3 Signs Your Team Members Have Become Leaders

Running a practice can take a large amount of work and create a lot of stress when you can’t rely on your team members to perform on their own. There’s always something to do, so when you feel like you are the only person who can do things well, you will never experience true freedom.

When we train our team members to become true leaders, a lot of the burdens on practice leaders disappear. That is why so many practices are investing in coaching or training for their team members—such as the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program.

Here are three signs that your investment in your team members is building them into true leaders.

1. Your team members are communicating clearly with each other.

 

3 Signs Your Team Members Have Become Leaders

 

Leaders know the way to evaluate effective communication is through the responses they get. If the responses match expectations, the communication was clear. If the response is not what you intended, chances are you were not clear in your communication.

A good leader knows this and does not get frustrated when people do not respond the right way—especially when more than one person misinterprets the leader’s words. Instead, they seek to communicate more clearly.

If your team is communicating clearly with each other and consistently working on improving communication, chances are your team members are becoming true leaders.

2. Your team members control their emotions and do not take things personally.

 

3 Signs Your Team Members Have Become Leaders

 

Leaders know how to control their own emotions and not take constructive criticism personally. Dental practices can be emotional places. Many patients are anxious at dental practices. Additionally, patients can easily become confused about out-of-pocket costs for procedures, especially with insurance practices. When emotions get high, leaders remain calm.

Leaders are also able to manage their own emotions. They recognize when they begin to get frustrated. They take a walk, breathe, pause, and do whatever else they need to stay in control. Leaders manage their emotions for the good of the practice.

3. Your team members overcome adversity to complete difficult tasks.

 

3 Signs Your Team Members Have Become Leaders

 

One of the telltale signs of a true leader is their ability to overcome adversity. It takes humility, the willingness to make mistakes, and the tenacity to push through challenges to become successful. Only developed leaders will truly have this ability.

When times get tough, leaders dig in and push forward. When something doesn’t go well, they learn from mistakes and try again. This trait does not always come naturally, but it will come out as team members grow into leaders.

Are your team members developing into leaders?

These three traits are common signs that your team members are developing into leaders. When you build a team of leaders, everyone wins. Negativity will go down. Team members will identify and improve systems and processes. They will delegate to each other and step up to support each other when needed. Best of all, they will take much of the work—and stress—of running a dental practice off the doctor’s shoulders.

If you ever want to build a practice that gives you true time and financial freedom, it is critical that you get out of the “I’ll just do it myself” mindset and invest in building a team of leaders to support you.

Having leaders on our team can make our jobs as owners so much easier and can build the strength of the entire team. A good leader lifts everyone with them and guides the team forward to a brighter future. Use these signs to evaluate your current staff members and maybe even to evaluate yourself. You may be surprised by what you find.

If you want help developing leaders within your team, our team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program can help. Not only will we share tools, trainings, and resources, but we can also train your team members directly and hold them accountable.

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

How to Build a Dental Practice Like an Entrepreneur

Entrepreneurs have been lauded as the end-all-be-all of business people. They can start from scratch and build a thriving business. So why doesn’t dental school teach us how to build a practice like entrepreneurs build their businesses?

As it turns out, there are many ways we can build our practices like entrepreneurs build their businesses, but we must first recognize some of the differences between entrepreneurial businesses and more traditional, bureaucratic ones.

 

How to Build a Dental Practice Like an Entrepreneur

Traditional, Bureaucratic Dental Practices:

  • Encourage learning by researching
  • Have rigid titles and responsibilities
  • Base pay on time and attendance
  • Values reason over emotions
  • Lead based on status
  • Are transaction-focused
  • Operate with rigid plans
  • Build a culture of scarcity

Entrepreneurial Dental Practices

  • Encourage learning by doing
  • Build teams with fluid titles and responsibilities
  • Base pay on outcomes
  • Value emotions as well as reason
  • Lead based on contributions
  • Are relationship-focused
  • Operate with malleable plans
  • Build a culture of abundance

Entrepreneurs give up security in exchange for opportunity. Unlike most people who are content with a job, a regular paycheck, and clearly defined responsibilities, entrepreneurs are willing to jump into the unknown: betting on their intelligence, expertise, and ability to problem-solve and create solutions in hopes of generating a profit. They are not always successful, and they are by no means perfect. Four out of five new businesses fail, and working in an entrepreneurial company can be far more demanding than a traditional one.

But there are some really incredible pieces of the entrepreneur puzzle that can make for a high-performing practice. You’ll be more secure and structured in a bureaucratic practice—you’ll have all the power to make decisions—but that also means you’re doing all of the work to lift and lead the practice. Your job title will entitle you to status, and the practice will work according to that status. This is organized and can work well for many people. But it creates a less collaborative and, we think, a weaker environment.

If you decide you want to build your dental practice like an entrepreneur, here are four things you need to commit to.

Be willing to change the status quo, even when your practice is profitable.

Bureaucratic practices find something that works and stick to it no matter what. It might be a system or process to run your practice or a way to attract new patients. Even good things can be made great.

To grow a practice like an entrepreneur, you must be willing to make changes, even when things are going well. Things will always be changing in a thriving entrepreneurial business. Entrepreneurs are constantly trying new things out to see what works. They are always looking to improve, even when things are going well.

Create a culture of abundance.

 

How to Build a Dental Practice Like an Entrepreneur

 

A culture of abundance is one in which your team cooperates with each other to help the entire practice improve. This is in sharp contrast to a culture of scarcity, which results in a competitive environment in which team members fight for credit and look to achieve personal gain.

Entrepreneurs know the best way forward is when every team member works together as a team. To achieve a culture of abundance, we must encourage and reward things that encourage cooperation and teamwork.

Help your staff do their best work.

Entrepreneurial leaders give their team members the tools, training, and resources to do their best work. They invest in the best systems and processes and on constantly improving them so each team member can perform consistently well.

Beyond tools, training, and resources, entrepreneurial leaders let their team members know small failures will not get them fired. We must give team members permission to make mistakes in the pursuit of consistent improvement. Remember, it’s easy for those in a position of power to take a risk. It’s harder for those who feel they have more to lose.

Shift your pay scale toward rewarding performance.

 

How to Build a Dental Practice Like an Entrepreneur

 

Rewarding people on results will shift the mindset of your team members from rewarding people’s presence to rewarding their performance. Even if it just means creating a commission or rewards system for hitting practice goals, rewarding performance will transform your practice from a bureaucratic one to one in which everyone begins to think like entrepreneurs.

Are you building your practice like an entrepreneur?

These practices can begin to boost the culture and work ethic in your practice. True leaders and entrepreneurial team members will rise up. Also, team members who are not on board with a healthy, entrepreneurial culture will be more likely to move on to create a stronger team moving forward.

If you want help building a practice like an entrepreneur, check out the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program. Our coaches will help transform your practice by implementing entrepreneurial systems and processes, coach your entire team, and even keep them accountable for helping achieve your practice goals.

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

How to Earn More Responsibility in a Dental Practice

A while back I came home from the office, and my daughter asked me to pick her up some lunch. I went into a coffee shop and ordered her a ham and cheese panini.

While I was waiting for the panini, my daughter’s ballet instructor came up to me. She had seen my daughter in a dance show from another school and wanted to tell me how great a job she did.

