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3 Strategies for Hiring the Right People

3 Strategies for Hiring the Right People

You can’t always get what you want, goes the classic Rolling Stones song. This is especially true when trying to hire quality employees. Many dentists make the mistake of only looking for a dental superstar to join their practices, while disregarding many other worthy applicants.

Think of pro sports… there are only so many superstars––whether it’s Serena Williams or Tom Brady––out there. And sometimes these high performers have their own issues, such as not “playing well” with other team members.

If you can find a superstar who’s a good fit for your practice, great. If you can’t, here are three qualities that you should look for in prospective employees:

1. Potential to Be Great

Everyone has to start somewhere. Maybe this candidate doesn’t have much experience, but has demonstrated through her education, non-dental employment and volunteer activities that she has the right stuff to be a key contributor to your practice’s success.

Early in their careers, even superstars weren’t truly superstars. If you can get someone who can become––with the right training and mentorship––a great employee, then you may end up having superstar in your practice for a long time.

2. Want to Grow, Learn, and Get Better

In your search, you will probably run across candidates who are switching careers or attempting to re-enter the work force after a hiatus as a stay-at-home parent. Many of these people possess the capabilities to become quality team members, especially on the administrative side of the practice. Look at their experience… do you see a commitment to learning, taking on new responsibilities and adding new skills?

Realize that there are far more people with non-dental work experience out there. Many of them can make excellent additions to your staff, if they have a track record that shows a demonstrated ability for achievement and growth.

3. Enthusiastic and Energetic

Personality matters. You need positive people in your practice. Expert clinical care goes hand in hand with excellent customer service. There may be times that a person with little experience but a lot of enthusiasm may be the best choice. Of course, you want to conduct at least two interviews to make sure that this person would be a good fit for the practice.

Conclusion

Will you be able to hire superstar team members every time? Probably not.

What you can do is look for people who have the potential to be superstars, who want to grow, and who are energized and enthusiastic. When people are willing to learn and improve, great things can happen.


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3 Habits of Happy Dentists

3 Habits of Happy Dentists

Dentistry is a good gig, right? Better than most careers. US News & World Report regularly ranks dentistry as one of the best jobs in the country. Yet, I’ve met many dentists who are stressed out. In fact, 29% reported high or extremely high stress, according to the latest Dental Economics – Levin Group Practice Survey.

In recent years, the business of dentistry has become more complex, which has made owning and operating a successful practice more challenging. But, after all is said and done, dentistry is still an amazing profession.

Here are three habits that can help you enjoy what you do even more:

1. Communication

Share information with your team. If they know what the goals are, they can work toward achieving the objectives. If they don’t know, there’s not much they can do.

Hold morning meetings to preview the day’s coming attractions. These huddles give everyone a heads-up about what to expect for the next eight hours. Also, hold regular monthly meetings to work on larger issues, such as fixing customer service breakdowns, role-playing scripts, implementing new systems, etc.

2. Delegation

One reason some dentists are unhappy is because they’re trying to do too much. You shouldn’t be answering phones, dealing with billing issues, or scheduling patients. Those activities should all be performed by your team. In fact, you should delegate nearly all administrative activities to your staff, so you can focus on patient care.

Delegation not only benefits you but also your team. It shows that you trust them to do their jobs, make decisions and handle things without being directly supervised or told what to do. Of course, you will need to provide effective training, so your employees are fully capable of performing their duties.

3. Appreciation

Let your team know what kind of job they’re doing. Thank them when things are going well. Recognize their efforts when they go above and beyond. You want your staff to view their employment at your practice as more than just another job. You want them to see it as a calling where they have the opportunity to learn, grow and excel. Acknowledging quality performance is one way to ensure good employees stay with your practice for as long as possible.

Conclusion

There’s a lot in dentistry (and life) you can’t control. But two things you can control are your attitude and your actions. Use these three habits to increase your personal and professional satisfaction.


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4 Lies That Hold Dentists Back

4 Lies That Hold Dentists Back

Dear Struggling Dentist,

Here’s some advice––stop being your own worst enemy!

