Strong Leader

Some dentists run the practice themselves and play the role of a practicing dentist as well as an office manager. That can be a tough road to go down, and we always recommend delegating more. But whether you hire an office manager to delegate the busy role of managing an office or if you want to take on that role yourself, managing is a journey, a learning process, and you need to be a learning organization.

No matter what, you need to trust your office manager because they’re the backbone of every practice. Without strong leadership skills, they will hold your entire practice back. With strong leadership skills, they can help your entire team become more productive. Here are two things you can do to help your office manager become a strong leader.

1. Help them develop an adaptable leadership style.

 

2 Skills Every Office Manager Needs to Become a Strong Leader

 

It would be helpful if one leadership style could resonate with every team member. However, the reality is we have many team members with different personalities and responsibilities working with us. Strong leaders recognize the differences between our team members. Then, they adapt how they engage with each of them to ensure every team member can succeed.

For example, some team members will be more receptive to constructive criticism than others. They might even prefer you don’t sugarcoat criticism—just tell them what they did wrong or what they need to improve. Others might need encouragement when you deliver constructive criticism. Neither personality style is better than the other; they’re just different. In fact, many leaders struggle more with team members who prefer straight-talk constructive criticism because it feels unnatural to deliver criticism without encouragement. However, the best leaders understand the differences among team members and adapt their leadership style to help each team member do their best work.

Adaptive leadership style doesn’t only apply to how you talk with your team members, though. It also applies to the systems, policies, and activities you put in place in your practice. For example, if you lead a book club at your office, might allow people to choose audiobook versions if they don’t learn well with e-books. Or, you might invest in specific tools or technology that might help a team member perform, such as providing a sit-to-stand desk option for team members.

Adaptive leadership is sometimes a learned skill. The best leaders develop the muscle to identify each team member’s uniqueness and quickly adapt to it while staying consistent with office goals and culture.

2. Empower them to be transparent with team members.

 

2 Skills Every Office Manager Needs to Become a Strong Leader

 

Transparency is a tricky topic with dental teams. Some people falsely believe being transparent means you need to tell every team member how much money you make. Others falsely believe being transparent means letting every team member know intimate details of your personal life.

The truth is, transparency is really just about being openly human. For example, we all make mistakes. We have all made mistakes in our past. And we all have fears, insecurities, and challenges. Leaders who pretend they don’t will never build the trust necessary with team members to get them to perform their best. 

When someone messes up in your practice, how leaders respond provides a tremendous opportunity to build trust with team members. Respond with healthy transparency and you will build trust. To do so, pause to consider the situation before responding. Quickly consider whether you’ve made a similar mistake when you were in a similar position. How did your supervisor respond? How did it make you feel? With this employee, was it the first time they made this mistake or have they made it over and over again?

If the team member isn’t a habitual underperformer, consider sharing a time you made similar mistake and what you did to remedy it. Then talk with them about what they can do to improve. It might sound like, “I once did something similar and had to stay all night redoing everything. It happens. Here’s what we need to do to fix it this time and what I suggest doing to avoid it in the future.” Sharing your past mistake provides trust-building transparency and positions you as an empathetic leader. Your team members will be much more likely to perform.

Does your office manager have these two leadership skills?

 

2 Skills Every Office Manager Needs to Become a Strong Leader

 

With transparency and an adaptive leadership style, your office manager will be well on the way to helping your practice achieve its full potential.

If you want help training your office manager to become the best leader they can be, sign up for the Delivering WOW Platinum Coaching Program where you can get coaching from me other top experts in the dental industry.

Using Online Reviews to Build Your Reputation with Dr. Len Tau

 

I’m thrilled to welcome Dr. Len Tau to this episode of the podcast to talk about the importance of online reviews to help improve your reputation and grow your practice.

Dr. Len Tau is a practicing dentist and General Manager of Dental Vertical at Birdeye Dentist in Northeast Philly. He’s also a speaker, consultant, podcaster, author and an expert when it comes to online reviews. Dr. Tau will be one of the speakers at my Delivering WOW Live Summit this year too, which the entire community is super excited about. Dr. Tau is the host of The Raving Patients Podcast and recently published his brand-new book, Raving Patients, where he shares simple tips and best practices to become visible and demonstrate credibility online.

As dentists, our online reputations are incredibly important. However, no business is perfect, and we have to expect some not-so-nice reviews to pop up now and again. It’s how you respond to these reviews that matter and in this episode of the podcast, you’ll learn how you can do that and how you can use online reviews to build a powerful reputation for your practice.

 

Using Online Reviews to Build Your Reputation with Dr. Len Tau

 

On this episode, we discuss:

  • How to deal with negative online reviews
  • Why online reviews should play a key role in your marketing strategy
  • A few key takeaways from Dr. Tau’s new book, Raving Patients
  • Tips and strategies for using online reviews to build your reputation
  • What you can expect from Dr. Tau’s seminar at the Delivering WOW Live Summit 2020
  • HIPAA tips for dentists dealing with unfair or negative reviews
  • How to automate the process of receiving online reviews from patients

 

Using Online Reviews to Build Your Reputation with Dr. Len Tau

 

To learn more about how your online reputation and reviews can make or break your practice, check out Dr. Len Tau’s website for more information.

If you would like to hear more from Dr. Leonard Tau, you can tune into The Raving Patients Podcast and pick up a copy of his new book, Raving Patients.

Watch a short video trailer for this episode below:

How to Improve Case Acceptance for High-Value Procedures

How to Improve Case Acceptance for High-Value Procedures

 

When patients are considering treatment, it can be an investment of time and money that they hesitate to make. This is especially the case with high-value procedures that come with large out-of-pocket investments.

If you’ve struggled with case acceptance for high-value procedures, these five strategies can help.

1. Make the Patient Experience Personal Before It Becomes Procedural

 

How to Improve Case Acceptance for High-Value Procedures

 

It’s very important to do a “meet and greet” with a complex care patient when they come into your practice. After they sign in, the front desk team should let you know they’re there.

You—not the treatment coordinator, not the dental assistant—should then walk into the waiting room, introduce yourself to the patient, and welcome them to the practice. Then bring the patient into an area where you can talk privately about moving forward with treatment.

By doing a meet and greet, you’ve created a personal connection with the patient. If you start a relationship with a patient by doing diagnostics, X-Rays, and educating them about the treatment process, you’ll create a very cold relationship with them. You want to be warm and friendly and you want to connect with them personally. Complex care patients are investing a lot of money into their treatment. They need to trust you in order to move forward with you and the best way to get them to trust you is to develop a personal connection with them. 

2. Understand Patients Before You Educate Them

Following the meet and greet, when you’re in the confidential talking area, get to understand the patient using “the four chiefs.” This concept was taught by Dr. Paul Homoly at our 2019 Delivering WOW Summit.

The first chief is the chief condition. That’s the condition that brought the patient into the dental practice. Discovering their chief condition is done by asking them a simple question: What can I do to help you?

The second chief to discover is the chief disability. The disability is how the condition interferes with the patient’s life. Does it embarrass them? Does it make it difficult to chew?

The third chief is the chief behavioral benefit. Patients get their teeth fixed because of the behavioral benefits the treatment brings to their lifestyle. You might be interested in the clinical benefits, but patients are interested in the behavioral benefits. If their disability is that they’re embarrassed about a gap in their teeth, then the behavioral benefit is that treatment will give them more confidence.

The fourth chief is the chief fit issue. Fit issues are the life circumstances patients go through that they have to fit your dentistry into. Money, for example, is a fit issue. They need to fit treatment into their budget. Time is another fit issue. They need to be able to fit treatment into their schedule.