My daughter has been dancing for about twelve years and goes to two dance schools. In her ballet class, she is not being challenged. She gets frustrated by that and is always making up excuses for why she can’t dance.

On the other hand, she is always challenged at her other school. Each class is more challenging than the last. But my daughter never makes excuses for why she can’t dance with the more challenging classes. She always dances. In fact, she has even won a prestigious award for her performance with this class.

When her ballet instructor saw how well my daughter danced for the other class, she was surprised.

I told the instructor that my daughter loves dance but she does not feel challenged in her current class and gets bored. I suggested she challenge her a bit more or move her up a class to get her to perform at a higher level.

The instructor told me she had no idea my daughter had that in her because she never shows up performing at 100% for her class.

The same happens all the time in the dental world. Recently in one of my coaching programs, a team member expressed that she wanted more responsibility at work. We coach both doctors and team members because we know how important it is for everyone to grow. This team member was getting frustrated because they were not given more responsibility. It happens all the time. Many times, team members leave for other opportunities when that could have been avoided.

Here are two ways dental team members can set themselves up to earn more responsibility.

Examine how you show up to work.

 

How to Earn More Responsibility in a Dental Practice

 

Do you show up to work on time? Do you dress professionally? Do you take initiative? Do you work hard when you are at work? Do you run out the door at the exact time your shift ends?

All of these things send a message to the practice leader. If you show up late, wear wrinkled clothes, complain all day, and then sprint out the door the second the clock hits quitting time, you will likely not be there very long.

If you show up on time, dressed well, work hard while you are at work, and stay late if needed, you will likely open doors for tremendous growth.

Neither of those scenarios mentioned pedigree or intelligence. They mentioned how you show up to work and what you do when you get there. Those two things will help you earn more responsibility much more predictably than anything else.

Offer to take on new projects.

 

How to Earn More Responsibility in a Dental Practice

 

If a team member wants to work her way up in the practice, she could approach the doctor with a new project she would like to lead. It might be a new marketing campaign. Or, it could be an operational issue such as offering to create a process or system for something in the project. That initiative will go a long way toward earning more responsibility.

Identifying something that can be improved and offering to do the work to make the improvement is a great way to let the doctor know you are ready for more responsibility.

Are you setting yourself up to earn more responsibility?

 

How to Earn More Responsibility in a Dental Practice

 

We all want the same thing in business. We all want to be recognized and acknowledged for who we are and what we do. And we all want to be challenged at work or we will quickly get bored.

If you are a dental team member, take a look at how you are showing up to work. Are you showing up in a way that instills confidence in others? If not, simply showing up on time—every time—is a good start. Then identify something in the office you think you can improve. Ask the doctor if she is okay with you doing that.

If you are a dentist, what can you do to encourage your team to earn more responsibility? Could you reward and recognize them for showing up early to work and taking the initiative to suggest a new project? What do you do to encourage your team to work hard and take initiative?

TAKE ACTION TODAY:

When your team sees the vision and an action plan to grow the practice, that’s when they begin to step up and earn advancement opportunities. That begins today with your decision to invest in your practice’s growth. If you’re ready to make that decision, your best next step is to join our Marketing & Practice Growth Challenge! See what other practices had to say here.

3 Pieces to a Productive, Profitable Dental Practice

Growing a dental practice requires you to do a number of things. First, you need to set a vision and goals for your practice. That tells you where you want to go. Second, you need to develop a WOW culture to attract and retain the best team members possible. Third, you need to give every patient a WOW experience every time they visit your office. Fourth, you need to be profitable. If you are not profitable, you will not be in business very long.

I lay out these four steps—and more—in my book, Delivering WOW: How Dentists Can Build a Fascinating Brand and Achieve More While Working Less…. (which you can get for FREE right here—just cover shipping). Here are the three pieces to building a productive, profitable practice to support you and your team as you work to achieve your practice vision and goals and give patients a truly WOW experience.

1. Empowered, Accountable People

 

3 Pieces to a Productive, Profitable Dental Practice

 

You will never build a productive, profitable dental practice without having the right people on your team. Setting clear practice goals and a practice vision helps attract people who share your values. Building a WOW practice culture helps you keep your team engaged.

But making sure every team member has clear goals and the processes, systems, and tools to do their job well gets you profitable. In other words, once you have the right people on your team, you need to make sure they know what to do and how to do it. That's where the processes, systems, and tools come in—to empower, focus, and hold team members accountable for achieving their individual goals.

2. Processes and Systems

 

3 Pieces to a Productive, Profitable Dental Practice

 

Processes and systems help make everyone's jobs easier. They promote consistency in people's work and hold people accountable for doing tasks the right way.

One of my favorite systems to put in place is a dental practice scorecard. A dental practice scorecard allows you to see the most important numbers in your practice, in real time, and in one place.

In my practice, I have my scheduling coordinator pull the info into the scorecard. Every Tuesday we have a leadership meeting where we discuss the numbers from the scorecard. We have a system for her to pull the information and update the scorecard by Monday morning. That system holds her accountable for completing it and allows us to spot and address issues in real time.

For example, one of the most important metrics we track in my practice is our dentist's production per visit. If we set a goal of $700 per visit but see $400 per visit in our scorecard, we know we need to close that gap. One way to do that would be to do Invisalign or crown promotions to attract more patients for high-revenue services. We could also talk with the doctors about doing as much as they can in one visit so the patient gets their treatment faster and our production per vision increases. Over the longer term, we could send one of our doctors to a CE to learn how to perform higher-revenue procedures as well.

This system allows us to make a change right away and not wait a month or longer to see the overall numbers. And if we are hitting or achieving our goals, we can congratulate team members in real time, too.

3. Tools

 

3 Pieces to a Productive, Profitable Dental Practice

 

Finally, we need tools to help make the systems and processes easier and more efficient. Processes need to be very easy for your team or they will feel overwhelmed. One of my favorite tools to increase productivity and profitability is Dental Intel.

Dental Intel's software suite connects with your practice management software and pulls actionable data into one simple presentation. My team can pull everything we need for our scorecard in a matter of seconds. It has several other powerful features, too.

With tools, we need to be careful in choosing tools that help make our practice better that we have the resources to integrate and use well. Dental Intel is one that is both highly effective and easy to use.

With the right people in place and systems and processes to support them, having tools to make their work even easier is the final piece of the puzzle.

Do you have all three pieces to the productive, profitable, practice puzzle?

Way too many practices do not have all three pieces of the puzzle together. Some have great team members but lack the processes, systems, and tools to help them do their best work. Others have a strong team with processes and systems but no tools to make them easier. Once I had all three pieces working together, my practice growth skyrocketed. I worked less and made a lot more. And my team was supported and set up to succeed.

To learn more about building a productive, profitable practice, our team of expert coaches and training resources in our Delivering WOW Platinum Mastermind Program can help. You can also join my free Dental Marketing and Profits Facebook group, where thousands of dentists and I help each other build better practices.

How to Give Your Dental Practice a Core Value Checkup

When is the last time you reviewed your core values? Core values define who you are, who you want to be, and what your company strives for.

