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.

How to Do Better Endo with Dr. Sonia Chopra

How to Do Better Endo with Dr. Sonia Chopra

Do you want to improve your confidence with endodontics? My guest on this episode of the podcast, Dr. Sonia Chopra, DDS, is a practicing endodontist who has made it her mission to help dentists improve their confidence with endodontics and enhance their patients’ experience.

Dr. Sonia is the Founder of Sonia Chopra, DDS and E-School, an endodontic-focused community for dentists seeking to perfect their skills, improve their practice and elevate their patient care. Sonia was born without eight teeth and is no stranger to cavities, implants, and bridges. She always knew she was meant to become a dentist. It was like she was born to help people and with her own dental troubles ripe in her memory, it was easy to put herself in the patient’s chair and understand exactly how her patients felt.

But it wasn’t until an endodontist finally relieved Sonia of a months-long infection through a root canal that she understood the importance of saving teeth. Dr. Sonia firmly believes that the power to keep your patients healthy and happy — and out of such agony — lies within you and your commitment to deepening your understanding of endodontics.

 

How to Do Better Endo with Dr. Sonia Chopra

 

In this episode, we discuss:

  • Sonia’s personal dental troubles and how she found her way to dentistry
  • Why general dentists need to educate themselves and get better at endo
  • Challenges that dentists (and their patients) face due to a lack of endodontic knowledge
  • How Dr. Sonia’s “E-School” can help you build your endo knowledge and enhance patient outcomes
  • What you can expect to learn from E-School and why it’s so important for general dentists to get better at endo
  • The difference between the independent and coaching version of the program

 

How to Do Better Endo with Dr. Sonia Chopra

 

Dentists face a lack of endodontic resources, which means you’re losing patients every day. If you want to enhance your endodontics training and provide better care for your patients, you NEED to enrol in E-School: Online Endodontic Continuing Education for General Dentists, an online endodontic course by Sonia Chopra, DDS.

To learn more about this course and how Dr. Sonia Chopra is helping general dentists like you perfect their endo skills, you can visit Dr. Sonia’s website.

To watch a short video trailer of the podcast episode where Dr. Sonia explains how to improve your endo skills, hit play below:

4 Parts of a WOW Practice Culture

4 Parts of a WOW Practice Culture

Companies across industries understand that the success of their business depends on their ability to develop amazing team members and a healthy business culture. Dentistry is no different.

That’s why I dedicated a significant part of my book, Delivering WOW, to helping practices set practice goals, find and develop team members, and build a culture in which everyone thrives. You can get a copy of my book for free here.

To build an amazing practice culture, we must first understand what makes for an incredible culture. Here are four parts to building a WOW culture for your practice.

An Environment of Continuous Improvement

 

4 Parts of a WOW Practice Culture

 

With the right marketing, you can quickly attract an influx of new patients. With the right systems and processes in place, you can quickly become more productive. But culture is different.

Sure, you can create excitement and short-term progress by implementing new initiatives to support team members and improve working conditions. But the strongest cultures are built over time through continuous improvement.

An environment in which all leaders and team members strive for continuous betterment motivates everyone to become the best version of themselves incrementally and avoids complacency. This ensures team members remain optimistic, motivated, and fulfilled.

An Environment in Which All Team Members Are Set Up for Success

Few things discourage team members from doing their best work like the feeling that they have no chance to succeed. That’s why we encourage all practices to implement the best tools, systems, and processes into their practice.

Having the best tools, systems, and processes at people’s disposal lets all team members know exactly what is expected of them. It also lets them know what they need to do to succeed.

An Environment in Which Team Members Support Each Other

 

4 Parts of a WOW Practice Culture

 

No matter how much you commit to continuous improvement, some team members will be asked to do things they have not yet mastered. That’s the reality of running a busy practice.

And no matter how many tools, systems, and processes you implement to set up your team for success, the demands of a busy practice will cause team members to experience busy times where they struggle to keep up. It happens when team members go on vacation, get sick, or take extended family leave. It also happens on busy days, weeks, or seasons.

When work piles up or team members are asked to do tasks outside of their experience level, other team members will step up and support their colleagues in practices with incredible cultures.

An Environment in Which Team Members Enjoy Spending Time Together

Efficient, supportive teams will make your practice more profitable. But if your team members do not enjoy spending time together, the environment will eventually catch up to you. Your best team members will leave for other opportunities. And you will struggle to attract rock star team members to replace them. The negative implications of losing your best team members will cascade from there and you will eventually find your practice less productive and much more stressful.

As busy and efficient as high-performing practices are to operate, the best practices are also fun for both patients and team members. A telltale sign of a WOW practice culture is having team members enjoy their days. They work hard, but they enjoy their time in the office. Many of them will spend time together outside of the office.

When first working toward improving your practice culture, you might need to organize out-of-office events for team members to get to know each other outside of work. Plan a trip to the movies. Organize a bowling outing. Sign up for a charity race together. Your team members will get to know you and each other in a fun, casual environment.

Over time, those fun experiences will pay dividends in the office. Team members will begin to spend time together on their own. By doing so, they will develop deeper relationships with each other. And those relationships will lead to them supporting each other more, plus other great benefits.

Are you ready to build a WOW practice culture?

 

4 Parts of a WOW Practice Culture

 

If you’re ready to build a WOW culture for your practice, start by focusing on these four simple parts. Encourage and provide support for every team member to continuously improve. Set your team members up for success by providing the best tools, systems, and processes. And encourage all team members to support each other by rewarding and recognizing team members when they do. Finally, start to plan out-of-office opportunities for team members to get to know each other better.

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

Where to Find Rock Star Team Members for Your Dental Practice

Where to Find Rock Star Team Members for Your Dental Practice

Building a WOW practice takes a lot of work. And if you try to do all the work yourself, you’ll never be able to do it all. Even worse, you’ll spend your days stressed and frustrated. Eventually, you’ll burn out, never reaching your full potential as a dentist or practice owner.

The only way to build a WOW practice that delivers amazing patient experiences while maximizing practice growth is to have rock star team members supporting you. You can provide top-quality clinical care, deliver spalike patient experiences, and have systems and processes to run an efficient practice. But if you don’t have team members you can trust, you will never reach your full potential.

But finding the best team members is something many practices struggle with. In the Delivering WOW Dental Hangout Facebook group, dozens of practice owners and I talked about how we find amazing team members to support us. If you’re struggling to find the best talent to grow your team, here are some of the places fellow practice owners and I have used to find top talent.

Online Job Search Sites

 

Where to Find Rock Star Team Members for Your Dental Practice

 

Many practices search for applicants on online job search sites, posting detailed ads on sites like Indeed.com, Dentalpost.net, and DentalJobs247.com

The benefit of using sites that like is they are dedicated to matching job seekers with new jobs. But if you only post on online job search sites, you might be limiting the quantity and quality of applicants. Many times, the best team members are valued by their current employers. Thus, they might not be looking at job ads online and online job search sites should only be used as one part of a thorough search.

Social Media

One of the best things social media has done is allow people to connect with others all over the world. And with Dental Facebook groups like the Delivering WOW Dental Hangout Facebook group, you could connect with thousands of dental professionals working hard to support each other. If the group allows, create a post letting people know about your opening. And if you’re not sure, just message the group admin and ask. Even if nobody in the group is a good fit, someone in their extended network might be.

Dental Events and Association Meetings

 

Where to Find Rock Star Team Members for Your Dental Practice

 

Conferences, trade shows, and association meetings can be great places to meet team members. Many people who attend events and meetings are there because they want to advance themselves in the dental industry. That’s a good sign that they are growth-minded and eager to learn and advance. 

Referrals from Dental Sales Reps

Dental sales reps interact with dozens of dental practices. They see the good, the bad, and the ugly. If you have an immediate need, let them know you’re looking for a rock star. Describe the ideal candidate. And ask them to gauge the interest of anyone they think would be a good fit, even if they are unsure whether the person is actively looking for a new opportunity.