Identifying these four chiefs will not only help you to understand your patient but it will also help them understand you and your motives.

It will become clear to them that you aren’t just trying to sell them something. Don’t educate them about their treatment until you understand them on a more personal level if you want them to move forward.

3. After the Exam, Discuss Conditions Patients Are Concerned About Before You Discuss Conditions They're Unconcerned About

 

How to Improve Case Acceptance for High-Value Procedures

 

Once you’ve performed your exam and charted everything out, do three things. First, bring awareness to the patient about their conditions. Second, tell the patient what the consequences of the condition are if they don’t get treatment. Third, determine whether they’re concerned about those consequences. 

These three things help you discern what matters to them. That allows you to present treatment for the conditions they’re concerned about before you present treatment for conditions they aren’t concerned about. If you do that, they’ll be better listeners and more likely to move forward.

4. Understand Their Budget

When you go shopping for a home, the realtor will ask you for your price range before they ask anything else. Only then will they present potential homes to you.

You have to be the same way when presenting treatment to patients. Understand what’s suitable for your patients’ budget so you know what treatment they can afford and whether you need to educate them about financing options or other ways to fit treatment into their budget.

5. Don't Make Case Acceptance a Condition of a Good Continuing Relationship

 

How to Improve Case Acceptance for High-Value Procedures

 

No matter how important a treatment plan is, some patients just won’t or can’t move forward. That’s okay. Love them like you’d love any patient. Treat them well and continue to give them the best patient experience possible. If not, you risk losing them completely. If you do, they may find themselves in a better position to move forward and accept treatment later on. 

Are you ready to perform more high-value procedures?

If you have trouble getting patients to accept treatment, use these five strategies to improve. And if you want more help, sign up for the Delivering WOW Platinum Coaching Program where you can find more training and coaching on all aspects of running and growing a high-profit dental practice.

Smiles for Christmas with Ian Lynch from Legend Networking

Smiles for Christmas with Ian Lynch from Legend Networking

With Christmas just around the corner, it’s time to think about others. And, to consider how we can give back to our communities and people in need. Ian Lynch, the CEO of Legend Networking, is on a mission to transform the smiles of children who have been abused.

Legend focuses on serving the dental community and their gift campaign, Smiles for Christmas, is about helping children in need. Giving toys, food, and clothing is an impactful way to provide comfort to children who need it most. Many of these children will have no toys to play with at all. Because of this toys are a huge part of Legend’s gift campaign, to show these children that they are not forgotten.

Smiles for Christmas also focuses on providing children in need with clothing and food. So, in this episode of the Delivering WOW podcast, you’ll learn how your dental office can help make a difference this holiday season!

 

Smiles for Christmas with Ian Lynch from Legend Networking

 

In this episode, we discuss:

  • Why Ian launched ‘Smiles for Christmas’ and how his childhood impacted his decision and passion to help others
  • How Legend Networking’s charity, ‘Smiles for Christmas’ is helping children this festive season
  • Ways you can get involved and donate toys, food, and clothing to children in need
  • How your practice can be in with a chance to win some amazing prizes
  • Why it’s so important for dental practices and teams to give back this holiday season

 

Smiles for Christmas with Ian Lynch from Legend Networking

 

Are you a dental office who wants to help children in need this holiday season?

By helping Smiles for Christmas bring happiness and comfort to children this festive season, you’ll not only be helping others, but your office can also be eligible to WIN amazing prizes! 

To find out more, head over here.

Watch the video trailer for this episode where Ian explains more about the competition below:

 

 

 

 

4 Team Members Who are Critical to Practice Growth

4 Team Members Who are Critical to Practice Growth

The best dental practices are built with the best team members. That’s why it’s so important to get only high performers to join your practice. Top performance can help improve systems and processes and work together to help you fulfill your practice vision.

While all team members are important, many practices miss tremendous opportunities to grow their practice by not involving all team members in their growth plan. Adjusting your growth plan to delegate to all team members can help unlock a practice’s full potential. That’s why we train practice owners and team members in the Delivering Wow Platinum Coaching Program. Doing so equips team members for success and empowers practice owners to delegate to all team members with confidence.

Here are four roles that are often underutilized in dental practices. Helping team members in these four roles unlock their full potential could be the key to helping your practice unlock its full potential.

How Front Office Team Members Help Your Practice

Front office team members can help you exponentially grow your practice. They are the first people patients meet, whether on the phone or in person. Are they personable? Do they have phone training? Do they have customer service, personal care training? And do they know the answers to your patients’ frequently asked questions?

Patients are often more swayed by their experience with your front office team members than they are with other roles. If a new patient calls, they assume you do good clinical work. Their decision to become a patient will often be based on other factors, such as first impressions, feeling important, and their in-office experience.

An effective front office team member will build deep relationships with patients and make them look forward to coming to your practice. Make sure your front office team members are personable, have the right training and tools to serve patients well, and is properly trained to address the most frequently asked questions of your patients.

How Dental Assistants Help Your Practice Grow

 

4 Team Members Who are Critical to Practice Growth

 

If you set your dental assistant up for success, they will make your practice run smoother and improve patient experience. They will handle all the little details that matter a lot to patients. This includes meeting and greeting patients and knowing a patient's medical history. It also includes explaining procedures to patients and getting informed consent, and giving post-operative instructions.

Having those little details taken care of help patients understand what to expect during and after procedures. They make a big difference in a patient's comfort with your practice. And they can help avoid confusion and misunderstanding. All of these small things are important. Many times, small confusion or misunderstandings can cause an otherwise positive experience to be perceived negatively. Get the details right and you and your patient can focus on the important issues, such as helping them get the best treatment. They’ll leave happy, well cared for, and more likely to refer you to their friends and family.

Empowering Your Office Manager to Grow Your Practice

4 Team Members Who are Critical to Practice Growth

 

Your practice will never reach its full potential if you don’t delegate and delegate well. That’s why we love helping people delegate more in their dental practice. One of the most liberating sets of tasks to delegate is office management. Way too many dentists keep office management tasks to themselves.

With so many responsibilities on our shoulders, delegating the task of office management frees us up to do much more important tasks, such as generating more revenue or enjoying time outside of the office. 

An effective office manager can do wonders for the productivity of your practice. In order for an office manager to be effective, they need to have leadership, initiative, emotional agility, communication proficiency, organizational abilities, time management, confidentiality, and many other skills. But getting them the proper training and empowering them to take care of office management duties could be one of the best investments of your time and allow you to unlock incredible practice growth.

How Your Scheduler Can Unlock Tremendous Profits

 

4 Team Members Who are Critical to Practice Growth

 

Effective scheduling is an art and a science. It takes a lot of effort to do this yourself, and by delegating this task you can focus on what you do best: dentistry. 

The best way to set your day up to meet production goals in a low-stress environment is through “block scheduling.”  That can maximize your profits and free you up to do your best work.

Do you have these four roles filled at your practice?

Make sure you have the right people in the right seats at your practice. It can be the best decision you make in your practice. And these four roles can be the key to unlocking your full potential.

If you want more help leading your team and event training them to do their best work, join the Delivering WOW Platinum Coaching Program where you and your team can get the best information and even coaching from industry experts on growing your practice.

Driven Dental Implant Marketing with Charles Biami

Driven Dental Implant Marketing with Charles Biami

Do you want to start attracting more high-value dental patients to your practice each month?  If so, you don’t want to miss this episode of the podcast. I’m joined by Charles Biami, the Founder and Chief Marketing Manager of Driven Dental Implant Marketing.