Why Core Values Matter

 

How to Give Your Dental Practice a Core Value Checkup

 

Core values make running a dental practice much easier. They guide you in how you hire, fire, reward, and recognize team members. They also make tough decisions easier because they give you important context within which to make decisions. Additionally, when team members know about your core values, it guides them in many things, including these:

  • what they should be doing
  • how they should be conducting themselves
  • how to interact with other team members
  • how to interact with patients

If you have not written core values, take a few minutes to work through this exercise. If you already have core values written, take a few minutes to re-evaluate or update them to make sure you have the strongest set of core values guiding you and your team.

Brainstorming Possible Core Values

Start on a personal level. Think about yourself as a person. What are the ten or so principles you personally live by? It doesn’t matter what they are, just list things that are most important to you. For example:

  • How do you want people to perceive you?
  • How do you want people to think that you act?
  • How do you actually act?
  • What do you want people to say about you when you are not around?

Write down everything that comes to mind when thinking of those questions. If it helps, imagine you live in a perfect world in which you can design exactly who you are and how you act. Write down the characteristics you would choose.

Analyzing Your List of Core Values

 

How to Give Your Dental Practice a Core Value Checkup

 

Take your list of personal core values and think about them in the context of yourself, your team, and your practice. What core values do you want everyone to think about you, your team, and your practice? What values are non-negotiable in your practice? Edit your list with that in mind. Then ask yourself each of the following “yes or no” questions for each value listed. Write down your answers for each value.

  • Is the value absolutely necessary to our unique culture?
  • Would we want our organization to stand for this core value 100 years from now no matter what changes occur in the world?
  • Would we want our organization to hold this core value even if at some point in time it became a competitive disadvantage?
  • Would we want our organization to hold this core value even if in some instances the environment penalized us for living this core value?
  • Do we believe those who do not hold this core value or those who breach it consistency simply do not belong in our organization?
  • Would we personally continue to hold this core value even if we were not rewarded for holding it?
  • Would we change jobs before giving up this core value?
  • If we awoke tomorrow with more than enough money to retire for the rest of our life, would we still hold true to this core value?
  • If we were to start a brand-new organization, would we build around this core value regardless of the industry?
  • Does this value represent the primary behaviors our organization wants to encourage and stand by?
  • Is this value one that we will continue under stress, duress, and in the face of all obstacles?

Finalizing Your List of Core Values

Narrow down your core values to the seven to ten most important values. Use your answers to the questions in the last section to guide you. For example, the more you answered yes for a value, the more important it is. Keep only the seven to ten values that are most important on your list. Those will be your revised core values that will lead yourself, your team, and your practice forward.

Communicating Your Core Values With Your Team

 

How to Give Your Dental Practice a Core Value Checkup

 

Make sure everyone on your team knows your core values. Post them in your office where people can see. Discuss them openly and regularly. Let everyone know why they are so important. Be sure to let them know everyone in the office is expected to act consistently with the core values. Let them know you will be evaluating decisions they make in accordance with the core values, even if the decision goes wrong. For example, let them know whether they acted in accordance with your core values will be something you consider when mistakes happen. When you position this in a positive light and follow through on that promise, you will encourage your team members, and everyone will benefit.

Give your dental practice a core values checkup today.

If you have not set or updated your core values in a while, take a few minutes to update them today. You will come away with a list of seven to ten principles that guide everything you do in your practice.

If you want help setting core values in your practice, check out the team of expert coaches and training resources we offer in our Delivering WOW Platinum Mastermind Program.

You can also join my free Dental Marketing and Profits Facebook group, where thousands of dentists and I help each other build better practices.

Using Google Drive to Organize Practice Documents, Photos, and Monthly Bills

With so many documents, photos, and bills to manage, keeping organized can be a nightmare. We need to organize leadership files, patient photos, advertising assets, and more. We need to keep our accounting documents organized to make sure bills get paid. We need to keep training and development files up-to-date and accessible to everyone who needs them. And with many team members accessing key documents, it can be easy to get disorganized.

Google Drive can help you keep everything organized and make sure everyone is working from the best and latest information. Here are four steps to using Google Drive to make organizing documents, photos, and monthly bills easy.

1. Create primary folders within your main Google Drive.

 

Using Google Drive to Organize Practice Documents, Photos, and Monthly Bills

 

Google Drive is a cloud-based file storage and synchronization service. If you manage your practice email using Google, you already have a Google Drive account. If not, you can sign up for free. Google Drive allows you to control who can access documents on an individual level or by folder.

Once your account is active, set up folders for your primary practice categories. We set up folders for accounting, leadership, marketing, office documents, patient photos, and training and development. If we have special projects that are outside of those main categories, we will set up additional folders. If you use Asana to create teams and assign projects, you could match your folders to your project names to make it familiar for team members.

These main folders should make it easy for team members to know where to find and save documents. Invite team members to the folders they will need to access to make sure the right people have access to the right documents.

2. Create important sub-folders within your folders.

Sub-folders are an important part of getting and staying organized. Instead of putting all files relating to marketing in one big folder, organize the documents further using sub-folders, and sub-sub-folders. For example, within marketing, we have sub-folders for articles, Facebook ad examples, Google ad examples, images, swag information, and a few more.

We also have a main folder for photos. Within those, we have a sub-folder for patient photos. Within our patient photos sub-folder, we have further sub-folders for procedures, such as dental implant before-and-after pictures. Within that sub-folder, we have additional folders for each doctor. Within each doctor's sub-folder, we have folders for each letter of the alphabet.

That folder structure allows us to easily find patient photos by procedure, doctor, and last name.

3. Make sure everyone uploads all documents to the right folder or sub-folder.

 

Using Google Drive to Organize Practice Documents, Photos, and Monthly Bills

 

Once your folder structure is in place, make sure each team member stores documents in the right folder. Have one file system and one place for each type of document. This way, nothing can get lost.

This is especially important for keeping monthly bills organized. In my practice, we scan all bills into the computer. We then put them in sub-folders by month. For monthly bills, my team knows use the accounting folder, monthly bills sub-folder, and specific month sub-sub-folder.

4. Communicate about each document using Google Drive comments and Asana.

Google Drive's document sharing feature is helpful. You can create a link to each folder, sub-folder, and individual document that you can share with your team. If you need to communicate about a document, you can add a comment within Google Drive and tag the right team member to see the comment.

You can also use Asana to communicate by creating a task for the document within Asana, pasting the link, and communicating back-and-forth within the Asana task.

How do you keep files organized in your dental practice?

 

Using Google Drive to Organize Practice Documents, Photos, and Monthly Bills

 

If you do not have one place to organize your documents, Google Drive is a simple but powerful tool. You can add every type of file to Google Drive. You can add images, PDFs, Microsoft Word documents, Google Spreadsheets, or any other type of file. It helps you keep everything safe and in one place.

To learn more about getting organized and productive, check out the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program.

You can also join my free Dental Marketing and Profits Facebook group, where thousands of dentists and I help each other build better practices.

How to Get the Support You Need as a Visionary Practice Leader

Visionary practice leaders are an inspirational group of people. Many dentists consider themselves visionary leaders. I am a visionary leader.

Visionary leaders set big goals. We have big dreams. We can’t help ourselves. We see opportunities to make a positive impact beyond our practices and cannot help but pursue those opportunities.