Dental Networking, Group Coaching, and Mastermind Groups

 

Where to Find Rock Star Team Members for Your Dental Practice

 

Dental networking and mastermind groups, like the Delivering WOW Platinum Coaching Program, attract dental professionals who are serious about growth and career advancement. 

By actively participating in those types of groups, you’ll get to meet and build relationships with a lot of practice owners and potential rock stars at once. And the next time you have a position to fill, ask your fellow members for referrals.

Everywhere

The reality is, rock star team members are all around us. And because we don’t always know when we’ll have a position to fill, it’s best practice to always be looking for top quality people.

As some members discussed, sometimes we need to think outside of the “dental box.” We can train people by teaching dental terminology and our systems and processes. But we can’t train people to have good personalities, be outgoing and friendly, or have a strong work ethic.

So, look everywhere and never stop looking. You may find your next rockstar waiting tables at your favorite lunch spot. Give her your card and just get to know her. And the next time you have a position to fill, reach out. 

Are you ready to find and develop rock star team members?

Rock star team members are everywhere but they’re not always looking for jobs. That’s why it’s best to not wait until you have a position to fill to start looking. It’s much better to start building relationships with people you can reach out to when a need arises.

Also, no matter where you find your next team member, it’s critical that you continue to train and develop them. That’s the only way they’ll reach their full potential. 

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

Three Ways to Improve Case Acceptance

Three Ways to Improve Case Acceptance

While some patients think dentistry is inconvenient, expensive, and uncomfortable, many are open-minded and ready to move forward with the care they need. The reality is, improving case acceptance is not very difficult. You just need to have the right strategies.

To help you get started, here are three strategies Delivering WOW Platinum Coaching Program coach, Dr. Chris Bowman shares to improve case acceptance.

Present the Problem, Not the Treatment

 

Three Ways to Improve Case Acceptance

 

Often, the issue keeping patients from moving forward isn’t money. Sure, money might be tight. But if you have flexible financing options, that can be overcome. 

Many times, the issue keeping patients from moving forward is a lack of a perceived need. Patients simply don’t think they need the care we recommend, so they don’t consider moving forward a good use of their time and money. That’s why Dr. Bowman says doctors should focus on presenting the problem, not the treatment. This way, patients know the consequences of not moving forward with treatment. If they understand the gravity of their issue, they’ll understand the importance of moving forward with the treatment they need. 

Additionally, explaining treatment might sound like a foreign language to a patient. Telling them they might need their tooth extracted if they don’t get their cavity fixed, on the other hand, will be much more persuasive. 

Do a “Gloss Over” for Patients Who Need a Lot of Care

 

Three Ways to Improve Case Acceptance

 

Avoid overwhelming patients on their first visit. To do so, get a sense of how much thought patients have given to their care before coming. Some patients—typically cosmetic patients—will have thought about getting the care they need for quite sometime before they come in. With those patients, you can generally tell them about all the care they need without overwhelming them. For patients who haven’t mulled over treatment options, however, you’ve got to do what Dr. Bowman calls the “gloss over.”

For example, you might have a patient come in with a broken tooth. Upon examination, you might notice four cavities they had no idea about. To avoid overwhelming the patient and putting them off, get them started incrementally by taking their care one step at a time. 

Help them fix their broken tooth and identify any urgent care that’s needed. If some of the cavities are less urgent, mention those to them but let them know they can wait to fill those. Go back and revisit each tooth that needs treatment, develop a comprehensive plan, and go as fast or as slow as the patient wants. The key is to relieve the pressure of telling your patients they need lots of care and treatment by doing a “gloss over” of their needs and moving forward very deliberately.

Take Digital Photographs of Their Teeth and Compare Their Photographs to Other Patients' Photographs

 

Three Ways to Improve Case Acceptance

 

Dr. Bowman suggests creating different folders for each type of dental problem you’ve faced as a dentist. You can have one folder for cavities under fillings, another for cavities under crowns, another for broken or split teeth, another for periodontal disease, etc. 

For each dental problem, have digital pictures of before, during, and after the treatment of patients who had those dental problems. Show these pictures to patients who have the same problem. This will show them what treatment can do for them.

Taking digital photographs of the “during” phase and showing those to patient’s is especially important. Before and after pictures don’t sell dentistry, unless it’s a cosmetic treatment, Dr. Bowman says. When a cavity is under a filling, for example, it’s hard to see the cavity because the filling is on top of it. If you did a before and after picture, they might not look very different. If you show a “during” picture, however, the patient will see the tooth once the filling is removed. Thus, they will see all of the decay going on under the filling. They’ll be much more convinced to move forward with treatment when they see all the decay. 

Are Your Patients Moving Forward with the Treatment They Need?

It’s our jobs as dentists to help patients maintain healthy teeth and enjoyable lives. Thus, it’s important for our patients to moving forward with the treatment they need.

These three strategies can help you get more patients to say yes to your treatment plan. For 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.

How to Set Up Dental Assistants for Success

How to Set Up Dental Assistants for Success

Dental assistants are some of the most important people in your dental practice. Often the face of the practice, they are often the first people patients meet when they sit in your chair. They are by your patients’ sides throughout their time in your practice.

Because of the influence they have on the patient experience, developing top-performing dental assistants must be a high priority of dental practices. And for dental assistants who want to advance in their careers, consistent improvement in key areas can make you indispensable to your practice.

Here are six important functions top-performing dental assistants execute well.

Get to know each patient by name and face.

 

How to Set Up Dental Assistants for Success

 

The best dental assistants know patients before they come into the office. Perhaps the practice can put a system in place to take pictures of each new patient for their chart. That way, the dental assistant can check the patient’s chart and greet patients by sight. This will make sure each patient knows they are not just a number. The practice cares about them enough learn their name and face.

If you don’t have patient pictures in their charts, the dental assistant should ask the receptionist which person in the waiting room is the next one. You don’t want your dental assistant to walk into the waiting room and call out the patient’s name. That is very impersonal. They should know who the patient is so that they can walk directly up to them and meet, greet, and then seat them by name.

Review medical history and patient forms before each appointment.

Before the patient comes in, the best dental assistants review their medical history and patient forms. Are there any medical conditions that require pre-med? Is there anything that needs updating? Taking just a few minutes to review medical history and patient forms makes the patient experience more efficient, customized, and welcoming.

Explain procedures and ensure informed consent is obtained.

 

How to Set Up Dental Assistants for Success

 

Patients feel much more comfortable when they understand procedures in plain terms. This is where dental assistants can really stand out. Top-performing dental assistants know enough about procedures to explain them and answer questions. Once informed consent is obtained, dental assistants will also make sure it has been properly documented.

Help patients during procedures.

Throughout procedures, most dental assistants read the doctor’s needs to ensure she or he has everything required to perform the procedure. The best dental assistants anticipate these needs, ensuring the doctor has everything needed in real-time. This makes procedures smoother and quicker.

The best dental assistants do not only read the doctor’s needs, though; they also read the patients’ needs. They’ll notice if they’re tightening their grip or if they feel uncomfortable and either get your attention or adjust what they are doing to ensure the patient is comfortable.

Deliver post-procedure instructions.

 

How to Set Up Dental Assistants for Success

 

Once the procedure is done, the best dental assistants reorient the patient and ensure they are ready to return to their daily life. If the patient is elderly or on nitrogen, they’ll make sure to sit them up slowly in order to avoid dizziness. They’ll give the patient time to get comfortable and ready to go. Once the patient is reoriented, dental assistants should give post-operative instructions in plain language. Then, they should invite the patient to call or return to the office with any questions.

Dismiss and hand off patients.

After post-procedure instructions are given, the best dental assistants ensure each patient is cleaned off then escort them to the front desk. Once there, they will update the front-desk staff with specific instructions about next steps needed for the patient. This reduces the chance of mistakes in billing or scheduling, two big patient frustrations.

Are your dental assistants top performers?

 

How to Set Up Dental Assistants for Success

 

Dental assistants are with patients throughout their experience with your practice. They can make a big difference in patient experience, practice efficiency, and productivity.