Charles helps dentists just like you attract and convert high value dental implant cases and he does it in a way that provides a consistent flow of new monthly patients. With Driven Dental’s deep understanding of patient needs and the dental industry, they have the experience, insights and know-how to help you drive 20+ qualified opportunities to your front desk each month.

Together, we discuss exactly how Driven Dental Implant Marketing can help drive more high-value patients to your practice. And, we give you some practical strategies to help you convert more patients over the phone.

 

Driven Dental Implant Marketing with Charles Biami

 

On the podcast we discussed:

  • What Driven Dental Marketing can do for your practice
  • How to target patients searching for dental implants online
  • How Driven Dental Marketing can help you convert more leads into patients
  • Why every dental practice should have an online chat service
  • Strategies to help your front desk team get more conversions over the phone
  • Why more dentists need to understand that marketing brings prospects, but it’s up to your team to convert those prospects into patients

 

Driven Dental Implant Marketing with Charles Biami

 

Want to learn more about how Driven Dental Implant Marketing can help you drive more high-value patients to your practice?

Head over to their website to learn more and if you’re ready to take it a step further, you can book a FREE strategy call with Charles about your practice, your marketplace and the steps you need to take to grow your implant practice.

 

Watch a short video trailer for this episode below:

 

 

 

3 Things You Need to Scale a Dental Practice

3 Things You Need to Scale a Dental Practice

In my Delivering WOW Platinum Coaching Program, we help dental practice owners and team members become highly efficient and productive. When practices become efficient and productive while delivering amazing experiences to patients, the sky’s the limit on how much they can scale.

While the dream is to have a high-producing practice, it’s often a challenge for dentists to make their practice highly productive while maintaining a culture that makes team members and patients excited to come to your office.

In order for a practice to be highly productive, it starts at the top. And all it takes is for leaders to implement three things into their practice. These three things lay the groundwork for productivity and efficiency in a way that delivers WOW experiences to team members and patients.

Vision

 

3 Things You Need to Scale a Dental Practice

 

Leaders must establish a vision for their dental practice that lets everyone in your practice know where you want to go. What do you want your practice to look like in the future? What do you want the office experience to be for your patients? And what does an ideal team member look like for that practice? Include key team members in the process as well so you can get even more buy-in from them. Be sure to write down your vision and revisit it from time to time. Once it’s clear, share it with all team members.

Once you have your vision, filter all decisions through that vision. All you need to do is ask yourself, “Will this lead the practice closer to my vision?” and, if not, you know not to invest time or money into that project. If the answer is yes, you can move forward with confidence that the project is a good investment.

When hiring, ask yourself, “Does this person seem to align with my vision for the practice?” If not, keep looking. If current team members don’t align with your vision, help them find a new position that’s a better fit. Everyone on your team needs to be on board with your vision to achieve your true potential.

Data

 

3 Things You Need to Scale a Dental Practice

 

Once you have your vision, identify key performance indicators, or KPIs, that help you understand whether you’re on track to reach your goals. Your KPIs give you the data you need to make better decisions about what’s working and what’s not, so you can adjust your investments of time or money.

This data helps you to take the pulse of your practice. It helps you to identify issues while they’re small. If someone isn’t performing, reviewing KPIs relating to their productivity makes it impossible for them to skate by without anyone noticing. Data never lies.

Systems and Processes

 

3 Things You Need to Scale a Dental Practice

 

Once you know where you want to go and what data will let you know whether you’re on track, you will have all the information you need to put in place systems and processes to make high-performance simple.

Get yourself on your way to achieving your goals by putting the right processes in place. Systemize your practice by identifying the processes that help you grow your practice and that make your practice highly productive.

For example, if you set a goal for how many dental implants you want to place, develop a system for dental implant marketing that generates a consistent flow of enough implant marketing leads to make hitting your productivity goal a breeze. Document the process you use to market your implant practice and assign a team member or outsource the marketing efforts so you know the tasks will be performed.

Possessing written systems and processes and delegating or outsourcing them to be performed ensures tasks are performed consistently. It also puts the person you delegate or outsource a task to in a position to succeed every time because they know exactly what you need them to do.

Are you ready to scale your practice?

If you’ve struggled to scale your practice, having a written vision, sufficient data, and systems and processes in place to make productivity simple sets you up for massive growth.

If you want help establishing a vision, identifying which KPIs matter in your office, or putting in place the right systems and processes, join the Delivering WOW Platinum Coaching Program where you can access top training and get coaching for yourself and your team members from our roster of experts in all facets of running a practice!

6 Bad Excuses for Not Delegating Tasks to Team Members

6 Bad Excuses for Not Delegating Tasks to Team Members

We all know dentists work harder than many other people, running a business, leading a team, and serving patients. Unless we delegate effectively to team members, we will live lives full of stress and burnout. Yet way too many dentists still do way too much themselves.

It’s natural to roll up our sleeves and push through a busy season or two, but if those busy seasons turn into months or even years, it’s not sustainable. We need to delegate more.

Many dentists struggle to delegate, though. Some of them just need some help identifying tasks to delegate and training their team to perform. Others resist, making up excuse after excuse for why they can’t or won’t delegate. Here are six common—but bad—excuses dentists use to avoid delegating.

1. “I’m better at the task than anyone I’d delegate it to.”

 

6 Bad Excuses for Not Delegating Tasks to Team Members

 

If you’re using this excuse, you need to focus on building a better team, training an existing team, or implementing systems and processes.

You may have more experience than your team members, but that doesn’t mean you need to do everything just because you’re better at doing those things than your team members are. For many of those tasks, you will be wasting valuable chairside time to non-revenue-generating work. That can cost you a lot of money. If you’re better at the task, have someone shadow you while you do it a few times, documenting how you do it and asking clarifying questions. Over time, let them take over while you supervise during the time you would normally do the task. Soon enough, you’ll be ready to hand off the task without adding additional burdens to your schedule.

2. “It’ll take less time if I do it instead.”

If you do something that takes 12 minutes a day, you can save an hour every week by training someone to do it.

Even if it takes you four hours to train someone to take over the task over the course of several weeks, you will save that amount of time in just four weeks once they take over. It might take less time to do a task one time, but delegating is a long-term investment.

3. “I don’t trust someone else to get the job done right.”

 

6 Bad Excuses for Not Delegating Tasks to Team Members

 

The problem with this logic is that you shouldn’t have anyone on your team if they can’t be trusted to get a job done right that’s under their responsibility with proper training and systems. We must be able to trust everyone on our team to the point that we can train them, give them systems or processes, and confidently delegate appropriate tasks to them.

For example, if you can’t run the morning huddle one day—which you need to do to get your team to do their best work every day—you should be able to trust delegating that task to another leader on your team. If not, a key activity that promotes productivity will be completely dependent on you. That’s very risky.

4. “I need to be indispensable.”

Some doctors—and even team members—resist delegating because they want to be indispensable. This is a very bad idea. In addition to coming off to team members as arrogant, if you’re the only one who can perform a task, you’ll never be able to pull away from the practice. You’ll be a bottleneck. And if you’re sick or unavailable, productivity across the entire practice will suffer.

5. “I like doing the task, so I should be the one to do it.”

 

6 Bad Excuses for Not Delegating Tasks to Team Members

 

You might enjoy doing administrative work but that doesn’t mean it’s a good use of your time.

You didn’t go to dental school to do administrative work. Let someone whose job it is to do that work do it instead. They can likely do a better job than you, too, because they do those tasks all day.

It’s not a good use of your time to take you away from revenue generation or family time to do administrative work. Delegate tasks you shouldn’t be doing to people who should be doing them.

6. “My team is already busy enough.”

