We ended last week with a short discussion about staff, and you should have read the chapter on benchmarks and overhead and staff ownership from The Super General Dental Practice. (www.supergeneralpractice.com for your free copy). Before we start discussing the second principle for a successful bonus plan, let me remind you that a bonus system ...
Read MoreThis is one of those topics that I have written about many times but is still one area that doctors seem to struggle implementing successfully. It seems that most doctors consider a “bonus” system as a need to have, check the box, I haven’t arrived, must do system to feel that they are successful. In their haste to have it, they forget that ...
Read MoreI hope you were not too surprised with your investigation of how your front desk answers the phone and what your actual conversion rate to an appointment looked like. It is startling at the reality of its impact but remember that in a Fixer Upper, we leave no stone unturned. Searching out the true numbers is much like demolition day in a home ...
Read MoreWhen it comes to successful businesses, timing, location, and demographics are always super important. But when I see doctors “thinking like a dentist” I often see some disconnect in understanding, assembling, training, and keeping a great staff. Through the years I have felt more and more like you should never hire “employees” you should ...
Read MoreIn the first two parts of “stop thinking like a dentist” we’ve seen that viewing solo practice as a destination or benchmark for dentists is not the best approach and also how debt and entitlement can cripple a successful dental practice. The goal here is to point out the seeming innocuous beliefs that a dentist has that will subject him or ...
Read MoreSummit Practice Solutions was built on a philosophy of the Purpose Driven, Doctor Led, Staff Owned practice management office culture. These foundational principles were taken from my main office in McKinney, Texas, with over 3 decades of private practice success and including multiple locations. This is another look at staff issues and what part ...
Read MoreOne of the most prevalent characteristics of a “Donor” practice is high staff turnover. If you are not keeping staff for 5 or more years, you are a donor practice. High staff turnover also indicates poor systems, management, leadership, and culture in your practice. I have yet to find any demographic justification for not having long-term ...
Read MoreI am probably going to get a lot of negative feedback on this topic. I want to talk about underperforming hygiene departments. Whether you have one or a dozen hygienists, you need to look at hygiene as the hub of your entire practice. Hygiene services should be brining in at least 33% of your entire practice production. Hygienists should partner ...
Read MoreYou will never go any further in your practice than the person who has the lowest commitment to your culture and vision: the same as the strength of a chain being no stronger than the weakest link. In the past I have referred to these employees as energy vampires. In a way I think you could also refer to them as toxic workers. They come in many ...
Read MoreI was visiting an office last week and wanted a unique strategy to give them some momentum and direction for their practice to grow. I had done this once before with so-so results but I just knew this office would really shine. This strategy can be a game changer. Experiencing the Power Day can reset your deserve meter and fundamentally change the ...
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