That passion helps us achieve amazing things and inspire our team members. But it also presents challenges when it comes to leading more introverted or detail-oriented team members. If you consider yourself a visionary leader, it is important to understand those challenges and how to support your team members so you can get the support you need to achieve your big dreams.

The Benefits and Challenges of Visionary Leadership in Dental Practices

 

How to Get the Support You Need as a Visionary Practice Leader

 

Visionary leaders are community changers. We are world changers. We want to impact the world beyond our practices. We want to change dentistry for the better. We are driven. We are relentless. We do not accept the status quo. We will not continue doing something just because that is what the dentists who came before us did.

While that passion and focus can lead to incredible things in our communities, the dental industry, and the world around us, it presents two key challenges for employees.

First, in the world, it can become intense. We set high expectations for ourselves and our team. We are not satisfied showing up, fixing teeth, and going home.

It can get uncomfortable for our team members.

Sometimes it becomes a little bit difficult for our team members to be able to handle our expectations.

How to Support Team Members When You are a Visionary Leader

The best way to support your team members is to put yourself in their shoes and let them know you recognize the challenges of working with a visionary leader.

Their days are full. They have a list of tasks. And then all of a sudden, you burst in with a great idea that will change the world. That can be overwhelming to them. Let them know you recognize the challenges of working with a visionary leader. (They already know the challenges; let them know you know.)

Tell them you know you have some ideas that might be crazy. Tell them you know that on a whim, you come up with ideas that you believe will change the world.

Let them know you need to get your idea out right away, but that does not mean they always need to do the work right away. Most of the time, we do not need things done immediately. But we need to get our ideas written down and scheduled.

Finally, when you give them a new idea, ask them what else they are working on. Then help them prioritize the work.

These things help you ensure that your team members feel supported.

How to Get Support Team Members When You are a Visionary Leader

 

How to Get the Support You Need as a Visionary Practice Leader

 

Getting the support you need from your team can take time. But you can get the support you need by helping them help you. Here is how to do that.

First, be open and honest about what you expect from them. If you need something done right away, let them know.

Second, give them the tools they need to do their work well and efficiently. My team and I have been using Asana to organize and prioritize tasks. Invite them to ask questions on Asana so you can reply as soon as possible and keep all communications in one place.

Third, encourage questions. No matter how amazing your team members are, it is unreasonable to expect them to have the same vision as you. Be open to questions. It will improve results. Be patient.

A Visionary Leadership Case Study

Sara, one of my amazing Delivering WOW team members, is a high C in the DISC personality test. She is extremely detail-oriented. She is a planner. She knows exactly what she has to do at the beginning of each day, down to the smallest details such as when she’s going to walk her dog and eat.

When she first started working with me, she was not used to working with a visionary leader. She would be the first person to tell you it took her months to adjust. But we got into a rhythm, and we work very well together. I committed to supporting her, and she committed to supporting me.

So when she gets a message (or ten) from me with another idea, she knows exactly what to do. First, she asks, “How important is this task, and when would you like it done by?” This helps her stay organized.

She also lets me know what she already needs to get done that day. If this is a higher priority than that work, we set new deadlines for those projects. If not, she suggests a deadline for my new idea. Most of the time, her suggested deadline will be fine. Sometimes, I will want it sooner, so I will push out another task she is working on.

Either way, we both get what we need. She gets order to what would seem like disorder. I get the support I need to implement ideas.

Are you getting the support you need from your team members?

 

 

Are you a visionary leader? Do you feel like you are getting the support you need from your team? If not, be sure to get them the support they need to help you. Then work with them to ensure you get the support you need in return.

To learn more about getting the support you need in your practice, check out the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program.

You can also join my free Dental Marketing and Profits Facebook group, where thousands of dentists and I help each other build better practices.

How to Run a Productive Team Meeting

Holding productive team meetings is one of the best ways to make sure your most important practice tasks get done. For some larger practices, that means meeting regularly with your leadership team. Smaller practices might include every team member. Either way, the key to success is to run your meetings well.

We suggest holding meetings on a regular schedule, preferably weekly but no less frequently than every other week. Weekly works best because it puts you in better control of your practice results. They ensure you do not wait two weeks to learn about and address issues. Also, if you are traveling and your team needs to run a meeting without you, you will not go a month without attending a meeting.

Regular weekly meetings create a productive rhythm for your practice. Here is our seven-step plan for getting the most out of team meetings.

1. Opening Exercise (5 minutes)

 

How to Run a Productive Team Meeting

 

Appoint a team leader to run your meetings. Make sure they start and end every meeting on time. Starting on time sets a standard of timeliness that extends beyond the meeting. Ending on time makes everyone focus during the meeting and avoids having them drag on.

 

Make sure someone takes notes at each meeting. Important items will be discussed and having to remember it all is impossible, especially with so much on our plates. Keep those notes in one place, such as a single notebook or shared Google Doc.

As the meeting opens, the meeting leader should ask for a volunteer to share one personal achievement and one professional achievement from the last week.

Personal achievements could include that someone ran a 5k and are really proud. A professional achievement could be that someone asked ten patients for reviews that earned six five-star reviews for the practice.

This is not a time for discussion, just announcements, but it is an important part of team building. Move around the room until everyone has shared a personal and professional achievement.

2. Scorecard Review (5 minutes)

Take five minutes to review and fill out your practice scorecard. Ask each team member to let you know if their scorecard items are on or off track.

If it is on track, great. Anything off track should be moved to the IDS portion of the meeting, where you will identify, discuss, and solve practice issues.

3. Rock Review (5 minutes)

In addition to practice goals, each team member should have their own rocks—or goals—to pursue. Take five minutes to review practice and individual rocks and find out what is on track and off track.

For example, one of the doctor’s rocks might be to create a dental savings plan. One of your team leaders’ rocks might be to get cancellations and no shows below 10%. Another could be to create a coffee table culture book for the practice.

Asking each team member about their rocks during your meeting helps build a culture of accountability and support among team members. If something is off track, put it on the agenda for the IDS part of the meeting, during which you all identify, discuss, and solve issues.

4. Customer and Employee Headlines (5 Minutes)

 

How to Run a Productive Team Meeting

 

After each team member updates you on their rocks, take five minutes to discuss updates about patients or employees. These can be positive or negative, such as good Facebook or Google reviews or disgruntled patients. This is also a good time for team members to give kudos to colleagues who have gone above and beyond.

If something negative can be resolved quickly, do so. If it needs more discussion, add it to the IDS portion of the meeting.

5. Previous To-Do List Review (5 Minutes)

Take five minutes to discuss the status of to-do items from last meeting’s IDS session. Ask each team member whether they have completed their to-do items.

If so, check it off as complete. If they are on target, keep it in the to-do list for next week. If they are off target, move it to the IDS discussion for this week.

6. IDS (Identify, Discuss, Solve) (30–60 minutes)

This will take the majority of the meeting time. Ask each team member to take thirty to sixty seconds to write down the three most important issues they are facing.

When they are finished, have one team member identify their issues. Once the issue is identified, take a few minutes to discuss possible solutions. After a couple of minutes, choose a solution with which to move forward. Then put the tasks on a to-do list for your next meeting, and assign the tasks to the appropriate team member.