Yes, I know, the dental economy isn’t the greatest and competition is heating up as DSOs continue to grow. And I realize that patients are less loyal than they used to be and even the loyal ones don’t come in for their twice-yearly hygiene appointments. On top of all that, the insurance companies keep chopping reimbursements and so on and so on.

Yes, these things are all true and they make it much more challenging to run a successful practice.

But I’ve met too many dentists who are struggling and yet continue to believe in dangerous, performance-depleting myths. Let me be clear, these internalized myths are far more dangerous than all the external threats combined.

Here are four of the most pernicious lies dentists tell themselves:

1. “Something Will Rescue Me”

Nobody’s coming. This isn’t a superhero movie where Batman shows up at your office, grabs a canister of “New Patient Attractor” from his trusty bat belt, douses your reception area with this magical elixir, and then suddenly your practice is overrun with new patients. Ain’t gonna happen. No way, no how!

You’ve got to be your own superhero. That means putting together a plan, brainstorming strategies and implementing them, tracking performance, making adjustments, and getting expert help when needed. No cape or Batmobile required.

2. “It’s Just a Phase”

I’ve heard this over and over from dentists whose production has been down three or four years. That’s not a phase, it’s a permanent condition! Well, that is, unless you decide to do something about it.

I get it. You want to be positive. You want to believe the practice will turn around. But belief alone isn’t enough. For things to improve, you have to marry belief to action.

It’s like losing weight. You may want to drop 20 pounds, but if you don’t change your diet or your exercise habits, you won’t shed any weight.

3. “But It Worked Before”

That doesn’t mean it will work now or ever again. And if it’s not working now, that’s your sign to change what you’re doing. The “it” can be a marketing strategy, campaign or ad. Just because something was successful in the past, there’s no guarantee it will succeed in the present.

 4. “The Economy Will Pick Up”

It’s already picked up. So if you’re expecting some turbocharged, super-heated, macro-economic miracle to lift the dental economy out of the doldrums, you’re bound to be disappointed.

But all is not lost. The business of dentistry is evolving and will continue to evolve. So, forget the economy and concentrate on something you can control, like the activities within your practice. Fortunately, there’s plenty you can do right now to make sure your practice is successful, such as:

  • Scheduling 98% of hygiene patients
  • Reactivating inactive patients
  • Collecting 98% of fees
  • Persuading at least half of your patients to make a referral every year
  • Delegating all administrative tasks to your team, so you can focus on patient care

None of these activities has anything to do with the overall economy. These are things you and your team can make happen on your own. So, what are you waiting for? Pick one and get started!

Conclusion

What we believe can either help us or hurt us. Too often dentists cling to false beliefs that limit their performance and their potential. Take a hard look at what’s holding you back. If it’s one of these lies, toss it aside and move on.


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Honest Mistake

Honest Mistake

One of the biggest mistakes dentists make as practice leaders is not being honest with their team members. I’m not suggesting that they say things that aren’t true. The problem is that they don’t say things that are true.

We’ve all been there. A member of your staff falls short of your expectations and, to avoid confrontation or discomfort, you say nothing. Hoping the problem will go away (which rarely happens), you tolerate her poor performance, negative attitude, or personal issue that’s disrupting office efficiency. As she spirals downward, your displeasure grows.

Eventually, you feel you have no choice but to terminate her. In short, your compassion has the opposite effect of what you intended. The team member in question—who may have had excellent potential—must move on, leaving behind a stressed and demoralized staff and a well-meaning team leader (you) who is learning to hate this part of practice ownership.

Rather than saying nothing about questionable staff behavior, speak up. Discuss the issue calmly and constructively in private with the team member. Help team members improve. Catch and help correct bad habits early and everyone will benefit… honest!

Additional Resource

For more about other honest mistakes practice owners make, read a free excerpt from Dr. Levin’s book, The 31 Biggest Mistakes Dentists Make, go here and click on the “Read an Excerpt” button.

Go and get grab your copy now!