If your dental assistants are not performing at the highest level, join the Delivering WOW Platinum Coaching Program where you can access top training and coaching from experts in all facets of running a practice.

How to Improve Team Member Engagement at Your Dental Practice

How to Improve Team Member Engagement at Your Dental Practice

Data tells us that between 66% and 87% of workers are disengaged. Even at modest salaries, disengagement is costly. Disengaged employees are more absent than engaged employees and significantly less productive and profitable. Eventually, disengaged team members leave, adding additional costs to hire, onboard, and train new team members.

One way to help improve engagement is to ensure each team member feels appreciated for the work they perform. When they do, they are much more likely to work hard and feel a part of a team. If not, they often do just enough to keep from losing their jobs.

You might appreciate your team members to the moon and back, but if they don’t feel appreciated, it might not do much good. In many dental practices, there is a disconnect between how leaders present appreciation versus how team members feel appreciated. To get the best out of your team, we must be sure to show appreciation in the way they feel it. That requires us to express appreciation on an individual basis, too, because people feel appreciation differently.

Here are the four ways team members might feel appreciation. If you have been expressing appreciation in one of more of these without results, a simple switch might be all you need.

Express praise using words of affirmation.

 

How to Improve Team Member Engagement at Your Dental Practice

 

Words of affirmation are praise expressed in words or in writing. If somebody does something well, praise them. And be specific. Don’t just say, “Hey, you did a good job.” Instead, add some specifics, such as, “Great job setting up that marketing campaign. You really knocked it out of the park with that audience targeting!”

The specificity helps in many ways. First, it lets people know you are sincere. You’re not just saying “good job” as a matter of habit. You were paying attention. Second, it lets team members know what behavior to continue doing. In this example, it’s paying attention to audience targeting when setting up dental marketing campaigns.

Giving words of affirmation is the simplest and lowest-cost way to express appreciation to team members. And many team members will feel appreciated when they know your praise is sincere. This is especially true when your words of affirmation are paired with other ways to strengthen your dental practice culture.

Spend quality time with team members.

 

How to Improve Team Member Engagement at Your Dental Practice

 

One of the best ways to improve practice culture is to spend quality time with team members. To some team members, a few minutes of quality time is appreciated more than even monetary rewards. Like most ways to express appreciation, it doesn’t have to be a lot of time. An out-of-office lunch works. Even taking a few minutes to go for a walk around the parking lot to burn some calories and learn about each other personally can help. Many team members appreciate even a few minutes of your undivided attention and quality conversation.

Perform acts of service for team members.

 

How to Improve Team Member Engagement at Your Dental Practice

 

Acts of service is an often misunderstood way to express appreciation, with some people believing it requires performing chores or doing someone else’s job. That’s not true. But the reality is, with some team members, actions speak louder than words.

To those employees, words of affirmation or quality time have only a short-term effect, or none at all. But they will remember the time they were stressed by something at home and you offered to help them with their work so they could get home early.

Give team members small, tangible gifts.

Giving someone a tangible gift is another effective way to express appreciation. Again, this doesn’t need to be anything big. But the more thoughtful you can make the gift, the better. A tangible gift is personal and thoughtful. It could be a ticket to a local sporting event, concert, or play; a gift card to their favorite store, or even a little bit of extra time off after a particularly busy period.

If giving gifts isn’t your thing, don’t worry. Note that only 6% of people report that tangible gifts are their favorite way to be appreciated, and 68% of people reported that they appreciate tangible gifts the least out of these four ways.

Are you appreciating team members the way they feel it?

Don’t let your appreciation land flat. No matter how sincere it is, you might not be presenting your appreciation in a way that resonates with your team members. Find out how your team members like to be appreciated, and appreciate them in that way.

If you want help improving team member engagement at your practice, join the Delivering WOW Platinum Coaching Program today! There, you and your team can access the best resources and coaches in the dental industry.

How to Transform Your Dental Practice in Just 21 Days

How to Transform Your Dental Practice in Just 21 Days

Transforming a dental practice from stressful, low profit, or hard to run does not have to take a lot of time. And it doesn’t have to take a lot of money, either. I know this from having helped thousands of people grow their practices.

My programs help grow practices without stress, overwhelm, or sacrificing family time. But to put them to the test, I created a 21-day Marketing and Practice Growth Challenge. I designed the challenge for practices led by doctors who are fed up with overwhelm and ready to get results.

For practices who have only achieved lackluster results in previous marketing efforts, 21 days might seem like a very short time. But that’s the thing. Growing your practice is not about how much time has passed. It’s about understanding basic principles of business, marketing, and leadership, and taking action. When you put a few strategic systems in place, you can create transformational change in a very short period of time.

That’s exactly what we sought to do with the practices who took the challenge. We helped them set goals, get on the same page, and put together a marketing plan. We then coached them through implementing their plan and helped them stay accountable. And the results didn’t disappoint. Here are some of the transformations challengers reported achieving in a few short weeks!

Greater Purpose

 

 

One strategy we teach in the challenge is a low-tech whiteboard system for increasing profits. Primary benefits of the system include increased accountability and real-time production snapshots. But one doctor reported an even greater transformation than those in her practice.

In her words, one team member said, “She loves the whiteboard because it gives her so much more purpose in her work!” Team members who find purpose in their work are unstoppable. Imagine a team member self-reporting finding greater purpose in her work in a matter of weeks!

Better Teamwork

The most productive practices work together using simple strategies to achieve clear goals. With those pieces in place, team members all take ownership of the results. They work harder knowing their efforts are going toward a common goal. That’s what challengers experienced, too. As one doctor put it, “It’s so exciting to see us beating our numbers.”

Higher Profits (and in Less Time)

 

 

Imagine increasing profits while working less in just a few weeks. That’s not only possible but an actual result reported in the group.

Here’s how one doctor put her experience:

Yay, two weeks of tracking and we are going to hit higher numbers than ever in our practice this July 🌟🌟🌟🌟 being open 2 1/2 years and one of my assistants is off for almost two weeks of vacation 🤭🤭

Forgot to mention, we went from 5 days to 4 days🥇🥇🥇

How’s that for transformation?! Higher numbers than ever! With one assistant off for two weeks. And dropping from five days a week to only four!

Transform to a results-oriented practice culture.

Many doctors are perfectionists. That’s a good quality when treating patients but not when applied to practice growth. It does nothing but hold you back and cause you to procrastinate. You will never produce results if you don’t move forward.

Procrastination is the thief of success. And the cure for procrastination is having deadlines, support, proven systems, and accountability. One doctor shared that she loved how the systems, accountability, and speed of the challenge forced her into action. It shifted her thinking from perfection to results. And that spread throughout her practice.

Develop a proactive approach.

 

 

Many practices look at their numbers once a month, and only after financial statements are finalized by their bookkeeper. The problem with that is it’s a very passive, after-the-fact approach. They don’t learn of a problem until weeks later, at best. And it can be weeks more until the next set of numbers will let them know if their adjustments worked.

The simple, real-time systems in the challenge help you shift from a slow, reactive approach to a fast, proactive one. Members set their goals and got their team to buy into the process in a matter of minutes. And they had real-time numbers at their fingertips, 24/7. Here’s what one doctor had to say about how they shifted to a proactive approach in less than two weeks:

With the way our whiteboard is set up, we can be proactive rather than reactive, and see which procedures are falling behind, etc. It also holds everyone accountable to update goals, from administrative to clinical team members.

If your practice is too reactive, you will never achieve your full potential.

Build an engaged social media following.

Social media engagement is one of the most powerful things you can have for your marketing. It can help you fill last-minute cancellations. It can help reduce your marketing costs, sometimes to zero. It is powerful for potential patients to see comments, shares, and likes on your social posts when they visit your social media sites. And it allows you to develop more effective targeting audiences for future ads.