Go around the room until you identify, discuss, and solve each team member’s top three issues.

At some point during your IDS session, you the meeting will start to wind down. Give a ten-minute warning to ensure the meeting will end on time. Do the same with five minutes left, at which point the meeting will begin to conclude.

7. Review and Conclusion

 

How to Run a Productive Team Meeting

 

Once you have completed your IDS session, recap your to-do checklist so everyone knows what they need to do. Read them out loud and make eye contact with the team member responsible for doing the task. Designate someone to deliver messages to people who could not make the meeting.

Finally, ask each team member to rate your meeting on a scale of one to ten, with ten being the best. If someone rates it less than an eight, ask them to tell the group why so you can improve.

Are you ready to boost productivity in your practice?

If you want to make your practice more productive, high-impact productivity meetings might be the answer. Follow these seven steps, and you will be well on your way to a more productive office.

To learn more about boosting productivity in your practice, check out the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program.

And if you want to go beyond productive team meetings to a practice that’s as effective, repeatable systems designed to help you grow your production month over month, then our upcoming Marketing & Practice Growth Challenge is for you.

How to Build an Environment in Which Every Team Member Does Their Best Work

My Delivering WOW team members are some of the most trustworthy, knowledgeable, and motivated people I have ever met. They know marketing, dental practice management, and effective ways to help practice leaders grow.

They are successful with Delivering WOW and active in the dental industry. For example, one team member works at a multi-location dental practice. During her first year, she grew the hygiene department 104%. In the last 18 months, she added millions of dollars to the organization through hygiene production alone. She also decreased cancellations and no-shows from 30% to less than 10%. The list goes on.

Her success with Delivering WOW and in her current position suggests she turns everything she touches into gold. While it is true that she is talented and hardworking enough to do so, she would be the first to tell you her career wasn’t without its challenges.

As leaders, we can help team members fly or clip their wings and hold them down.

 

How to Build an Environment in Which Every Team Member Does Their Best Work

 

Earlier in her career, this amazing team member moved across the country to take a job. When she started, she was told not to say or do anything for the first ninety days. Her bosses told her to be a “fly on the wall” and just observe operations during that time.

Twelve days into her job, however, she was called into the president’s office and fired. She was told that management didn’t think the position was right for her. They complained that she hadn’t made any decisions to help the company during the first twelve days. She had moved across the country and her husband had quit a job he held for a decade to move with her.

After defending herself as having followed directions, she was given one more chance. Needless to say, she completely lost trust in the leadership team. They told her to be a fly on the wall and then tried to fire her for doing so twelve days later. After taking a break to compose herself, she told one of the leaders how disappointed she was. She then decided to go back to the office do her best work, although it was hard to trust leadership after that. Eventually, she left and found new employment where she felt better supported and did incredible work from the start.

While she was able to turn a negative situation into a positive, not every team member is as self-motivated and determined as she is. She only stayed there long enough to be noticed and recruited by her next employer.

Build a positive environment to get the best work out of every team member.

 

How to Build an Environment in Which Every Team Member Does Their Best Work

 

What did her new employer do differently to get her best work? Why did her earlier employer tell her to be a fly on the wall and then fire her twelve days in? Simple. The difference between the two companies is the environment the leadership team built.

The environment at her old employer caused her to feel fearful. She would sit and question her emails multiple times before sending them out. She wouldn’t take risks or reach beyond the direct responsibilities of her position. She would not take any risk. She was miserable.

The environment at her new employer gave her the freedom to take risks and make decisions she felt were best for the company. She did not have the same fear of being fired for minor offenses.

How to build a positive environment that gets the best work out of every team member.

 

How to Build an Environment in Which Every Team Member Does Their Best Work

 

Leadership expert Simon Sinek talks frequently about the impact of environments on productivity. In short, Sinek says if people trust leadership and feel safe and supported, they will do their best work. If not, they will do just enough to not get fired before they can find another job.

Building an environment that gets the best work out of your team is much simpler than many dentists expect. Generally, you only need two things to build a supportive environment.

First, you need consistency in what you measure and the metrics that matter. Let your team know what is most important, and systematize as much of your day-to-day operations as you can. By doing so, each team member will know what they need to do to succeed and will have simple strategies for completing the most common ones. That frees them up to direct their creativity toward helping you build your practice.

Second, you need to manage people. You need to lead people well. With systems in place and clear metrics being measured, your team will understand the goals for their position. But team members work harder for leaders they trust. If you tell them to be a fly on the wall for the first ninety days, do not threaten their jobs twelve days later for not doing more. That is a surefire way to lose trust. Your team will do just enough to not get in trouble.

If you are consistent and trustworthy and show people small failures won’t make them lose their job, they will do whatever they can to help you achieve your practice vision.

Continued improvement in systems and measurements plus your ability to lead people will create an environment in which every team member feels empowered and does their best work.

Are you building a supportive environment in your practice?

The only way to get the best work from every team member is to build an environment built on trust and support. As practice leaders, we all must continue to develop our leadership skills in addition to implanting systems and processes to support our operations.

For more help get started on becoming the best practice leader you can be, join our upcoming Marketing & Practice Growth Challenge — save 20% off with the code CHALLENGE at checkout!

How to Create Teams and Assign Projects to Team Members Using Asana

Asana is one of my favorite tools to increase productivity in dental practices. It is the best way to collaborate with team members to manage key tasks and projects. You can easily get everyone on the same page and prevent key tasks from falling behind or not happening at all.

Asana keeps everything organized and sends automated email notifications to team members when they have something to do or a task they are working on gets updated. You can also send notifications to team members manually through Asana by tagging them in a post just like you would tag someone on social media.

If you have never used Asana before, you are only four steps away from the peace of mind that comes with knowing your most important tasks are organized, assigned, and on track.

1. Sign up for Asana to manage dental practice projects with ease.

 

How to Create Teams and Assign Projects to Team Members Using Asana

 

If you have never used Asana, you can sign up at Asana.com. Asana is a web-based program so you can access the secure platform from anywhere you have an internet connection. No need to stay late at the office to review progress and keep tasks on target anymore.

Asana offers a free version for small teams that do not need customized privacy settings. The free version lets you either keep information private to you or make it public to everyone on your team. For customized privacy settings, which I recommend, claim a free trial to the premium version. Customized settings allow you to choose exactly who has access to what information, instead of limiting it to nobody or everybody. When your trial expires, you pay a small fee per user. If you use Asana well, increased productivity will more than cover the fee.

2. Create teams for your practice.

The best way to manage projects is to make sure everyone knows exactly what they need to do and by when they need to do it. Asana’s “team” function allows you to do just that. Once you set up your account, you can set different Asana teams for different needs and assign team members only to the teams they need to access.

We suggest starting with five teams. First, create a team for your entire practice. There, you can share practice-wide initiatives, news, and information. Second, create one for training where you manage training activities within your practice. Third, create a team for accounting and finance. There your accounting and finance teams can manage information. Finally, set up a team for marketing where you can keep all your marketing materials and activities organized.

When you set up a team, choose a name, add a description, and then add email addresses for team members who need access. You can choose for the team to be hidden or public to the entire practice. Projects and tasks in a hidden team will only be visible to members of that team. Projects and tasks in a public team will be visible to all practice team members.