This excuse marks a bigger issue. If they’re already busy, you either need more team members or better systems and processes. Otherwise, your team will end up overworked and overwhelmed. It will only be a matter of time before they leave—especially the top performers who can more easily find other jobs.

Are you making excuses for not delegating?

You’ll never be able to grow your dream practice without being able to delegate confidently. So, if you find yourself making these excuses (or others), challenge yourself to look at the deeper issue and find a way to delegate more.

If you want help, join the Delivering WOW Platinum Coaching Program today, where you can access top training and get coaching for yourself and your team members from our roster of experts in all facets of running a practice.

Should We Share Numbers With Our Team?

Should We Share Numbers With Our Team?

 

In this solo episode of the Delivering WOW Podcast, I explore whether or not practice owners should share numbers and even personal expenses with their team.

Sharing practice numbers with certain team members is a great way to increase trust. And, also can empower the people you work with every day. After all, when more people in your team are aware of the numbers it makes it easier to reach new milestones. And therefore it becomes easier to smash goals and even grow your practice.

However, knowing which team members to share this valuable information with and what numbers you should share with them can be difficult. Listen in to discover what numbers to share with your team. And, learn how sharing numbers with certain team members can help increase profits.

 

Should We Share Numbers With Our Team?

 

In this episode, I discuss:

  • Why you should share your practice vision and numbers with your team
  • The role of an office manager
  • Important practice numbers to share with your team
  • How to calculate your practice’s profits and manage your cash flow
  • Tips to help hold your team accountable for meeting practice goals
  • Why you should share a percentage of profits with your team

 

Should We Share Numbers With Our Team?

 

Do you want to grow, scale and market your dental practice, FAST?

The Delivering WOW Platinum Mastermind Program is the #1 program for dentists and teams to help scale and market their practices to new heights.

Inside of this Game-Changing Program, you will learn unique practice growth systems, how to manage your time, the best strategies for building a Rockstar Team, how to market your practice and so much more…PLUS…you’ll get NEW practice marketing campaigns every single month!

To find out more about the Delivering WOW Platinum Mastermind Program, click here!

Watch a short trailer for this episode below:

 

Why You Need More Than Information to Get Results

Why You Need More Than Information to Get Results

At Delivering WOW, we pride ourselves in creating the best, most comprehensive training on everything you need to do to run and grow an amazing dental practice. And we’ve helped thousands of dentists improve their practices in the process.

One lesson we learned along the way is no matter how good the information is, it takes more than information to get results. Specifically, before launching the Delivering WOW Platinum Mastermind Program, we hosted a database of courses called Dental Profit Academy. Those courses showed practices exactly how to run and grow a practice. And many students achieved great success.

But, on average, their success was not as high as what members of my Inner Circle Mastermind were achieving. The information was the same. But my Inner Circle Mastermind members also received coaching and other benefits beyond the information.

Even though our clients were doing well in both programs, some of our Inner Circle members were growing at 20%, 30%, or 40% month over month. We just didn't see as much success in Dental Profit Academy.

While we knew information alone doesn’t change things, seeing the contrast between my Inner Circle Mastermind and Dental Profit Academy put additional perspective (and caused us to create the Delivering WOW Platinum Mastermind to replace Dental Profit Academy). 

Here were our key takeaways about what you need to really get results.

We need coaching to push us and point us in the right direction.

 

Why You Need More Than Information to Get Results

 

Running a practice takes a lot of work. There's scarce room in our days to synthesize information into a plan that will work for our practices. We have too much to do, especially when we just get started. One of the key differences between my Inner Circle and Dental Profit Academy was that my Inner Circle members were getting coaching. 

I believe every dentist needs a coach to help us get different perspectives about our practices and help us apply information to our unique circumstances. There’s an old saying in business that it’s hard to see the label from the inside of the can. In other words, it’s helpful having an outside perspective on our practices. Coaching helps us make better decisions. It helps us decide what direction we want to go and what steps we need to take to get there. It helps us see what activities are worth our time and what are distractions.

Information is important, for sure. But combining coaching with the content helps you get a more personalized and synthesized experience. They can also push you forward to make tough decisions. 

When I decided I wanted to build a different practice, one of the first things I did was hire a coach. It was without a doubt the best business decision I could have made.

We need accountability to keep us going.

 

Why You Need More Than Information to Get Results

 

While good coaching points you in the right direction and helps you make decisions and redirect as needed, continuous action is what you need to do to actually achieve your goals. That’s where accountability comes in. There’s a lot of power in accountability.

We get accountability in a number of ways. Friends, family, and colleagues can help you stay accountable. A coach can as well. 

As a leader of a dental practice, not only do you need to stay accountable, your team members do as well. Typically, that falls on us to do, and with so much on our plates, it’s hard to add holding each team member accountable on our plates. We must work accountability into our practice at all levels. For that reason, when we created Delivering WOW Platinum, we created a community and group coaching model that is available to team members, too.

Are you getting the results you want from your practice?

 

Why You Need More Than Information to Get Results

 

Information is important, but without coaching and accountability, you won't get results. That’s why we built both coaching and accountability into the Delivering WOW Platinum Mastermind. Combined with the best and latest information about all the things you need to do to grow your practice, coaching and accountability are the keys to unlocking your practice’s true potential.

If you're interested in getting access to the best dental training plus coaching and accountability from our hand-picked group of experts, join the Platinum Mastermind Coaching Program today!

How to Get High-Performers to Join Your Practice

How to Get High-Performers to Join Your Practice

As nice as it would be, high-performing team members don’t typically fall in our laps. We need to be intentional in finding them. Many times, they aren’t even actively looking for jobs. So, we need to be actively looking for people. We also never know when we’re going to come across a high-performer to add to our team.

When we find high performers, we must be ready to discuss joining our practice with them. This is especially true when building a high-growth, Delivering WOW practice because high performers can help us accelerate our growth. 

Delivering WOW practices are designed to be attractive to candidates, with training, support, and a WOW practice culture in place. Those factors tend to be ready to describe to candidates. We must also make sure we have accurate job descriptions ready to go when we run into candidates so we can begin a discussion about what their position at our practice could look like. 

In the Delivering WOW Platinum Coaching Program, Office Managers & Front Office Team Engagement coach, Dana Pardue Salisbury shared four things to put in every job description to woo high-performers to your practice.

Job Classification

 

How to Get High-Performers to Join Your Practice

 

Dana suggests putting whether the job has an exempt or non-exempt employment status at the top of your job description so candidates can know whether they have upside earning potential through overtime work.

Most team members working in dental offices tend to be considered non-exempt. This means they are qualified to receive overtime and are paid by the hour rather than given a yearly salary. Those with salaries are typically exempt employees. They make what they make whether they work twenty-seven hours a week or fifty hours a week. When non-exempt employees work more than forty hours a week, then they must be paid at 1.5x their pay rate per hour.

When in doubt, reach out for help. Improperly classifying employees can have a big effect on a small business. Ramifications could include paying back-due wages to that employee plus additional penalties.

A Short Job Summary

After you’ve identified the classification of the role, write a job summary that lets candidates know what to actually expect if they join your practice. This is an objective three-sentence paragraph talking about what the job entails as well as a general summary of the job. It should immediately make clear to the potential hire whether the job is a good fit for their talents, dreams, and passions.

An Accurate List of Essential Duties and Responsibilities

 

How to Get High-Performers to Join Your Practice

 

Beyond core attributes, such as having a positive attitude and strong work ethic, the truth is, what constitutes a high-performer varies for each position. That’s why it is very important to have an accurate list of duties and responsibilities laid out for each position.