 

In minutes a day, challengers grew their audience and had posts viewed, shared, and engaged with thousands of times. For example, on one post, a member reached more than 3,700 people, 263 of whom engaged with the post, including 38 shares! Another member had one post with 86 comments and shares, another with more than 125 comments and shares, and another with 196 comments and 210 shares!

With the right strategies and support, you can build an engaged social media following fast!

 

 

Are you ready to transform your dental practice?

Are you ready to transform your practice? If so, sign up for the next Marketing and Practice Growth Challenge!

I can’t wait to help you Deliver WOW and make meaningful changes in y

our practice—in just a few short weeks!

3 Ways to Build Deeper Relationships with Patients and Team Members

3 Ways to Build Deeper Relationships with Patients and Team Members

In dental school, we learn a lot about clinical work and practice care. These are important topics, of course. They are necessary skills for performing the life-changing treatments we perform on patients every day. The treatment we can perform on a moment’s notice changes lives. It can get people smiling again after years of hiding their smiles. It can help them advance in their careers. And it can even help them make better romantic connections. 

But we can’t do any of that without top-quality team members to support us and patients who trust us to have their best interests at heart. Building deep relationships with team members and patients is one of the most important parts of running a successful practice and not a topic we learn in dental school. 

Our team members need to perform top-quality dental care and care deeply about the practice and patients. They also need to trust us to give them the tools, training, and support to set them up for success. And our patients need to know we are genuine, compassionate human beings who are not just trying to sell dental services to them. 

In the Delivering WOW Platinum Coaching Program, mindset coach Dr. Shakila Angadi shared the following three strategies for building the deep relationships with patients and team members we need to develop as dentists to succeed.

Actively Listen

 

3 Ways to Build Deeper Relationships with Patients and Team Members

 

When a team member approaches you upset about something or with an idea for improving the practice, do you stop what you’re doing? Do you look them in the eye and make them feel heard? Do you give them the attention they desire?

Dr. Angadi says practice leaders must give team members eye contact and be mindful of their body language. Make sure it’s clear that you are listening to them and giving them your undivided attention. If you are in the middle of something you can’t break away from, that’s okay. In those cases, pause what you are doing for a moment, look them in the eyes, and let them know you want to give them the proper attention but cannot at that moment. Schedule a time during which you can give them your full attention.

The same is true with patient concerns. Even if you are used to splitting your attention between multiple projects, don’t do it when a patient or team member is talking with you. Put down your phone or turn away from the computer screen. Otherwise, the person will think you don’t value them. Even if you agree with what they propose, the person will walk away feeling unimportant. 

Mirror Emotions

 

3 Ways to Build Deeper Relationships with Patients and Team Members

 

Whether you are talking to a patient or a team member, Dr. Angadi says it’s important to mirror their emotions. If they are coming to you with a problem, talk with them in a way that shows them you understand and sympathize with them. Connect with them as humans. Express emotions similar to the ones they express with you. 

If a practice or patient is upset, whatever they are upset about is causing a problem in your practice. Be upset, too. Of course, you don’t need to have the same level of emotional reaction as them. But, be sure to express empathy and concern when your patients or team members are concerns. If they are happy about something, celebrate with them. 

If a patient says that they’re afraid about getting a root canal, let them know you understand their concern. Step in their shoes, see why they might be afraid, and let them know it’s completely normal to feel that fear and that you understand. 

We need to make sure that we acknowledge what patients and team members say and mirror the emotion they are coming to us with. Once we repeat the emotion, the person coming to you with that emotion will feel immediately connected with and supported by you. That builds trust.

Offer Solutions

 

3 Ways to Build Deeper Relationships with Patients and Team Members

 

Being heard is important. But we also need to offer solutions to patients and team members that help solve real problems. For example, a dental assistant might come to you and say they feel stressed because they never get a moment to breathe between patients and are constantly rushing around the practice. 

Whatever the issue, once you’ve listened and understood the concern, offer a real solution. And make sure that the solution focuses on the problem and not the person. It’s easy to say, “you just need to roll up your sleeves, it’ll all be over by 5pm and then you get to go home and rest” but that won’t build a deep relationship with them. That’ll put them down and make you seem unsympathetic. 

Offer a solution that focuses on the problem instead. In a short-term busy period, the solution might be to adjust their schedule to help them get extra downtime after the rush. If it’s a long-term issue, perhaps creative patient scheduling will help them get a break. Or, maybe your practice has become busy enough that you need to hire an additional team member. That can happen when you start implementing the dental practice growth strategies our WOW Platinum Coaching experts provide.

Are you ready to build deeper relationships with patients and team members?

Actively listening, mirroring emotions, and offering solutions are three ways to build deeper relationships with patients and team members. For more help, join the Delivering WOW Platinum Coaching Program today, where you’ll get training directly from Dr. Angadi and our other experts on all aspects of starting, operating, and growing a dental practice.

5 Elements of a Healthy Dental Team

5 Elements of a Healthy Dental Team

A healthy team is a productive, high-functioning group. It leads to more growth for your practice, more profits made by your practice, and more lives being changed by your practice. In other words, a healthy team is what makes a practice successful. So, what makes a team healthy?

Josey Sewell, the Team Health, Culture, and Leadership coach for our Dental Platinum Coaching Program, loves to use the Lencioni Team Health Pyramid to describe what makes a team healthy in five simple elements.

Vulnerability-Based Trust

 

5 Elements of a Healthy Dental Team

 

Trusting in your team and trusting that they have the ability to take care of the practice without you feeling like you need to be there to manage everything is important. But that’s not what vulnerability-based trust means. When we can count on someone to get something done, that’s not trust. That’s predictability.

Vulnerability-based trust means not showing your team your highlight reel but instead showing them the behind-the-scenes operations. It means you take off any mask you’ve put on and just be yourself. You admit when you fail, you ask for help, and you take ownership when you make mistakes. If your team member has an idea that’s better than yours, having vulnerability-based trust means you recognize that and praise them. Your team has to get past the whole “doctor persona” and really understand you as a person. Be open, honest, and—this can’t be stressed enough—vulnerable. In other words, be transparent. This can be emotional transparency or even financial transparency.

Vulnerability-based trust provides the foundation of the entire pyramid. Without it, you can’t achieve the other elements of the pyramid.

Constructive Conflict

A lot of practice leaders shrink away from conflict because it means confrontation and can destroy relationships within a team. Constructive conflict, however, is conflict around ideas rather than confrontation. Conflict around ideas makes ideas better as they are tweaked according to everyone’s opinions.

If you present an idea to your team during your morning huddle, but nobody participates and tries to make the idea better, the idea will never reach its full potential. If people weigh in and try to improve the idea, then the idea will only get better. A healthy team works together. One person doesn’t come up with all the ideas, expecting the team to just go with it with veiled discussions and guarded comments. If the team is healthy, members will all work on an idea together, regardless of who proposed it. They’ll be willing to debate the idea and even disagree with it if they want to.

Commitment

 

5 Elements of a Healthy Dental Team

 

Once an idea has been agreed upon after some constructive conflict, your team needs to take action and be committed to making the idea productive.

After an open debate of ideas, your team will be more willing to commit to an idea. If you don’t have that constructive conflict, however, and the idea was yours and yours alone, your team won’t feel thrilled about committing to your idea because they had no say in it.

Accountability

The doctors can be held accountable by the team too. Accountability isn’t strictly from the top down. Everyone has to be accountable to each other, regardless of their position in the hierarchy, if you want your team to be healthy.

Results

 

5 Elements of a Healthy Dental Team

 

“Results” doesn’t necessarily mean profitability, productivity, or collections. One of the best results you can get is having a team that gets up in the morning excited to work with you. When your team members are happy to come to work, they’ll treat your patients with enthusiasm, and they’ll be happy to help you grow your practice.

Does Your Team Have all Five Elements of a Healthy Team?

All of these elements work in harmony with one another to create a healthy team, and a healthy team means a successful practice. How many of these do you have with your team?

If you need help building these five elements into your team, sign up for our Dental Platinum Coaching Program. In there, you’ll have access to leading experts on all parts of running a practice!

