Well, hello, everyone. And welcome to another episode of the Delivering Wow Dental Podcast. Today, we're talking all about training a dental team member who's not good with patients. So question for you. Have you ever had a team member that was afraid to talk to patients or was not outgoing or really building connections with your patients? I can tell you, I certainly have had that throughout the years. And so I wanted to share some insight and tips to be able to help you navigate this if you find that you have introverted team members or team members who are just not making that connection. So, in particular, what I'd love to discuss today is really looking at behavioral styles, and how can we assess all of our team members to be able to understand their behavioral styles? And what's really interesting is, as you start to get deeper into understanding and learning how this works, what you will discover is that the same things that apply with our team members in terms of behavioral styles also applies to our patients and why they make the decisions that they make.

It also applies to our family and our friends. And so, what we're talking about today is really looking at different behavioral styles. And what's really interesting is a lot of times we may look at a team member and saying, "Wow, they're not making the connection with our patients," and we start to really investigate why this is happening. And some of it is really just inherent. They may be an introvert, but digging deeper into behavioral styles, it's really interesting because we start to look that there are actually four main types. So you may have heard of DISC assessments. And with this, there are four main types. There is the D, which is the dominant personality style. They tend to be the leaders. They tend to be people who are okay with taking risks. There's also another behavioral style, which is the I. The I is going to be the person who's very outgoing. They are the life of the party.

Really interesting with the I, what we tend to see is sometimes they are not very good with follow through. Not always, but that's something that we typically see with the Is. And also going back to the D, they definitely are that dominant personality, and as a result of it, sometimes they can come off as being pushy. So as we start looking at the S style, the S style are people who are very, very connected to other people. They're very sensitive. They have a lot of strong feelings of connection with people. And the flip side of the Ss is sometimes they are taken advantage of, because they're so kind, they're so loving. And then you have the C, and the C behavioral style is someone who is very detail-oriented. These are people that typically are going to be accountants. They're the type of people that may be surgeons. And the flip side of the Cs is sometimes they are very, very serious, and sometimes they are really slow as well to make decisions.

And so, as we start looking at behavioral styles and the roles of our team members and the roles that they occupy in our practice, it's really important that we really understand where they are in terms of a natural behavioral style. And what's really interesting is sometimes when we get into a work environment, we have an adaptive style. But what I've discovered over the years is, I remember in the early days wanting to have, for example, social media done in my practice. And I gave that task to someone who had more of an S style, so there were very calm natured, definitely an introvert, and they really struggled to be able to ask people for video testimonials. And we switched it up and we gave it to a team member that had more of the I style, very outgoing and very excitable and loved talking to people. And all of a sudden, it was really, really easy for her to make that connection and to get those video testimonials.

And so as we again start looking at building out our team, one thing that I always coach on to my clients is to think about what you have a lot of, and also to look at gaps in terms of behavioral styles. And so if you have a team that is full of I, you're going to have a lot of fun in your practice. There's going to be a lot of extroverts. And something to think about and consider is, again, that flip side of it, where if you're having so much fun and it's the life at a party, we need somebody to be serious and get into the weeds and get things done and make sure that everyone is being held accountable. And so, if you have a team that has an imbalance, thinking about your next hire and which role or behavioral style you're going to put in. The same thing, if you have a team that everyone is very, very sweet, very, very emotionally connected to patients, and they're very, very soft-spoken, and you don't have Ds on your team, strong leaders, then you can have weaknesses there as well.

And so it's really, really interesting how this whole thing works. There are lots of different assessments. We have a particular one that we administer within our Accelerator Program, as well as for our coaching clients in our Mastermind, and it's been really, really insightful to get feedback from doctors saying, "Oh, now I understand why my hygienist, who's very outgoing, struggles with writing chart notes." And so, as team members start to understand their behavioral style and team members understand each other better, then now what will happen is that, as you are assigning tasks to be done, again, maybe it is building a new marketing campaign, maybe it's making a decision to start doing Loom videos to go ahead and document the processes that are happening in your practice, maybe you're making checklists of what you do daily, weekly, and monthly, that particular task would be really easy, creating a checklist, for someone who's a C. You give that to a different team member, they may struggle with it. And so, as we start looking at getting into peak performance and high performance and scalability of our practices, we want to know, what are the strengths?

What are our weaknesses? We want to understand who's good at what. And the other thing that we can start looking at when we really start diving into this and really looking at how can we improve the performance of our teams is also looking at, what is it that each individual team member loves to do and is good at? What is it that they like to do? And they're good at? And then below the line were the things that they don't like to do and they're not good at. And so, as we start looking at that, it's going to be very, very nice to see the results that starts to happen in your practice once you start to assign tasks and really put people in their area of strength and put people in the area of their natural high behavioral style. And once you start doing that, now you're going to have a team that's really working in synergy and working together, again, all for the same goal, to be able to grow the practice very quickly.

So hopefully this helps you and serves you. I absolutely love digging into the psychology of what happens to make practices grow, the psychology of what makes patients make a decision to come into our practices. It's pretty exciting. And so if you haven't yet done behavioral styles, I highly recommend that you do the assessment within your practice. If you're wanting help with it, of course, this is something that we help practices with all the time within our programs. And so if it's something that you're interested in, feel free to reach out to me on Facebook or to have a look at our web site at deliveringwow.com. All right, guys. So that's pretty much it for today. Hopefully, this serves you and we look forward to chatting with you again, really, really soon.

Thanks again for listening to today's episode. Now, the next step is to join our free Facebook group, which is the Delivering Wow Hangout. Inside of that group, you will be able to mastermind and share with dentists and team members. And to join us, go to dentalbossmovement.com.