The accuracy of the list is key. That way, the candidate can evaluate whether they have the skills to excel in on a day-to-day basis. It also identifies areas where they might need additional training beyond adapting to your office’s specific systems and processes. 

Be sure to include a statement that indicates the employee may be asked to handle special projects or other tasks as needed by management so they come in knowing your office is dynamic and needs might change. Also, be sure to mention whether there are travel or supervisory duties affiliated with the role so there are no surprises in those key areas.

An Accurate List of Knowledge, Skills, Abilities, and Core Competencies

In addition to a list of duties and responsibilities, list at least five to ten points of knowledge, skills, abilities, and core competencies that describe an ideal candidate.

These could include qualities like intuitive, creative, emotionally agile, collaborative, self-starter, and others. It could also include knowledge of practice management software or specific people skills. 

Listing the knowledge, skills, abilities, and core competencies lets people know about the environment they will be walking into and whether that’s a good fit for their experience and personality.

Do your job descriptions attract high-performers?

 

How to Get High-Performers to Join Your Practice

 

One of the best ways to attract high-performers to your practice is to be constantly growing and ready to bring exceptional people on your team. One critical piece to being able to do so is to have job descriptions ready that let people know exactly what they can expect and what will be expected of them at your practice. 

If you want help consistently attracting high-performers to your practice sign up for the Delivering WOW Platinum Coaching Program where you and your team can access training and coaching from our team of experts in every part of running a WOW dental practice.

Would You Have Put This in a Safe?

Would You Have Put This in a Safe?

I recently went to a local jewelry store with my daughter to pick out a birthday present for her friend. I thought it would be a great opportunity to find out what she would like for her own birthday. As she was looking, I told the sales-person to put whatever she liked aside. Then I would come back and pay for it later.

However, when I went back to pick up the items and the sales-person who was helping me checked the reserve section they couldn’t find the jewelry my daughter had picked out.

After searching the entire store, the sales-person said that sometimes people don’t come back so they put the items back. My surprise was ruined. The owner then steps in saying “The next time we have an item to be reserved, what I want you to do is just give it to me and I’ll put it into the safe myself.”

This is something that I see happening in our dental practices. As the owner of a business it can be easy to just step in and “do it yourself.” But, if we want to level up in our leadership, we need to stop saying things like “I’ll put it in the safe myself.”

You can’t grow and scale your business by doing everything yourself. So, don’t be like that jewelry owner. Become the business owner that empowers your team and put processes in place that will help you build your business. Find out how on this episode of the podcast.

 

Would You Have Put This in a Safe?

In this podcast episode, I discuss:

  • Why a ‘do it yourself' attitude is taking focus away from your business
  • The importance of empowering your team to be problem solvers
  • Why it is important to your business' success to make your team effective leaders
  • Why you need to elevate and delegate to get you to the point where you no longer need to do it yourself
  • That to elevate your business, you need that skill-set and knowledge of how to delegate

 

Would You Have Put This in a Safe?

 

Do you want to grow, scale and market your dental practice, FAST?

The Delivering WOW Platinum Mastermind Program is the #1 program for dentists and teams to help scale and market their practices to new heights.

Inside of this Game-Changing Program, you will learn unique practice growth systems, how to manage your time, the best strategies for building a Rockstar Team, how to market your practice and so much more…PLUS…you’ll get NEW practice marketing campaigns every single month!

To find out more about the Delivering WOW Platinum Mastermind Program, click here!

Watch a short trailer of the episode below, where I discuss how to grow your business by empowering your team members:

The Secret to Getting Big Results for Your Practice

The Secret to Getting Big Results for Your Practice

I've helped a lot of practices become more fulfilling and profitable practices. Throughout that time, I've helped some practices make big transformations in a short period of time. I've also watched some practices struggle for long periods of time.

To some people's surprise, the difference between practices that succeed and those that struggle has nothing to do with ability. Having proven systems and strategies helps. The practices that have used the proven systems and strategies we teach get the benefit of years of experience from practices around the world. They get the benefit of learning from other people's mistakes—and successes. It's much easier to make progress when you know the systems and strategies have worked for others. But I've never met a practice leader who couldn't improve their practice. Every practice leader I've met has had the ability to lead incredible change to make their practice more fulfilling and profitable.

So why do some practices succeed while others struggle? Oftentimes, the answer is simple: The practices that struggle either do nothing or try to do too much at once. The practices that succeed do so begin by learning and taking action in small bits. Here are three reasons why learning and taking action in small bits has been the secret to success for so many practices.

Learning and Taking Action in Small Bits Gets Easier Buy-In

 

The Secret to Getting Big Results for Your Practice

 

It's no secret that running a dental practice takes a lot of work—even more work than most businesses. With many businesses, owners spend all day managing the organization. Practice owners need to do all that work and often still treat patients.

It's not just practice owners who have so much on their plates. Team members have a lot of work, too. This is especially true for PPO practice team members, who must navigate insurance relationships and manage patient expectations regarding out-of-pocket costs.

With so many pressures on our time and energy, asking practice leaders and team members to implement big changes at once can be overwhelming. Asking them to learn one or two small changes for a short period of time makes it much easier to get team members on board. This is one of the reasons our 21-Day Marketing and Practice Growth Challenges have been so popular with practices. The idea of doing small daily challenges for three short weeks is a much smaller ask and something most people feel they can do.

Making Changes in Small Bits Helps Clarify Action Steps

 

The Secret to Getting Big Results for Your Practice

 

If your only goal is a long-term one, it can be hard to know what to do in the short term. Longer-term goals tend to be bigger and have multiple moving parts. With those, it's hard to know what to do next. Continuing with the goal of increasing revenue, you could advertise, take CE to start performing more higher-fee procedures, network with local business owners, and more. Your options are endless.

But what if you decided to increase revenue over the next twenty-one days? That shorter-term goal limits the number of things you can do. And that forces you to be more strategic. If you wanted to double your revenue this month over last month, what could you do? You could call patients with unscheduled treatment plans and get them scheduled. And you can set up a whiteboard to get your team all on the same page for increasing productivity.

Small Changes Add up to Big Results

 

The Secret to Getting Big Results for Your Practice

 

With your whole team bought in and working together, you will begin to see improvements right away. Those improvements will add up to big positive changes in your practice.

Nobody runs a marathon 26.2 miles at a time. They run it one step at a time. Eventually, those steps add up into miles and those miles turn into a marathon.

The same is true with changes in your practice. You can't double your annual revenue in one day. But you can increase productivity in a day. And you can increase it even more the next day, and the next, and so on. Over time, those little increases add up. If you want to get big results, start by taking small steps and making small changes.

Are you ready to make big improvements in your practice?

If so, start small. But start! If you want help, consider signing up for my next 21-Day Marketing and Practice Growth Challenge. We'll help you and your team get started taking small steps toward big improvements in just twenty-one days just like we've done with nearly 200 practices.

In just twenty-one days, they built relationships with other businesses in their community. They also broke through fears of video to connect with new and existing patients. They launched successful marketing campaigns and planned out marketing campaigns for the next year! And they created tremendous buy-in from their teams.

You can also sign up for the Delivering WOW Platinum Mastermind to get step-by-step guidance and coaching in all aspects of running a high-profit practice.

Creating Experiences Worth Sharing with Ryan Vet

Creating Experiences Worth Sharing with Ryan Vet

I can't wait to introduce my latest special guest on the podcast, Ryan Vet. With his can-do attitude and positive vibes, he’s the perfect person to discuss how to create experiences for your patients that they will want to share.