How to Know If Your Overhead Expenses Are out of Control

How to Know if Your Overhead Expenses Are Out of Control

If you focus on practice production but not reducing overhead expenses for your dental practice, you’ll be forced to work harder than you need to.

While many dental practice growth plans rightfully focus on increasing revenue, it’s important to do so as part of an overall practice profitability plan. And every good practice profitability plan also focuses on reducing overhead expenses. After all, you can be as productive as possible and still end up not making enough money if you are paying too much for your overhead.

Many practices can make an immediate positive impact on their practices by reducing wasteful spending and either redirecting that money to more productive uses or taking that money home as profits. That’s why it’s so important to know your numbers and make sure you are not paying much for overhead expenses, such as dental supplies, lab fees, rent, and administrative costs.

So how do you know if your overhead expenses are out of control? Dr. Glenn Vo, our Delivering Wow Platinum “Reducing Overhead” coach shared strategies he uses to help practices reduce overhead. Here are two steps he suggests every practice to complete. These will help you understand exactly how to know if their overhead expenses are out of control.

Determine your overhead expenses.

 

How to Know if Your Overhead Expenses Are Out of Control

 

The easiest way to figure out your office overhead is to get a profit and loss statement from your CPA. If your CPA isn’t offering that already, ask them for one and make sure you get one every month from now on. (If your CPA doesn’t—and won’t—do that, switch CPAs. You need to know your numbers if you ever want to build a dream dental practice!)

When you look at your profit and loss statement, add up all the expenses and then divide that number by the gross collections of your practice. Dr. Vo suggests that you exclude your salary as well as your associates’ salary from overhead calculations. Generally, industry standard calculations exclude these numbers for overhead calculations. For calculating overhead, focus on the items you and your fellow doctors need to support your practice, which would include hygienist and staff salaries.

That calculation will give you a good general overhead percentage. For example, if your monthly collections are $500,000 and your overhead expenses are $300,000, your overhead percentage would be 60%.

Compare that number to benchmarks.

 

How to Know if Your Overhead Expenses Are Out of Control

 

Some practice owners are surprised by their overhead numbers. Industry ideal for overhead is 55% of collections for a general practitioner. Many times, practices fall between 60% and 65%. Of course, with Delivering WOW, we’re overachievers and strive for even better. Obviously, the lower you can get your overhead, the more profitable your practice can be. But be sure you maintain the right level of quality so you can continue to Deliver WOW.

A general rule of thumb is if you can get your number below 50% and approach 40%, you’re doing an amazing job. If your number starts to track over 75%, however, your overhead is likely out of control. Don’t worry, though. If this is the first time you’re paying attention to your number, you can likely reduce this number fast, especially if you’ve joined the Delivering WOW Platinum coaching program and taken advantage of the deals we’ve negotiated on your behalf.

Is your overhead out of control?

 

How to Know if Your Overhead Expenses Are Out of Control

 

Once you know your number, examine each expense a little more carefully. Are all of your expenses absolutely necessary to the survival and growth of your business? If not, you may need to cut a few out until you can afford them.

If you’ve already cut out unnecessary expenses and are still left with a number that’s too high, it’s possible your practice is underproducing. Or, you might need to evaluate—and perhaps raise—prices. Usually, a combination of cutting unnecessary expenses and increasing revenue gives the best results.

What does your overhead percentage tell you about your practice? If want help reducing overhead, sign up for our Delivering WOW Platinum Coaching Program where overhead guru, Dr. Glenn Vo, can help you take control of your finances.

How to Get Your Team to Buy into Your Practice Goals

How to Get Your Team to Buy into Your Practice Goals

You’re a dentist. You’re a visionary. You have goals you want for your practice and you have a vision for what you want your practice to look like. While you might have a million ideas running through your head, you can’t expect your team to read your mind. And you can’t expect your team to have the same goals as you have. 

But that doesn’t mean you can’t have a team that passionately buys into your practice goals. Your team members can share your practice vision—and they can buy into helping you achieve them. To do so you will need to get them to buy into the possibility that your practice goals will help them achieve other goals that matter to them. By doing so, your practice goals will become personal to them and they will be motivated to help you achieve them. 

Here are three things you need to do to get your team to buy in and help you to achieve your practice goals. 

Share Your “Why” With Your Team Members

 

How to Get Your Team to Buy into Your Practice Goals

 

Instead of only talking about what you want to accomplish, talk about why practice goals are important. Even before introducing practice goals, talk with your team about your vision beyond achieving the goals.

Do you want to build a practice that gives back to the community? Do you want to build a practice where all team members can achieve personal goals and spend quality time with their family? Talk with them about why you want to achieve the goal. Only after they understand and agree that your goal is for noble reasons should you explain what your goal is and how you and your team will achieve it.

This is true for big and small goals. For big goals, you might say, “I have something exciting to share with you. It’s a vision for our practice, to make sure we all get home on time, get to take stress-free vacations, and give back to the community by supporting important causes and providing free dental care to people in need.” Your team will be much more interested in that than, “I have a plan to triple profits.”

For smaller goals, such as wanting to go paperless, you might introduce it by saying, “I have an idea to help make all our lives easier and eliminate a lot of busy work in the office so we can all focus on the parts of the practice we love most.” 

Starting that way and elaborating with all the benefits to them will help you communicate to your team why going paperless will help everyone. They’ll be more motivated to learn the software they need to learn to make the change for your practice to become paperless. More likely than not, they’ll be excited to go paperless because it will make everything so much easier.

Make Sure Your Team Knows How to Achieve the Goal

How to Get Your Team to Buy into Your Practice Goals

 

Getting your team members to understand the “why” is important. But if you stop there, the excitement and motivation won’t last long. Make sure you also work with your team members to find the simplest, most efficient, and best way to achieve your goal.

Take time to map out a suggested plan so you come to the discussion with an idea. Then, ask for their input so they can feel like a part of the process. You don’t have to accept all of their suggestions but listen to them—especially about things they do more frequently than you.

If your goal requires you to get 100 new patients within the next month, the “why” might be because you need the practice to make more revenue to support labor and overhead costs. But how do you do that? You could do it any number of ways. Marketing is an obvious first choice, but just saying “marketing” doesn’t tell anyone how to get 100 new patients. You need to ask “how” again. How will you market? Facebook ads would be a great start. We regularly attract dozens of new patients on a very small budget using Facebook. Keep asking “how” until you know exactly what each team member needs to do to help you achieve your goal. 

Let Your Team Know What Success Looks Like

 

 

How will your team members know when they have succeeded? For example, a goal of 100 new patients in a month might sound clear. But what if your Facebook campaign attracts 200 leads, 100 appointments, but only 50 patients who show up? That’s certainly progress but it did not help you achieve your goal. And it didn’t help you earn the revenue you needed.

Thus, once you get your team to understand why and how you will achieve your goal, reiterate what success looks like. In this case, success would look like having 100 patients show up for appointments. Being clear about that helps you and your team can know whether you are on track. If you’re two weeks in and you have 60 appointments but only 20 patients show up, you might be on track for 120 appointments but you’re only on track for 40 patients who show up. That gives you time to adjust your plan. Maybe you need to change your Facebook ad targeting. Maybe you need to add other marketing strategies. Or, maybe you need to adjust your ad copy or split test multiple ads to find better-performing ones.

You can’t get to where you want to go and know when you might need to adjust without knowing what success looks like. 

Get Your Team on the Same Page!

Once your team understands these three things, they’ll be ready to get on board with your practice goals and work hard to help you achieve them.

If you want help setting practice goals and getting your team on board with helping you achieve them, join the Delivering WOW Platinum Coaching Program where the best experts in the industry will work with you and your team to help improve every aspect of your practice.

The Power of Virtual Consults With Dr. Brian Harris

The Power of Virtual Consults With Dr. Brian Harris

Have you ever considered hosting a virtual consult with a patient? This is still a relatively new concept in the dental industry. But virtual consults are really taking off for my guest on this episode of the podcast, Dr. Brian Harris.