3. Create team projects.

 

How to Create Teams and Assign Projects to Team Members Using Asana

 

Once you create your teams, start creating projects for each team. As with teams, you can edit privacy settings for projects to be public or private only to select team members.

We recommend adding projects for the items you want to make sure happen in your practice. For example, you could set a project for your Team Leader Live Agenda, Training, 90-Day Planning, and Systems for your practice-wide team.

Having a Team Leader Live Agenda projects allows you to make sure your agenda is up to date. It also ensures your entire team knows what topics their team leaders are focusing on. Your Training project lets everyone know what training they must complete. The 90-Day Planning makes sure you set your 90-day goals and stay on track with tasks needed to achieve them. Finally, a Systems project organizes key practice systems in one place.

4. Create sections and assign tasks to the right team members.

Within projects you can create multiple “sections.” Sections function as additional ways to organize tasks by timeline or priority. For example, in your 90-day planning project, you could have three sections, one for each month.

Once you set any sections you need, you can easily create and assign specific tasks to team members. Each task is organized in one convenient thread where you can add a description, attach documents, assign a due date, communicate with team members, and even assign the task back and forth. All of your communications will be in one place, so you never have to waste time searching email or papers again. When a team member completes his or her part of a task, they can “assign” it back to you for review similar to volleyball players knocking the ball back and forth over the net. If you need them to adjust their work on a task, you can add a comment and assign it back. If it is complete, you can mark it as complete or assign it to another team member to add their part.

Are you ready to get more organized and productive than ever before?

 

How to Create Teams and Assign Projects to Team Members Using Asana

 

Asana is my favorite productivity tool for your practice. Once it is set up, creating and assigning tasks will be easier than ever. You can keep all tasks organized and on track from wherever you have an internet connection.

To learn more about using Asana to get more organized and productive than ever before, check out the team of expert coaches, training, and resources we offer in our signature Delivering WOW Platinum Mastermind Program.

If you want to join hundreds of practices that we've been helping on getting more productive and organized, please check out our upcoming Marketing & Practice Growth Challenge.

Find out more here — plus use the code CHALLENGE at checkout to get 20% off!

How To Attract Your Ideal New Patient With Cyndi Blalock

Cyndi Blalock - Delivering Wow Podcast Ep 84

This week on the Delivering Wow podcast I had the pleasure of talking to Dr. Cyndi Blalock. Dr. Blalock passionately believes in ‘finding your tribe’. By finding your ideal patients and team, you can create the practice of your dreams.

Cyndi Blalock - Delivering Wow Podcast

Dr. Blalock completed her Bachelor of Science degree at Southeast Missouri State University in Cape Girardeau, MO and completed her Doctor of Dental Surgery training at the University of Missouri-Kansas City School of Dentistry. During her training she completed an externship in oral and maxillofacial surgery at Truman Medical Center.

Dr. Blalock is an active member of the American Dental Association, as well as the Missouri Dental Association and Greater St. Louis Dental Society. She has spent time at the Missouri Capitol educating Missouri state representatives and senators about issues effecting the field of dentistry. She also writes a column that appears in The Arch magazine and is proud to provide dental care to the service men and women in the Army, Navy, and the Missouri National Guard.

On the podcast we discussed:

  • The journey that led her to where she is today
  • What ‘find your tribe’ means and why she follows that philosophy
  • Why you should define the kind of patients that you want to serve and then ensure that you focus on finding them
  • Having team members who are onboard with your philosophy
  • The process that Dr. Blalock and her team follow to define their tribe
  • What to do if you have patients that you would rather not have
  • How to find your ideal patient – from asking for referrals to using social media
  • How powerful Facebook advertising can be when trying to define and find your ideal patient
  • The culture of Dr. Blalock’s dental practice and importance of leading by example

Cyndi Blalock - Delivering Wow Podcast

You can find Cyndi on Facebook

If you haven’t done so already, please do make sure that you join the Dental Marketing and Profits Facebook Group

Here's a short video trailer of the podcast episode:

 

How to Keep Your Team Members Motivated

When building a Delivering WOW dental practice, you'll quickly discover that one of your best investments of time and money is in your team.

Although building a better team starts with committing to making sure every team member is aligned with your practice vision, investing in continued training and inspiring them to perform their best, you must invest in keeping your team members motivated if you want consistent and steady growth for your practice.

With a team of motivated and loyal team members in place, you'll be able to delegate more and work less, without sacrificing profits.

With disloyal or unmotivated team members, your patient care will be inconsistent at best. Here are three ways to create a WOW work experience for your team members so you can keep your team motivated and performing their best.

1. Make working for your practice about more than the money.

Make sure working for your practice isn't just about collecting a paycheck. A paycheck might bring them back to work the next day, but it won't keep them motivated to do their best work.

Although this starts with recruiting the right people into your practice, it can't stop there. Team members who see their work connected to things like giving back to your community and participating in charitable initiatives, it gives them regular reminders that their work is connected to a bigger purpose.

2. Support and showcase your team members in public.

Look for opportunities to support and showcase your team members in public. Even small gestures like sharing, retweeting, liking, or commenting on their social posts will build their connection to your practice. Other things you can do is share praise for them online or donate to causes or fundraisers they're involved with. You can also allow them to lead a charitable initiative for your practice. These small gestures remind them they're important to you and keep them motivated to do their best because they'll know that they'll be publicly praised and privately appreciated.

3. Give your team members unique perks.

According to John Ruhlin, author of Giftology: The Art and Science of Using Gifts to Cut Through the Noise, Increase Referrals, and Strengthen Retention, one of the best ways to build a motivated and loyal team is to give them unique perks. The best perks to give, according to Ruhlin, are “practical luxuries,” which are benefits that make their lives easier or more enjoyable. For example, Ruhlin budgets $1,500 per employee per year to have their houses cleaned.

Look for ways to invest in practical luxuries for your team members, too. In my practice, I give my team members Amazon Kindle ebook readers and give them books for their personal and professional enjoyment. Be creative. Listen for things they struggle with in their day-to-day lives and look for ways to create a perk to make their lives more enjoyable. How can you make your team members’ lives easier or more enjoyable?

Show me your team and I’ll show you your future.

A well-known quote says if you “show me your friends . . . I'll show you your future.” In business, the same things holds true, only the friends who control your future are your team members.

If your team members are loyal and motivated, your future will be bright. You'll make more, work less, and enjoy your life. If not, you'll struggle and eventually burn out.

Show your team members you care about them. Take an interest in what they do. Make working for your practice about more than just a paycheck. And look for opportunities to give them practical luxuries.

That care and generosity will be reciprocated and everyone will benefit—your team members, your patients, your family, and you.

If you want more ideas for how to motivate your team members, you can still get a 14-day trial membership to Delivering Wow U right here. You could also get ideas from me and over 2,000 other dentists in the Delivering WOW Facebook Dental Hangout on Facebook right here.

2 Ways to Inspire Your Dental Practice Team Members

As we’ve discussed before, building your team holds a special place of significance in your practice. Having the right team in place helps you make more money in less time because it allows you to delegate administrative tasks to others and focus your time on building your business and enjoying what’s important to you outside of your practice.