Ryan Vet is an international speaker, author, entrepreneur and investor. But you may know Ryan from his writings in Forbes or Dental Economics or at speaking at a dental meeting near you. He has devoted his life to inspiring others towards making a positive change. And, a fun fact many people don’t know about Ryan is that he’s a trained sommelier.

Ryan explains how for most patients, a visit to the dentist is a neutral experience. Something that they've done time and time again that has become a normal part of their lives. But, what if you could make a visit to your practice an outstanding experience they won't forget? A moment in their lives that they can't help but share with others. It's not as hard as you might think!

 

Creating Experiences Worth Sharing with Ryan Vet

 

On the podcast we discussed:

  • Ryan’s professional background and how he became an entrepreneur
  • How start creating experiences worth sharing
  • Taking ordinary opportunities and transforming them into extraordinary experiences
  • Why you should walk in the shoes of your patients
  • How to create your own business identity
  • The importance of cultivating culture

 

Creating Experiences Worth Sharing with Ryan Vet

 

If you just can’t get enough of Ryan, then he’s got a book coming out in November 2019 called Cracking the Millennial Code where he shares how to motivate and manage millennials.

Also, you can find him on Twitter, Instagram and LinkedIn.

Watch a short trailer for this episode where Ryan is talking about creating an unforgettable experience at your practice, below:

 

How to Conduct Effective Exit Interviews

How to Conduct Effective Exit Interviews

No matter how well we recruit, onboard, and train team members, people will leave your practice. When you first start building a WOW practice, some team members will find that they are no longer aligned with your vision. As you continue, people will leave for many other reasons, too. An exit interview provides a great opportunity to learn exactly what happened.

If you do not conduct exit interviews, you miss the opportunity to gain important information about your practice. Here's what you need to know about exit interviews and how to conduct one.

Why Every Practice Should Conduct Exit Interviews

 

How to Conduct Effective Exit Interviews

 

One of the benefits of building a WOW practice is developing trust between you and your team members. Establishing shared goals and investing in team member development builds tremendous trust.

No matter how much trust you build, team members will sometimes still feel uncomfortable providing feedback. This is especially true with negative feedback about coworkers or the work environment. If they leave your practice without sharing the information, you may never know what changes you need to make to improve.

Exit interviews give you an opportunity to get open and honest feedback about your practice. Because the person will no longer rely upon your practice for income or see their colleagues, they are more likely to be forthcoming. These insights can help you reduce turnover and improve your practice in many ways.

How to Conduct an Exit Interview

 

How to Conduct Effective Exit Interviews

 

In Delivering WOW Platinum, we recommend using a formal exit interview questionnaire to get feedback from departing employees. Using a formal questionnaire helps you standardize the process and ensure you address everything you need to address.

Exit interviews do not have to be long processes. But it's important that they be free from distraction and private in nature. Additionally, it should be comprehensive. Questions we recommend asking include:

  • What is/are your reason(s) for leaving?
  • If you are accepting another position, what makes it more attractive than your current position?
  • How would you rate your training received at the practice?
  • How would you rate the practice's pay and benefits?
  • Do you have any recommendations regarding our compensation, benefits, and other reward and recognition efforts?
  • How would you rate your working relationship with your supervisor?
  • How would you rate your working relationship with other management staff?
  • Do you believe management adequately recognized staff member contributions?
  • How would you rate your working relationship with other team members?
  • What did you enjoy most about your position?
  • What were some of the challenges you experienced?
  • Describe the qualities and characteristics of the person who is most likely to succeed in this practice.
  • What suggestions do you have to make the practice an even better place to work?
  • Is there anything else you would like to share as a final comment?

For answers asking people to rate their experience, we recommend asking them to rate them on a scale, such as on a scale of poor to excellent.

How to Spot Areas for Improvement From Exit Interviews

 

How to Conduct Effective Exit Interviews

 

Once you record each team member's answers, conclude the exit interview. Then, immediately record your thoughts on paper while it's fresh in your mind. Specifically, ask yourself three questions:

  • Did the reason for leaving expressed during the interview match the stated reason?
  • Could the resignation have been averted?
  • What would need to change to have averted the resignation?

Finally, record any other comments or observations from the exit interview. When doing so, focus on reflections you can revisit on your own or with practice leadership to improve the practice moving forward. Spending time to reflect on what you can do to change can help you avoid other people leaving for those reasons in the future. Also, if a team member who was not a good fit for your practice leaves, what they say during the interview can help you put things in place to avoid hiring similar team members in the future.

Do you conduct exit interviews when people leave your practice?

Building amazing teams involves attracting and retaining top-quality team members while avoiding or moving on from team members who do not fit your practice vision. Conducting exit interviews can help you with both of these goals. If you don't yet conduct exit interviews in your practice, these questions can help you get started.

If you want help, join the Delivering WOW Platinum Coaching Program today. There, you'll get access to top training and coaching from experts in all facets of running a practice, including our exit interview questionnaire that gives you everything you need to conduct an effective exit interview.

Are You Trusting Your Office Manager?

Are You Trusting Your Office Manager?

Once you have an Office Manager that really steps into their role, amazing things happen.

This week I dive into how to empower your Office Manager, and place them in the role of a Chief Operations Officer (COO). And, it doesn’t take much to make this change. In fact, it only takes the leap to be open and trusting enough to reveal your financial comings and goings.

Your COO, to truly take a decision-making role, needs to understand the difference between revenue (collection, production, hygiene-per-visit) and profit. Remember, profit is not your salary. It is what’s left after you’ve taken your salary.

If you have a COO that knows the full picture of your business finances, they will spontaneously generate solutions to cashflow problems that crop up. Believe me, it feels so good to have someone in your corner, helping you think about the bigger picture. But, that is only possible if you share everything needed to evaluate the health of your business.

 

Are You Trusting Your Office Manager?

 

On the podcast I discuss:

  • Why you should treat your Office Manager as your Chief Operations Officer
  • How to define the Office Manager role with specific accountability
  • The story of my first business – a lemonade stand – and how my mom taught me what profit means
  • Why it’s crucial to separate your salary from your business’s profit
  • Getting your scheduling coordinator excited about their calls with patients by imparting the right skills and systems
  • The importance of your Office Manager understanding profit and your practice’s financial health
  • A story of the last time my Office Manager made a very helpful and proactive evaluation to help solve a cashflow problem

 

Are You Trusting Your Office Manager?

 

Here is a short video trailer of the podcast episode where I'm talking about the process of turning your Office Manager into a COO:

 

 

Is Your Team Frustrating You?

Is Your Team Frustrating You?

I recently had somebody reach out to me for advice on training new team members. This doctor was feeling frustrated because they had just hired a new team member and they found themselves having to repeatedly tell the new hire what to do.

I understand that hiring someone new and training them over and over again can be super frustrating and time-consuming. As a result I wanted to talk about the steps you can take to get through this process much quicker.

In this episode of the podcast, I reveal why so many dentists struggle to train new team members. And, what you can do to document your practice’s processes so that you don’t have to keep repeating yourself every time you welcome new team members into your practice.

 

Is Your Team Frustrating You?

 

In this podcast episode, I discuss:

  • A lesson we learned at my practice when it comes to developing new processes for the future
  • Why it’s so easy to get frustrated with new team members
  • How to document your practice’s processes and save time training new team members
  • Why you should create training videos and use them for onboarding new staff
  • The importance of providing clear guidance and direction to your team

 

Is Your Team Frustrating You?

 

Do you want to grow, scale and market your dental practice, FAST?

The Delivering WOW Platinum Mastermind Program is the #1 program for dentists and teams to help scale and market their practices to new heights.