Dr. Brian Harris is the Founder and CEO at Smile Virtual Consult.He and his team provide treatment advice and guidance to patients via a 10-15 minute customized video. Patients simply submit a photo of their smile and a Smile Virtual Consult doctor responds with the answers to their questions along with recommendations for improving their smile.

Dr. Brian Harris is a cosmetic dentist based in Phoenix, AZ. He’s known for his ability to help patients achieve a beautiful smile and answering their questions for free in an open, honest and convenient way. In my discussion with him, we talk about how useful virtual consults are and why more dentists should leverage them in their practices.

 

The Power of Virtual Consults With Dr. Brian Harris

On the podcast we discussed…

  • How Brian got into cosmetic dentistry and what sparked his passion for virtual consults
  • What a virtual consult is and how it can help generate leads for your practice
  • How to let your patients know your practice offers virtual consults
  • How virtual consults can help you increase your conversion rate and case acceptance
  • The importance of connecting with your patients and being authentic
  • Why virtual consults are a great way to get more referrals through word of mouth

 

The Power of Virtual Consults With Dr. Brian Harris

 

If you’d like to find out more about Dr. Brian Harris and Smile Virtual Consult, you can visit their website and check out the ‘I’m a Doctor' tab to schedule a call with a member of the team and learn more about how Smile Virtual Consult can help you connect with more patients.

Watch a short trailer for this episode here:

2 Reasons to Get Comfortable Delegating More

2 Reasons to Get Comfortable Delegating More

As dentists, we need to lead our practices well. We need to demonstrate good leadership skills to help our practice grow and get the best out of each team member. 

But sometimes, dentists have a hard time letting go of tasks they have no business doing themselves. It’s a natural tendency. If we do things ourselves, we know they will be done the way we want them. But if we want to grow our practice, we need to create systems and processes to ensure other people can do tasks as well as we can. This is especially true with tasks that can be done by a team member at a much lower cost than if the dentist had to take time away from patients to do them herself. But letting go is a problem for a lot of dentists.

If you struggle to let go, you are missing out on many benefits. No practice can succeed over the long term if the dentist bears the brunt of the workload. And if it does survive, the doctor will likely burn out fast. If that doesn’t sound fun, it’s because it’s not. The long-term impact of not delegating is burnout. But the short-term impact of not delegating isn’t good either. Here are two reasons to delegate more.

You Can Focus on the Things Only You Can Do

 

2 Reasons to Get Comfortable Delegating More

 

Only you can perform certain procedures but anyone can file paperwork. That might be an extreme example but we often hold onto tasks anyone else in the office could do with proper training and direction. Why spend doctor time filing paperwork, checking voicemail, or doing other tasks anyone can do at a much lower cost?

By managing your team members well and delegating tasks anyone can perform to them, you will be able to focus on the high-impact items only you can do. You can also free up time to get out of the office, be with your family, or take that much-needed vacation. Sometimes you’ll get busy and need to roll up your sleeves to help out but, for the most part, dentists can make their greatest impact on the practice by focusing on doing the things only they can do.

And practice leaders need to focus on strategy, growth, leading team leaders and other team members, and performing other high-level planning. Your time is valuable. You went to school to learn how to specialize in dentistry. You might love to do the marketing, scheduling, and so on, but you didn’t go to school for that—and you can get someone to do those things at a much lower cost than what your time is worth. 

Getting People out of Their Comfort Zone Is Where Growth Happens

 

2 Reasons to Get Comfortable Delegating More

 

When we delegate a task to someone, we’re enabling our practice to grow. We’re ensuring we’ve got a capable team that is able to handle any project that is thrown our way. We can trust them to get things done.

Many times dentists don’t delegate because they know how to do the task and their team members don’t. This is especially true with tasks involving specialized software or spreadsheets like Microsoft Excel or Google Sheets. But we can train our team members to do what we need them to do—and we can even outsource that training to an expert.

By doing so, both you and your team member might step out of your comfort zones. Training or outsourcing the training might be a reach for you. And learning a new piece of software might be a stretch for your team members. 

But, in the end, both you and your team members will grow. And delegating things you don’t need to do allows you to spend more of your time treating patients and earning revenue. You grow. Your team grows. And your practice grows, all because you stepped out of your comfort zone to delegate. 

Are You Delegating Enough to Your Team?

 

2 Reasons to Get Comfortable Delegating More

 

You can’t—and shouldn’t—do everything in your practice. Your practice will make less money. You will work too many hours. Your team members won’t grow as much as they can. And you’ll eventually burn out. If you’re not delegating enough to your team, start today. 

If you need help identifying what to delegate and then doing so effectively, sign up for the Delivering WOW Platinum Coaching program today! In WOW Platinum Coaching, you and your team will be trained by leading experts in every aspect of running and growing a dental practice!

How to Treat More Rockstar Patients with Weston Lunsford

How to Treat More Rockstar Patients with Weston Lunsford

I’m so excited to introduce you to my special guest on this episode of the podcast, Weston Lunsford. Together, we discuss how you can find your ideal patient. And, the things you can do to attract more ‘rockstar’ patients to your practice.

As CEO of Dental Intelligence, Weston oversees the strategic direction of the company and its products. Above all, he is responsible for the revenue growth and future expansion plans. But he also dedicates a large part of his time to be intimately involved with their clients, the dentists. This allows him to fully understand their needs, wants and their experience with their solutions.

Weston spent the previous 10 years as the founder and principal partner in Lunsford Peck. Lunsford Peck is a Certified Public Accounting firm providing services for medical and dental professionals. Also they have an impressive community of clientele, with nearly 2,000 clients on their books.

Weston and his team are passionate about what they do. So, they trust in each other and in their abilities to create something special, unique, and impactful. As Dental Intel always says, “we make incredible happen!”

 

How to Treat More Rockstar Patients with Weston Lunsford

On the podcast we discussed:

  • Weston’s professional background and how he got into dentistry with Dental Intel
  • How to increase production in your practice
  • Why it’s important to identify the type of dentistry you want to do
  • Efficient ways to target your ideal patients
  • Why and how you should rate your patients
  • How to increase patient retention

 

How to Treat More Rockstar Patients with Weston Lunsford

 

If you’d like to get a FREE practice analysis from Dental Intel, whereby you’ll discover strengths and opportunities for growth in your practice, click here.

To watch a short trailer for this episode click the video below.

3 Ways to Improve Case Acceptance

3 Ways to Improve Case Acceptance

In any dental practice, it’s really important for patients to accept your treatment plan. For your patients, getting the care they need will let them experience all the benefits of having a full, bright, healthy smile offers. For your practice, you will be able to grow, be more productive, and make bigger impacts on people’s lives.

A lot of the time, however, patients hesitate to accept treatment. One reason is that sometimes treatment is expensive. This is especially important for high-cost procedures like dental implants and crowns. But accepting treatment is also an emotional decision. Many people are anxious about even routine dentistry. More complex care is even scarier to those people.

In my Delivering WOW Platinum Coaching Program, I sat down with Dr. Chris Bowman, who helps practices increase case acceptance, especially as it comes to helping patients overcome the emotional hesitations they often feel when treatment is presented to them. Here are three strategies to help.

Speak English, not “dentalese.”

 

3 Ways to Improve Case Acceptance

 

Just because you learned all the jargon of dentistry in dental school doesn’t mean you speak that same jargon with patients. As Dr. Bowman describes it, don’t speak “dentalese” to patients if you want them to say yes to treatment.

Instead, explain dental issues to patients the same way the patient would explain it to their friend. Your patient wouldn’t tell their friend “I’m gonna have an MOD on number 13 and an MO on 15.” They’d say, “I’m going to have a crown and a couple of fillings.” Instead of saying, “You have five areas of decay,” say, “You have five cavities.”

Don’t confuse the patient or scare them by making them think their care is complex when it isn’t. Simplify things for them, and getting treatment will seem a lot easier to them.