When we last talked about how to build the right team to transform your dental practice, we walked through finding and testing candidates to make sure they fit the vision and culture of the practice you’re building. This included things like identifying qualities you need in each team member, such as a strong work ethic or good attitude, and incorporating your practice vision and culture into your candidate search.

By evaluating team members and candidates to ensure they share your vision for your practice, embrace the culture of your practice, and have the personal and professional qualities you need, you’ll help ensure you have the right people working with you.

Once they’re on board, however, it’s critical that you keep them inspired and motivated to do their best work on a consistent basis.

Even the most positive, hardworking team members can grow frustrated and uninspired over time. Because of that, it’s important to be intentional about designing your practice so it helps keep your team members inspired and working hard.

Here are two things you can do to help inspire them so you can be confident they’ll help you deliver a WOW experience to each and every patient, turn those patients to raving fans, and allow you to build a practice that helps you achieve your personal and professional goals.

1. Create clear systems and processes.

Some people are surprised that having systems and processes in place actually helps inspire team members. They think having more rules reduces satisfaction. That couldn’t be further from the truth. It’s not that the systems and processes inspire. It’s what having those systems and processes does that inspires and motivates your team members.

Without clear systems and processes in place, you’d have to do everything yourself to be confident it would be done consistently well or train people over and over again to do things that need to be done in your practice. That would be frustrating for everyone.

On the other hand, when you have clear systems and processes in place, you can train people once or twice on following the systems and processes, and then you can be confident they can perform those tasks instead of having to do them yourself.

Clear and documented systems and processes let your team members know exactly what’s expected of them. This sets them up for success and ensures they can do their job consistently well. That’s what helps keep them inspired and motivated. (It also reduces frustration on your part because things will be done right the first time and every time.)

2. Make sure your practice is about more than just teeth.

If your team members share your vision and get involved with community or charitable initiatives, it changes how they view their work. They’ll see an impact beyond the dental care and when people ask them what they do, they’ll connect their work to that greater impact.

When people ask how they like their job, they’ll light up and talk about all the great things your practice does beyond the teeth.

To promote this, regularly give back to the community through things like charity drives, donated or low-cost services, and more. Get your team on board. Reward them for participating. Have fun with it by recognizing their contributions on social media. Let them know that their great work allows your practice to make an even bigger impact.

Connect their work to a bigger story they can be proud of. In my practice, openly acknowledging how much my great and Spanish-speaking team member Mayra’s connection to the Spanish-speaking community helped us serve Medicaid patients who weren’t being served like the greater population helped keep Mayra inspired and motivated because she knew she was making an important impact. It also inspired other team members who helped serve those same patients.

What will you do to inspire your patients?

The key to personal and professional freedom lies in your ability to build a practice that can run without you.

Without inspired and dedicated team members, it doesn’t matter how hard you work, you’ll never be able to keep up, and you’ll never build a practice that helps you build the personal and professional life of your dreams. You’ll be stuck in the office all day, every day because you’ll have to do everything, every time.

Take a few minutes to identify how you can create systems and processes to help your team members take some work off your hands and to make their work part of something much bigger than fixing teeth.

How to Build the Right Team to Transform Your Dental Practice

Although all six elements of building a dental practice that can run without you are important, building the right team holds a special place of significance.

Building the right team for your practice is much more about vision, culture, and qualities than it is about assembling a group of people with the technical skills to perform tasks. Skills can be taught. Vision, culture, and qualities, however, are often deep-seated personal traits that are tough to change.

The best way to build the best team for your practice, then, is to start with vision, culture, and qualities. From there, you can help your team succeed by putting them in the right positions for them to succeed while investing in their technical skill development so they can continue to grow.

With the right people on your team, you will protect your core values and culture, and your practice will run much more smoothly. That will allow you to delegate more, work less, and feel confident that every patient will get the same great service no matter who serves them.

With the wrong people on board, it doesn’t matter how great your vision is or how strong your systems are, results will be inconsistent at best. When that happens, you’ll either have to do everything yourself or go through the time-consuming and costly process of firing, hiring, and training people over and over again. That’s a recipe for burnout.

Here are five steps to get started assembling the right team for your dental practice.

1. Commit to making sure every team member is a good fit for your practice.

Although this might seem obvious, it’s important to recognize your commitment because even one team member with a bad attitude or poor work ethic can put a big strain on your practice.

2. Identify the qualities you need in your team members.

Take a few minutes to list the qualities everyone will need in order for your team to succeed.

To help you get started, the two most important qualities are “strong work ethic” and “good attitude.” Those are two non-negotiable qualities because they can help overcome almost any obstacle a practice will face. Avoid people who are just looking for a paycheck or who aren’t willing to do whatever it takes to achieve your practice’s vision and goals.

With those two qualities in hand, list other qualities that are important. These need to be specific to your vision and goals. Do you prefer people who live in the community you serve? Do you need people who have a history of volunteering to serve not-for-profits?

With these qualities in mind, you’re ready to transform your team.

4. Invest in and evaluate your current team members.

Assembling the right team for your practice starts with investing in current team members. This requires you to explain your vision, show them how they fit into it, and clearly communicate what is expected of them. Make sure they feel included, see the value of their role in the future of your practice, and understand how to succeed.

This also requires you to invest in your team’s development by helping them grow personally and professionally. Provide tools and resources. Consider providing Kindles to fast-track their learning. We did this at my practice and recommended books to reinforce the vision we were building toward. We then facilitated helpful discussions about the books. Three great team reads are The Compound Effect by Darren Hardy, Eat That Frog! by Brian Tracy, and What Got You Here Won’t Get You There by Marshall Goldsmith. If you’re new to Audible, you can even get a free audio copy of any of those books through my partnership at DeliveringWow.com/Audible.

When you invest in and evaluate your current team members, you’ll likely find most of them come alive with new energy and get excited about their role in building your vision. You may also find that some existing team members aren’t a good fit, even after sharing your vision and trying to invest in them. If you discover a team member isn’t willing to make the transition needed, I suggest helping them find a better fit. It’s important to be a strong leader and not let a team member’s resistance keep you from building the practice you know is best for you.

We had one woman who thought the transition we needed would be too much work. I understood and told her that this was the new direction we were going with the practice and I was okay if she didn’t want to be a part of it. She found another practice that was a better fit for her. I moved forward with an extremely motivated team.

5. Incorporate your vision, culture, and qualities needed in external searches.

Although including your vision, culture, and required qualities up front will reduce the number of applicants you will get, it will also help filter applicants who aren’t a good fit. This will save you time, money, and frustration.

When people contact your office in response to an ad or a team member referral, continue include your vision, culture, and qualities at every stage of the interview process.

Before scheduling an interview, either you or a trusted team member should ask them why they’re interested in working with you if they’re responding to an ad, or communicate your vision, culture, and qualities if they’re a referral from someone. Listen to their response to make sure they sound like a good candidate before inviting them for an interview.

During the interview, discuss your vision. Ask them to share their ideas about how a practice can achieve that vision. Ask them what it would mean to them to work at a place like that. Ask them what it would mean to the community to build a practice like that. Finally, ask them for examples from their past experiences that demonstrate the qualities you need.

By doing this, you’ll help ensure new team members know exactly what type of practice they’d be joining. You’ll also get valuable information about whether they’re a fit for your practice and not just someone with the necessary technical skills to perform the tasks needed of them.