Inside of this Game-Changing Program, you will learn unique practice growth systems, how to manage your time, the best strategies for building a Rockstar Team, how to market your practice and so much more…PLUS…you’ll get NEW practice marketing campaigns every single month!

To find out more about the Delivering WOW Platinum Mastermind Program, click here!

Watch a short trailer video for this episode below:

Why Every Practice Leader Should Delegate More

Why Every Practice Leader Should Delegate More

Building a dental practice is challenging. We must deliver top-quality care to patients while simultaneously running a regulated business.

For those reasons and others, many dentists find themselves stressed and overworked. Eventually, something goes wrong. The natural reaction during times of stress is to roll up our sleeves and work harder. The mindset is that training people takes too long and delegating to untrained team members is too risky.

The truth is, practice leaders can’t and shouldn’t do everything in their practice. That’s why you have a team. If you don’t have the time to train your team or confidence to delegate to them, the solution is not to do more work yourself. The solution is to either find the time to train them or get help training them. Here are five reasons every practice leader should delegate more.

Delegating tasks frees up your schedule.

 

Why Every Practice Leader Should Delegate More

 

What would you do with an extra hour in the day? What about an extra two or three hours? Delegating helps you literally create more time in the day to do whatever you want to do.

What if you didn’t work fewer hours but your time became more flexibility to attend events for your kids, go out to lunch with your spouse, or exercise?

Unless you delegate, you will never be in a position to cut back on hours or shift your time around the life you want to build for yourself or your family.

Delegating helps you focus on what you do best.

Many dentists not only dislike admin work, but they’re also not very good at it. Other people excel at admin work. Thus, delegating tasks to someone who can do it better allows you to turn your attention to your highest-value activity, caring for patients.

Delegating helps you train other people.

 

Two Personal Brand Secrets and Why Reputation Precedes Revenue

 

One of the most common excuses for not delegating is that it’s quicker to do a task yourself than to train someone else to do it, review their work, and provide feedback. While that is often true for one-off tasks, it is very shortsighted for tasks performed regularly at your practice. With those tasks, delegating allows you to invest a little additional time upfront to save a lot of time down the road once your team member is able to complete the task with limited supervision.

Delegating helps build team members into leaders.

Team members will never become leaders if we don’t give them additional responsibilities and build a culture of delegation. When we give team members higher-level work and delegate important tasks to them, they learn more than only new skills. The example we set when we train them and delegate tasks shows them important leadership traits. And if we build a culture of strategic delegation, they will gain experience training and supervising others.

Delegating helps team members learn to collaborate.

 

Why Every Practice Leader Should Delegate More

 

Establishing a culture of delegation at your practice allows all the benefits of delegation to flow throughout your practice. It gives team members an opportunity to work together to complete tasks delegated to them. Your team members become resources to each other. They learn to support each other. They learn to find each other’s strengths and utilize each other’s strengths to complete tasks faster and better.

Do you need to delegate more in your practice?

Many practice leaders struggle unnecessarily because they feel they need to do everything themselves if it’s going to get done right. While that may be true in the short-term, over the long-term, it’s a recipe for disaster. You will become more stressed and overworked. And you will eventually burn out.

If you regularly feel stressed, overworked, or burned out, chances are you could benefit from delegating more in your practice. If you want help building a culture of delegation, join the Delivering WOW Platinum Coaching Program today. By doing so, you and your team will get access to top training and coaching from experts in all facets of running a practice. This gives you the systems, processes, and support you need to make delegating easier.

The Secret to Preventing Employee Turnover with Dr. Paul Etchison

The Secret to Preventing Employee Turnover with Dr. Paul Etchison

On this episode of the Delivering WOW Podcast, I’m thrilled to be joined by Dr. Paul Etchison. In this episode, Paul reveals the secret to building a powerful dental team and preventing employee turnover.

Paul is the author of ‘Dental Practice Hero: From Ordinary Practice to Extraordinary Experience. The book details how dentists can grow startups to $1m in collections the first year. As well as explaining how to de-stress the day to day running of a practice and how to become a leader that influences practice culture so positively that practice growth becomes organic.

Paul owns a large office in the Chicago suburbs and only does two days per week clinical dentistry. He is also the host of the Dental Practice Heroes Podcast. During our conversation, he talks about dealing with team power, culture and running a great practice. The practice is likely to collect a staggering $4.5 million in collections this year. And, if that’s not enough, Paul has never lost a single team member throughout the eight years his practice has been running, and as a result he has zero employee turnover.

 

The Secret to Preventing Employee Turnover with Dr. Paul Etchison

On the podcast, we discuss:

  • How Dr. Paul Etchison got into dentistry and started his own dental practice
  • Why Dr. Paul Etchison has experienced zero turnover and what he attributes that to
  • Tips for hiring the best team members, no matter where you are positioned
  • How to grow demand for your services and why block booking is so beneficial to your bottom line
  • The importance of creating an amazing patient experience and getting referrals from your existing patients
  • How to keep your team happy, engaged and accountable for practice growth

 

The Secret to Preventing Employee Turnover with Dr. Paul Etchison

 

If you want to find out more about Dr. Paul Etchison, you can check out his podcast, Dental Practice Heroes and read his book, ‘Dental Practice Hero.’

Dr. Paul Etchison and his good friend, Dr. Justin Bhullar have released an amazing online course called ‘Dental Business Mentor,’ which includes over 175 videos and 50 documents relevant to dental practice management. So, if you are interested in taking part in this course, you can learn more about it here.

To watch a short trailer video of the episode, click play below:

3 Reasons to Share Practice Numbers with Key Team Members

3 Reasons to Share Practice Numbers with Key Team Members

Sharing practice numbers with team members is a touchy subject for some practice owners. But it’s an important subject to consider because it can have a big impact on practice performance.

I recently reached out to the members of the Delivering WOW Dental Hangout Facebook group to get their take on the issue. My questions to them were simple: Should the practice numbers be shared with the office manager or team leader. And I asked them to defend their answer: If so, why? If not, why not?

Members were overwhelmingly in favor of sharing. In defending their answers these three themes formed.

Sharing numbers gives your team more context to their work.

 

3 Reasons to Share Practice Numbers with Key Team Members

 

Sharing your numbers is similar to sharing your practice vision with your team in that it helps you put context into key areas of team member performance.

For example, as I shared in my book (which you can get for free here) in 2011 I walked into my practice and told my small team I had a big vision. I wanted to grow while making a greater impact on people’s lives than we had been making. And I wanted to be different. I wanted to create an extraordinary customer experience for my patients. I wanted more! Had I tasked my team to help me achieve that vision without more context, they would have no idea what to do next.

The same is true with sharing numbers with key team members. With so many tasks that need to be performed in our practice, important things can seem like “busy work” without putting them into context. By sharing numbers with key team members, we let them know how seemingly disconnected tasks work together.

Additionally, sharing numbers shows team members where revenue goes. It shows them costs they don’t realize you encounter and trends in practice spending. They can see when things like supply costs, lease payments, or real estate taxes rise. When team members see the costs of running a practice, they often get even more aware the areas where they can help, such as reducing waste, negotiating supply costs, and more.

Sharing your numbers with your office manager or team leader builds trust.

 

3 Reasons to Share Practice Numbers with Key Team Members

 

Although some people hesitate to share numbers because they fear it could cause a rift between team members and practice ownership, many people found otherwise.

One member commented that sharing the numbers ensures the “boat will be going in the right direction.” She said it fosters an environment of “trust” and “honesty,” in her practice, which she described as “two vital things for a lasting (and rewarding) relationship.” She continued, “It’s been a huge part of our success, if everyone knows where we are, where we’ve been, and where we are going… those who are the right fit will be ready to help row!”