Simplifying treatment by speaking English, not dentalese, will help patients understand their treatment and avoid putting them off by big words that sound intimidating. Things will almost always sound much more serious when you use technical jargon. This might cause your patient to feel overwhelmed, and they might find another practice in the hopes of getting a simpler treatment recommendation.

Often patients are scared, and that’s what’s keeping them from moving forward with treatment. You’ll only scare them more if you make a simple procedure like a root canal sound like a complex treatment.

Focus on the problems you will help them overcome instead of the solution.

 

3 Ways to Improve Case Acceptance

 

If you ask your patient what they want their teeth to be like a few years from now, you’ll get an idea of what type of treatment they want. You can then analyze their teeth and see the problems that are preventing them from getting what they want.

Maybe they want to have straight teeth. If they’re missing a tooth, though, that could lead to crowding. That missing tooth would be a problem that is preventing them from getting the straight smile they want. You need to focus on that problem and tell them that they aren’t going in the direction of having a straight smile without treatment.

Let patients know how your treatment plan will redirect that in the right way. Don’t try to scare them, but let them know that if they don’t get treatment soon, things will get worse so it will be the simplest and easiest to take care of it now. This will motivate patients to accept treatment because they won’t want things to get worse.

Frame your treatment recommendations as a better alternative to what will happen if they don’t get treatment.

 

3 Ways to Improve Case Acceptance

 

There are a couple of things we can do to help patients see the difference between what we’re recommending and where they’re heading. Most patients don’t see what Dr. Bowman calls the “other side of the problem.” The other side of the problem is what’s going to happen if they don’t do anything—in other words, the consequences of not getting treatment.

If the patient has mild to moderate periodontal disease, for example, we can suggest non-surgical gum treatment. When presenting it to them, however, we should explain that if they don’t treat their periodontal disease, they will eventually need to have surgery later. Non-surgical gum treatment will seem like a better alternative than surgical gum treatment to a patient, and they’ll be much more likely to move forward with treatment and avoid surgery.

Are your patients saying yes to your treatment plan?

If your patients aren’t accepting treatment, you will help fewer people and work too hard for too little money. These three strategies will help you get more patients to move forward with the treatment they need.

For more help getting patients to say yes to your treatment plan, join my Delivering WOW Platinum Coaching Program, where you will get help from experts like Dr. Bowman on case acceptance plus work directly with other leading experts on everything you need to run a smoother, better, and more profitable practice. You can also join thousands of other dentists helping each other in my free Dental Marketing and Profits Facebook Group!

Financial Planning for Dentists with Reese Harper

On this podcast episode I am joined by the CEO of Dentist Advisors, Reese Harper. We talk about financial planning and how to create more wealth as dentists. Also, we explore why it’s so important for dentists to prepare and educate themselves when it comes to using a CFP. And, how CFPs help grow dentists' net worth and retire on time.

Reese is committed to building a team of expert advisors who help dentists fulfill their wealth-building potential. He began his career in 2003 and is a CERTIFIED FINANCIAL PLANNER™. He also holds CLU® and CHFC® designations from the American College of Financial Services.

Reese’s investment in leading edge technology. And, his decision to focus solely on dentists has led to a powerful service platform where advice is given with greater precision at faster speeds. He is the host of the Dentist Money™ Show. In addition, Reese is also a popular speaker at dental conventions, and a regular contributor to dental publications.

 

Financial Planning for Dentists with Reese Harper

In this episode, we discuss:

  • How Reese got into financial planning for dentists
  • Why dentists are often reluctant to attend financial events and build their wealth
  • What to look for when choosing a financial advisor
  • The steps you need to take to start financial planning
  • How to make smart financial decisions
  • Financial planning tips for dentists in debt

 

Financial Planning for Dentists with Reese Harper

 

If you want to find out more about how Dentist Advisors can help you with your financial planning, you can book a free consultation here.

To listen to The Dentist Money Show, where you can find more tips and advice on making smarter financial decisions, click here.

You can also access Dental Advisors’ amazing Financial Education Library for Dentists. Here you’ll discover lots of resources and insights on investing, retirement planning, personal finance, debt management, profitability, and many more topics.

To watch a short trailer of the podcast where Reese explains how financial planning can help you build wealth, hit play on the video below:

3 Things Your Front Office Can Do to Help You Grow Your Practice

3 Things Your Front Office Can Do to Help You Grow Your Practice

Your front office team members are the first people patients interact with, on the phone or when they come to your office. If patients love them, you’ll make a great first impression and be well on your way to building loyalty with your patients. That’s because patients don’t judge your practice based on how you perform dentistry. They expect you to be good with teeth. Patients judge your practice based on their experience coming in.

Patient experience has everything to do with the customer service your front office team members provides. This is not only important for loyalty, either. Customer service could even help you raise your rates or break free from PPOs. In fact, 7 in 10 Americans said they were willing to spend more with companies they believe provide excellent customer service while 78% of consumers have bailed on a sales transaction because they received poor customer service.

That’s why many online practice reviews have nothing to do with dentistry. They are usually about how patients were greeted and treated, how practices handled their appointments when they called last minute, or other “experience” issues that made them feel important or unimportant. These things all begin with your front office team members. Here are three things your front office team members can do to WOW every patient who calls or comes in.

Follow Basic Customer Service Rules

 

3 Things Your Front Office Can Do to Help You Grow Your Practice

 

When a patient first arrives, a front office team member should stand up and greet the patient. They need to welcome them to (or back to) the office and make them feel welcome with a smile and a personal introduction.

While they are waiting in the lobby, your front office team members should offer them refreshments like coffee, tea, or water, show or remind them where the restroom is if they need it, and make sure they don’t wait an excessive amount of time. If things are running behind schedule call them before they arrive so they can leave their house or work later or reschedule. If things run behind while they are in the office, let them know as soon as possible.

When patients are on the phone or in your office, your front office team members must make serving them their priority. Don’t make other office work the priority. If they have to make a call to an insurance company, that can wait a few minutes until the patient is taken care of. It’s more important that they connect with your patients and make them feel welcome and important.

Use the Right Words When Discussing Treatment

 

3 Things Your Front Office Can Do to Help You Grow Your Practice

 

Confidence and delivery when talking with patients can go a long way to make patients feel good about being your patient. Front office team members should avoid saying “maybe” or “um” when a patient is asking them whether or not they need treatment. They need to sound confident.

Also, make sure front office team members don’t talk about services or service alternatives being “cheap” or “cheaper.” A better word to use is “affordable.” That helps avoid the perception of being the cheapest alternative.

In a similar sense, if a procedure is expensive, ensure that your front office team members aren’t talking about its “cost” when a patient asks about the price.

It’s much better if they talk about the “value” that the patient will get from the procedure. With high-cost procedures, they can focus on monthly payment ranges than total cost, too. So, first focus conversations on outcomes patients will get from procedures first so the patient has more context for what they will receive. With dental implants, for example, you can talk about smiling confidently again, being able to chew again, or avoiding their teeth becoming crowded. When talking about price, it’s much better to talk about the price being as low as $99 a month instead of $2,500, for example.

Avoid Using Scripts

 

3 Things Your Front Office Can Do to Help You Grow Your Practice

 

While bullet points or lists of answers to frequently asked questions are certainly helpful for maintaining consistency in answers, scripting full conversations can make patients feel unimportant.

People know when your front office team member is using a script. If a patient asks a question that makes things go off-script, you run the risk of having your front office team member stuttering because they don’t know what to say or trying to lead a conversation back to a script.

This can be incredibly frustrating for patients. If they believe your front office team members are either reading scripts or not listening to their specific issue, they are highly unlikely to stay with your practice.

Do your front office team members help grow your practice?

There’s no denying that customer service makes a difference when building relationships with patients. These three strategies can help make an immediate positive impact on the direction of your practice. How do your front office team members contribute to your practice growth?

For more strategies about building a WOW front office team, join the Delivering WOW Platinum Coaching Program today where you and your team can get coaching from leading experts on all aspects of growing a WOW dental practice.

You can also join thousands of other dentists helping each other in my free Dental Marketing and Profits Facebook Group!

