One of the things that I help practices with is reducing their dependence on reduced fee insurance plans. These are situations where they sign up and they are required to reduce their fee in order to be in contract with an insurance company.
I can have two practices that are very similar. I can go to both of those practices separately and deliver the same solutions and the same content. Both of them implement those solutions and one practice will get results and have growth and the other practice will have extraordinary results…
If you fall into the trap of, “When I get here, I’ll be happy,” and then you get there and you think, “Well, I just need to get to this level, and then I’ll be happy, or when this department is running by itself without my help, I’ll be happy.”It’s never ending.
Are you frustrated because your team is making a lot of mistakes? Or maybe they’re not bringing anything to the table and you feel like you’re pulling the team along toward your vision. It could be because you’re controlling instead of empowering your team.
One of the biggest challenges I’ve had to personally overcome as a business owner, and now I help my clients do the same, is learning how to recognize limiting beliefs and how they’re holding you back in your business. This is really tricky, because limiting beliefs pop up when you’re scared.
One of the hardest decisions my clients face is deciding when it’s time to let a toxic team member go.It’s hard because it’s confrontational, it’s scary and it puts you outside of your comfort zone. But what’s happening when you keep that toxic team member in your practice?
The most successful doctors I work with have one thing in common … They are willing to look in the mirror when it comes to the results in their practice.
Do you avoid confrontation? Confrontation is the number one thing I see holding doctors back from holding their team accountable. It’s scary and very uncomfortable and so sometimes the default is to just avoid it altogether.
Are you struggling with implementation in your practice?
One thing I see that makes a big difference for practices is when they only implement new things that the doctor can commit to holding team members accountable for.
Do you ever notice yourself presenting dentistry differently to a patient after you’ve learned something personal about a challenge that they might have in affording their care? Or maybe you learned that their insurance is at the max.
How happy are you in your business?Are you feeling fulfilled? Do you wake up in the morning excited to go to work in your business? These are really important questions … even more important than the numbers questions that most people are focusing on in their businesses.
If you’re not carving out time for business development in your practice, you’re losing money! What I’ve found working with clients over the last 12 years is:
Hiring a consultant is a big step! I want to share with you three things that you have to be willing to do in order to have a successful outcome working with a consultant.
I love the quote, “You either have excuses or you have results,” because it reminds me to focus on what I can do and what areas of opportunity there are to tap into.
Have you ever wondered why patients are leaving your practice and seeking dental care elsewhere? These points may seem very simple, but they’re so true. Here are the Top 3 Reasons Patients Are Leaving Your Practice:
I work with so many dentists who are running a business, raising a family and they have so many things on their plate that they are trying to manage while still achieving their goals and growing their practices.
Doctors, if you're in private practice chances are you feel alone with no one to vent to if you have frustrations.
I've talked to doctors who have fallen into the trap of venting to team members about other team members and this can be very damaging not only to your team, but to your credibility as a leader.