Another member said, “It breeds trust, it breeds culture and the numbers are the way to measure success!”

Because the Facebook group is closed, I have kept these responses anonymous. But trust was a common theme from the members.

Sharing numbers helps you incentivize and reward based on practice health.

 

3 Reasons to Share Practice Numbers with Key Team Members

 

Another common theme with the members was something else I talked about in my book, rewarding based on practice health. In my book, I mentioned that my team understands that as our business becomes more profitable, they can earn more money because I share the increasing profits with them. They know that can enable them to do things in their lives to achieve their personal dreams. Having conversations connecting practice success with their personal success helps connect their personal goals to my practice vision.

One member put it this way:

When you share the performance results with those who are performing, performance begins to improve every time. It’s a form of transferring ownership. Every day we come into the practice we surround ourselves with brilliant people. Letting them see the successes and opportunities for improvement will allow their creative juices to flow and help capture those opportunities. Use data as a way to empower and motivate. Celebrate successes daily and identify one to two opportunities daily as you review together and incredible things will happen

Another added:

Your numbers should be shared with your entire team on a monthly basis. A goal and bonus system should be in place in every dental practice. If you invest in your team they will invest in you and your patients.

Sharing numbers, setting goals based on those numbers, and assigning a bonus system that allows you to share in the upside helps get the entire team working together.

Do you share practice numbers with team members?

Do you share your practice numbers with team members? If so, which team members? All team members? Just your office manager or team leader?

What about your numbers? Do you share all of them? Just high-level profit/loss numbers plus key performance indicators?

If you want help growing into your practice, join the Delivering WOW Platinum Coaching Program where you can access top training and coaching from experts in all facets of running a practice.

The Power of Belief

The Power of Belief

If you want to scale your practice, you need to believe that you can. You also need to have a great team that you can trust to help you achieve practice goals and work together to build a successful and profitable dental practice.

On this solo episode of the Delivering WOW Podcast, I talk about the true power of belief. Over the years, I’ve seen some practices grow by up to 70% and many members inside the inner circle of the Delivering WOW’s Platinum Mastermind group have experienced amazing practice growth too.

When you peel back the layers and really think about how all of these practices managed to grow so fast, it all comes down to the power of belief. They believed in themselves, their team and their practice. It was that inner belief that steered their decisions and helped them to achieve their dreams, both inside and outside of their practices.

 

The Power of Belief

 

In this episode, I discuss:

  • Insider secrets that have helped practice owners grow their practice
  • The importance of having the right people in your practice
  • Why belief is so powerful and a crucial part of being able to successfully scale your practice
  • How to change your perspective by telling yourself empowering things that will motivate and inspire you to hit your goals
  • Why having belief in yourself, your team and your practice is so important and shouldn’t be overlooked

 

The Power of Belief

 

Did you know that you can get our book – “How Dentists Can Build a Fascinating Brand and Achieve More While Working Less” for FREE?

Hurry though, this FREE offer won’t last long! If you want to get your free book in less than seven days, click here.

Have you struggled to grow your practice by at least 24% year over year? Are you ready for a transformational year?

Join our Marketing and Practice Growth CHALLENGE, where you’ll receive a full marketing plan and upon completion, have launched a viral marketing campaign with a predictable repeatable process to grow your production month after month – with plenty of accountability and support to help you along the way!

The challenge starts September 23rd BUT registration closes September 22nd at Midnight MST! To find out more about this exciting challenge, click here.

 

To watch a short trailer video of the episode where I talk about changing your perspective, hit play below:

 

4 Secrets to Scaling a Dental Practice

4 Secrets to Scaling a Dental Practice

Has your practice hit a profit ceiling? Do you feel stuck, frustrated, or overworked? Do you make way too little money for way too much work? Or is your practice running smoothly but you just know you it’s not reaching its full potential? If you answered yes to any of those questions, you might just be a few tweaks away from higher profits, smoother operations, and a much easier workday for you. 

Many practice owners only dream of scaling a dental practice to $1 million, $2 million, or more, especially when they feel stuck or overwhelmed. Other practices seem to continuously grow their practice. 

The difference between the practices that struggle and the ones that consistently grow are four simple things. In practices that struggle, these simple secrets are often lacking. In those that scale big, all four of these secrets are often present. Here are the four secrets any practice can use to scale to their first or next million dollars.

Investing in Your People

 

4 Secrets to Scaling a Dental Practice

 

You’ll find it hard to scale your practice without rock star team members who are set up for success. This includes recruiting, hiring, onboarding, and team training. Any practice can recruit rock star team members if they look in the right places and making sure you’re always on the lookout. Don’t wait for a need to find amazing people for your practice.

Once you find the right team member, treat them well and incentivize them to hitting important goals. Want to increase high-value procedures? Incentivize them for achieving that procedure volume and teach them to call patients with unscheduled treatment.

Finally, invest in team culture and continuing education so they will support each other and learn best practices for your practice.

Investing in Yourself

 

4 Secrets to Scaling a Dental Practice

 

Strong leadership, a clear vision, and the willingness to think outside the box are important skills for a practice owner to have when scaling a practice.

Strong leadership requires the practice owner and leadership team to look inward and identify areas of improvement. Do you need to increase your case acceptance? Do you need to lead with more empathy? What are two or three areas you could improve upon to lead your team better? Invest in coaching, courses, or other training to start growing as a leader.

Having a clear vision as a practice owner is critical to scaling a dental practice. If you’re struggling to hit your first million, create a clear vision for hitting three or four million. Work your way backward to identify how to lead your practice forward toward that big goal starting from exactly where you are. When you know where you want to go and work backward to where you are, it will only be a matter of time before you start scaling.

Finally, get into the mindset that you need to think outside the box to scale big. If you’re stuck, overworked, or underpaid, something isn’t working. Be willing to try new things with your operations, leadership, and marketing. 

When you start to see a return on your investment in your leadership, vision, and mindset, your personal and professional fulfillment will skyrocket.

Implementing Systems and Processes

 

4 Secrets to Scaling a Dental Practice

 

Having the right people on your team and strong leadership will set you up for incredible success. Now give your team the best systems and processes so you can get consistent high-quality work product from each of them.

Your systems and processes should help people measure progress, hold people accountable, and make sure your entire team is working together. Use software like Asana and Google Drive to keep your tasks and documents organized in a way that everyone can access and makes for easy collaboration.

Scaling Your Marketing 

 

4 Secrets to Scaling a Dental Practice

 

With your practice running smoothly, begin to set monthly marketing goals for your most profitable procedures. Then, use internal marketing to patients with unscheduled treatment plus other forms of marketing to fill your schedule.

My two favorite ways to market a dental practice is through dental Facebook marketing and dental marketing funnels. With dental Facebook marketing, you can regularly attract dozens of new patients enough for $500 per month in ad spend or less. You can also use dental marketing funnels to reach and nurture relationships with patients for high-value procedures such as cosmetic dentistry, Invisalign, dental implants, and more.

As your results roll in, consider whether it’s worth investing some of your additional profits back into your marketing to attract even more new patients.

Are you ready to scale your practice?

Is your practice is struggling to grow? If so, these four things could be what you need to scale to $1 million, $2 million, or more. Put amazing team members, improved leadership skills, and the best systems, processes, and marketing in place. As you do, you will begin to make more, work less, and enjoy your practice more than ever.

If you want help implementing these four secrets into your practice, join the Delivering WOW Platinum Coaching Program where you can access top training and coaching from experts in all facets of running a practice.