How to Set Expectations in Your Practice

How to Set Expectations in Your Practice

We’re dentists. Many of us are also perfectionists. It’s not our fault. We’re trained to be perfect with our clinical care in dental school. But many of us expect perfection in all parts of our practice. That makes us do too much work ourselves, fearing we need to do things to ensure they get done right. That’s why implementing systems and processes is so important. It’s the best way to make consistent performance easy.

To put systems and processes in place that get followed, we need to set the right expectations throughout our practice. We need to set expectations of our team members. And we need to set the right expectations that our team members can have for us. That way, everyone on the team can trust that they have the best tools and support to serve our patients well. And when we set the right expectations, everyone on your team will be motivated to perform, have a clear understanding of what’s expected of them, and have the tools to do their best work. Here’s how to set the right expectations in your practice.

Anticipate Setbacks and Failures

 

How to Set Expectations in Your Practice

 

As powerful as it can be to set clear expectations and put systems and processes in place to support every team member, growing a dental practice is anything but linear. You are going to have setbacks no matter how well you plan or clear your expectations are. Getting into the right mindset is critical to pushing through those setbacks and failures and continue on your growth plan. Otherwise, you run the risk of people abandoning an amazing growth plan because they believe a setback or failure along the way means it was not the right plan.

When things don’t go as anticipated, be resilient—for yourself and your team. Team members will mess up. Systems and processes will be improved. And unexpected setbacks will happen that will be out of your control.

Be there for your team during those times because that time is when they need you the most. Don’t make your team members feel bad when they mess up. If someone is consistently not meeting expectations, address it with them or let them go. But nobody will be perfect so we can’t expect perfection.

Set Data-Driven Expectations in Real Time

 

How to Set Expectations in Your Practice

 

You can make your expectations more attainable and more realistic if you set them up in real time with data to support them. For example, it might be too ambitious to say you want to have a 15% increase in case acceptance within the next month, especially without guidance from experts in case acceptance, like Dr. Paul Homoly, our Delivering WOW Platinum Case Acceptance Coach.

But you could set a realistic expectation to increase case acceptance within a week. At the end of the week, measure what your increase was and set expectations for further increases based on your actual data. If you see a 2% increase in case acceptance after that week, you can set a more realistic expectation. Maybe an 8% increase in case acceptance within the next month. Or, maybe you see an opportunity for improvement and invest in getting expert help for an even larger gain. The expert can share their experience and guidance for improvement and help set expectations based on data from their experience with other practices.

Either way, data-based expectations in real time help ensure you set appropriate targets and position everyone on your team to succeed.

Avoid Projecting Expectations about Your Performance onto Your Team Members

 

How to Set Expectations in Your Practice

 

Many dentists have the expectation that their staff should be performing at the same intensity that they are. While your staff may be connected to your vision, they won’t always be as emotionally connected as you are. You can’t expect them to care as much about the goals you have for your practice as you do.

We can reduce this by tying your practice vision into their personal goals and dreams. But it can take some time to get complete buy-in. And, even then, not every person can have the same intensity and emotional connection to your practice as you. If you expect everyone to be as intense and invested as you are, you will get frustrated a lot.

You can also make sure to connect with your team members on a personal level. If you care about them and helping them achieve their personal goals, they’ll start to feel the same way about you and your practice vision. They’ll be much more invested in helping you achieve your practice vision because of their personal relationship with you and the connection between their personal goals and your practice vision.

Are You Setting the Right Expectations?

If you’re not setting the right expectations in your practice—for you and your team—your practice will never achieve its full potential. By expecting setbacks, setting real-time data-driven expectations, and avoiding projecting expectations about you onto your team members, however, you can build an amazing team and achieve incredible things together.

If you want more help setting expectations in your practice, join the Delivering WOW Platinum Coaching Program where you and your team can get expert guidance from our resident Mindset Coach, Dr. Shakila Angadi.

You can also join thousands of other dentists helping each other in my Free Dental Marketing and Profits Facebook Group!

How to Avoid Hiring the Wrong Candidate for Your Dental Practice

How to Avoid Hiring the Wrong Candidate for Your Dental Practice

The wrong hire can cost a practice thousands of dollars in direct and indirect costs. Direct costs include costs for job postings, recruiters, training, and more. Indirect costs include culture damage, delay in bringing in the right candidate, and stretching your team thin until you find a great candidate.

Recruiting is one of the biggest challenges for dental practices. But all hope isn’t lost. Practices can take specific steps to recruit better candidates for their practice. Here are three steps you can take to avoid hiring the wrong candidate for your practice.

Determine Each Candidate’s Personality Type

 

How to Avoid Hiring the Wrong Candidate for Your Dental Practice

 

Many practice leaders readily understand that each position requires a candidate with a specific skill set. Front desk team members need to have basic technical skills, for example, such as the ability to use office management software, fax machines, scanners, and telephone systems.

Traditionally, practice leaders searched for candidates with the skills needed to complete each position’s primary job responsibilities. But skills are only half of what makes a candidate successful. Someone could have extensive experience using computers, fax machines, and telephone systems but make a bad fit for your front desk team member because their personality isn’t outgoing or personable. Front desk members are the first people your patients meet when they call or come in. They are critical to making the best first impression.

Thus, their personality style can be even more important than their skill set. After all, you can train someone to use a fax machine. It’s hard to get someone who isn’t extroverted to be outgoing and lively five days a week.

In my practice, we use the DISC personality test to find the right personality fit. DISC is an acronym for four different personality types: Dominant, Inspiring, Supportive, and Cautious. My hygienist is very outgoing, for example, but she’s not going to be the person to soothe a patient. Thus, I make sure her assistant has a very Supportive personality style. The person who handles my financial accounts has a Cautious personality type, which means they are very detail-oriented and deliberate with everything they do. This makes it natural for them to catch even the smallest mistakes.

If you have had trouble finding the right candidates, it’s possible you are filling positions based on skills only. Add personality tests to the equation and you can likely find much better fits.

Conduct Multiple In-Person Interviews and Interview Multiple Candidates

 

How to Avoid Hiring the Wrong Candidate for Your Dental Practice

 

We recommend conducting at least two in-person interviews. It’s very hard to know a candidate fully with only one in-person interview. Have them talk to practice leadership and their direct supervisor face-to-face. Get a sense of whether they have the skills and experience for the job. Ask them about their experiences and how they addressed issues similar to those that come up in your practice regularly.

In addition, have them spend a little time with the team members they’d work with if they got the job. This is important because the best recruiting finds the right candidate for your practice and not just the candidate with the best résumé. By having them come to talk to the team, you can get the team’s input on whether they think they’d like working with the candidate. You can listen to their evaluation of the candidate and see if they approve of them or disapprove of them. The candidate can also see if they think they’d get along with your team.

Finally, unless you find what you believe to be the perfect fit of skills and personality, consider interviewing multiple candidates for each position. This helps you and your team compare the pros and cons between candidates to find the best overall fit. Of course, if you find the perfect candidate right away, be prepared to make them an offer. But most of the time, everybody benefits by interviewing multiple candidates.

Test Each Candidate Before Hiring Them

 

How to Avoid Hiring the Wrong Candidate for Your Dental Practice

 

Many dental practice jobs require a lot of skills. And as much as someone’s résumé can list their employment experience, there’s no way to tell if they’re actually good at what you’ll need them to do.

If patient-facing team members can’t perform how you want with a patient they’ll damage your practice’s reputation, or worse. Consider testing them in a mock situation. Test them on yourself or with a team member willing to be a test patient. Give office staff small sample projects. If they do well, it’s more likely you can trust them.

How Do You Avoid Hiring the Wrong Candidate?

Do you consistently find great candidates for your practice? If so, what are your best tips for doing so? If not, these three tips can help. If you want more help, consider joining my Delivering WOW Platinum Coaching Program where dental recruiting, hiring, and team onboarding expert Samantha Leonard will work with you and your team to find, hire, and onboard the best candidates for your practice.