Your vision, your culture, your team

By including your practice vision, culture, and team‑member qualities in team development, you’ll help ensure you have the right people in place to help you grow the practice of your dreams.

Once you’ve assembled the right team, you’ll be able to delegate more confidently and sleep soundly knowing your practice is in good hands.

Take a few minutes to start walking through these five steps for your team.

Make sure to join us on the inside of the Delivering WOW Hangout, the FREE Facebook Group of the Delivering WOW Community!

How to Build a Better Team with LIsa Spradley

Lisa Marie Spradley, FAADOM, is the Front Desk Lady. She has worked in the front office for 20 years and understands the struggle to put patient’s needs first while still taking care of the business of the front office.

As a coach and speaker, she trains teams to develop conversational skills that can lead to more production and increase in-office referrals. Lisa is a published author having written articles for industry publications such as Dentistry IQ, The Dental Geek, and AGD Impact. Her ebook “Press 3 to File a Claim,” is available for purchase online at www.press3tofile.com.

An active, lifetime member, and Fellow of the American Association of Dental Office Managers (AADOM), Lisa was honored to be named the 2014 AADOM Office Manager of the Year. Her years of experience as an office manager led her to create in office workshops that offer a common sense approach to help teams strengthen leadership and communications skills, and focus more on individuals.

In this episode we discuss:

-The benefits of investing in team training, and different ways that you can train your team

-Which systematic way team members should be answering the phone

-If someone were to call and ask, how much is a crown, how you should respond

-The role of the front desk in the overall customer experience

-The role of the front desk in creating the practice’s culture

-How to manage conversations with patients when you are out of network

Lisa Marie Spradley

Make sure to join us on the inside of the Delivering WOW Hangout, the free Facebook group of the Delivering WOW Community

How to Create a Profitable Hygiene Department with Debbie Seidel-Bittke RDH

Debbie Seidel-Bittke is the founder of Dental Practice Solutions and helps the dental practice uncover their true potential without working any harder. She is also a top leader in consulting according to DENTISTRY TODAY.

Debbie is also a former clinical assistant professor for the dental hygiene program at USC in Los Angeles and a former hygiene program director at a college in Portland, Oregon.

Dental Practice Solutions takes a holistic approach to creating sustainable profits in a patient-centered environment, by improving systems, services and inefficiencies in the dental hygiene department.

Is this episode, we discuss

  • The one simple system you can implement today to be more profitable
  • The importance of relationship building and communication
  •  Simple ways to increase the retention rate of the hygiene department
  • How to ensure that your patients keep coming back

Debbie also shares exactly what you can do when patients say they don't want treatment..

Links in the episode:

Dental Practice Solutions

What's next:

Download my FREE guide: “The Complete Checklist to Systematizing Your Practice”.

Join the Delivering WOW Hangout, my FREE Facebook Group!

How To Get the Best ROI From Your TEAM

For many dentists, labor costs are one of the biggest expenses incurred. However, it's interesting how many dentists don't work to turn their employees into a profitable return on investment. If the dentist is not a strong leader, who is committed to building a great team and setting a clear path to achieving the vision of the practice, profits are escaping every day.  To turn your team into an investment, you've got to be a great leader who can build a team that is committed to helping the practice grow, knows what to do, and performs.

Strong leaders have an ability to inspire others, to build other leaders. They are able to paint a picture of how big the possibilities are for reaching massive goals, and enlist their employees to help them exceed them. Strong leaders give clear directions of their expectations and ensure that their employees know what to do. They are not afraid to have uncomfortable conversations, or to speak up when an employee is not performing. They inspire action.

To be a better leader for your team, share your goals and your vision. Make sure that your team knows what they, as well as you, are working for. Make sure that they understand that through your practice, everyone can achieve their personal dreams. If the business is profitable, everyone wins. A profitable practice means that EVERYONE is doing something right. It means that you have an office culture that is different and unique. It means that you have great systems for consistency. It means that you have a great brand. This level of success can not be achieved with you alone. You need your team. A team which can overdeliver and wow.  

Some dentists know that there are people who are not a great culture fit for their practice, but they keep them. They are too afraid to speak up. As a result, their practice will never reach its maximum potential and other employees don't see them as strong leaders. 

That being said, once you have your dream team, invest in their success. Carve out time for weekly lunch and learn/ practice growth sessions, provide your team with kindles and purchase books for them for their personal development. Reward them with awesome team building activities off site, and reward them with bonuses from profits!

Team members need to know that they are there to perform specific tasks to help the business grow. They are not there to hang out for the day and collect a paycheck. They need to know that if you wanted to or were able to perform their tasks, you could keep their wage and do it yourself. However, for any business to grow, it must leverage employees to scale up and accomplish more. Dentists must ensure that their team has specific directions of which tasks they must perform, and they must be held accountable. Take the time to have your best team members create manuals for their positions so future new hires have checklists of all of what they must do. These manuals should include photos of setups for operatories and trays, links to training videos that they must watch in your practice management software, and scripts of how common questions should be answered.

What this team looks like is one which brainstorms on growth strategies. This team prevents waste and negotiates with suppliers to get the best cost. This team is an advocate for the practice and helps to bring in new patients while they are out in the community. This team, in turn, is not an expense, but an investment.  

Invest in being a better leader and in giving your team the tools to soar, and they will return massive dividends!

 

Dr. Anissa Holmes, a Global leader in Social Media Marketing, and owner of Jamaica Cosmetic Dental Services, helps dentists and small business owners receive massive growth through developing their culture, systems and brand.

Dr. Holmes, through her podcast, The Delivering WOW Dental Podcast and her book Delivering WOW- How Dentists Can Build a Fascinating Brand And Achieve More While Working Less, shares tips for designing a unique business culture to deliver a “Wow” experience every time, strategies to triple leads and new customers as well as strategies to build an amazing team.

 

How to get your TEAM to Over Deliver

It is very interesting that many business owners say that their team should be satisfied to just “have a job”, or that their motivation should come from within.  

While it is true that your team should be self-starters, you will see their productivity and commitment to grow your business multiply once they feel your appreciation.

Have FUN with your team!  Offices can do bowling, paint-on-canvas parties, surprise shopping sprees, zip-lining, or spa days. These encourage team-buildng, and allow the team and the business owner to bond and grow.  

Many business owners say that they use verbal encouragement. This is, in fact, more important than any monetary compensation that you could provide. Once your TEAM knows that you appreciate their efforts to help your business grow, they will be motivated to give even more. I often comment in front of my customers how I am so fortunate and thrilled to have an Amazing team. My team members say that they have never felt so appreciated!

I personally believe in offering a reasonable base salary, with the remaining compensation based on performance.  That way, the TEAM is vested in the company. They are willing, if needed, to work through lunch or stay late.  They do whatever it takes to please to customers.

Only once the business is profitable, then the team can be rewarded a bonus.  Many business owners give financial rewards without knowing their numbers, or if they are in a position to do so. We were fortunate to give a 1 month's salary mid year bonus.

My team has done vision boards, so they know ahead of time what their bonus will be allocated to. If there is no profit, there is no bonus.  We are all working to achieve our goals, and it just works!