Thanks so much for listening to this episode of the Delivering Wow Podcast with Dr. Anissa Holmes. We'll catch you next time.

Hi everyone, and welcome to another episode of the Delivering WOW Dental Podcast. I am super excited today. Today, we're going to be talking about three tips to grow your dental practice quickly. And what's going to be really exciting about today's episode is that everything that I'm sharing is actually part of a process that you could use to be able to ... Hi everyone, and welcome to another episode of The Delivering WOW Podcast. Super excited to be here with all of you once again. So, today I am pretty excited to announce that we have actually done some pretty significant changes with our Facebook group. So as many of you guys may or may not know, back in April, I made a decision to, I guess it's now temporarily close our Facebook group, our Delivering WOW hangout group. And I did it for a few reasons. Number one, I wanted to really focus on my coaching clients.

As many of us know, we had lots of transition, lots of changes, lots of overwhelm, lots of stress with COVID-19. And so, during that time, I really wanted to just serve my coaching clients really, really hard. We winded up doing multiple, multiple workshops. There were several weeks where we were on Zoom calls for two or three hours, just using that gift of time to build systems and to really hone in on training their team and just looking at how can we use that time and that opportunity. I also really wanted to focus on looking at what was next in terms of our training programs for the dental profession. And so really honing in on really creating a virtual platform where there would be CE, not just for practice management, but for clinical. And so we started honing in and we invested tens of thousands of dollars into our practice accelerator program, which is now allowing us to be able to train doctors and teams and have live coaching calls and help with marketing.

So it's been pretty exciting seeing all of the work that we put in and seeing the results of our clients. And so now, guess what? We're back. I've decided to go ahead and open back up our Delivering WOW Facebook group, which is now opened and rebranded as our Dental Boss Movement, super excited. We actually created a doctor only Facebook group back in April, which is now rebranded as the Dental Boss Movement, Doctor Only Group. So super excited to have you guys back in the groups and we're going to be doing some pretty exciting things. I am, once a week in our Dental Boss Movement Group, doing updates for our community, sharing a lesson. And also, of course, making any announcements that would be helpful for you and your team. So if you've not yet joined us there, check us out, dentalbossmovement.com.

This is a great group for you as well as for your teams to be able to get insight to grow your practice. And to be honest with you, also to connect with like-minded dentists. To be able to post your questions, get feedback, collaborate with others, share your wins, share your struggles and super excited to have that group back open. So today, I am actually going to be talking about three tips to grow your practice quickly. And this is going to be pretty exciting. Because when many people come to me, they have a few concerns when they come to us and they're looking for coaching. Number one, people are saying, you know what? I want a stronger team. I want accountability in my practice. People are telling me, I want to have a way to make sure that things are not slipping through the cracks.

And what I also of course hear is, I want to make sure that we are growing, that we have more profits, that we're not just wasting our time going day by day, that we're serving our patient's hard and that we're doing more cases to be able to change more lives. And so what I'm going to share today is actually going to be a really simple way to be able to grow your practice quickly using actually one tool. And really, really excited to share this with you. So one of the things that we implement with our coaching clients in our mastermind, as well as for the members of our practice accelerator program, which of

Hi everyone, and welcome to another episode of the Delivering WOW Dental Podcast. I am super excited today. Today, we're going to be talking about three tips to grow your dental practice quickly. And what's going to be really exciting about today's episode is that everything that I'm sharing is actually part of a process that you could use to be able to ... Hi everyone, and welcome to another episode of The Delivering WOW Podcast. Super excited to be here with all of you once again. So, today I am pretty excited to announce that we have actually done some pretty significant changes with our Facebook group. So as many of you guys may or may not know, back in April, I made a decision to, I guess it's now temporarily close our Facebook group, our Delivering WOW hangout group. And I did it for a few reasons. Number one, I wanted to really focus on my coaching clients.

As many of us know, we had lots of transition, lots of changes, lots of overwhelm, lots of stress with COVID-19. And so, during that time, I really wanted to just serve my coaching clients really, really hard. We winded up doing multiple, multiple workshops. There were several weeks where we were on Zoom calls for two or three hours, just using that gift of time to build systems and to really hone in on training their team and just looking at how can we use that time and that opportunity. I also really wanted to focus on looking at what was next in terms of our training programs for the dental profession. And so really honing in on really creating a virtual platform where there would be CE, not just for practice management, but for clinical. And so we started honing in and we invested tens of thousands of dollars into our practice accelerator program, which is now allowing us to be able to train doctors and teams and have live coaching calls and help with marketing.

So it's been pretty exciting seeing all of the work that we put in and seeing the results of our clients. And so now, guess what? We're back. I've decided to go ahead and open back up our Delivering WOW Facebook group, which is now opened and rebranded as our Dental Boss Movement, super excited. We actually created a doctor only Facebook group back in April, which is now rebranded as the Dental Boss Movement, Doctor Only Group. So super excited to have you guys back in the groups and we're going to be doing some pretty exciting things. I am, once a week in our Dental Boss Movement Group, doing updates for our community, sharing a lesson. And also, of course, making any announcements that would be helpful for you and your team. So if you've not yet joined us there, check us out, dentalbossmovement.com.

This is a great group for you as well as for your teams to be able to get insight to grow your practice. And to be honest with you, also to connect with like-minded dentists. To be able to post your questions, get feedback, collaborate with others, share your wins, share your struggles and super excited to have that group back open. So today, I am actually going to be talking about three tips to grow your practice quickly. And this is going to be pretty exciting. Because when many people come to me, they have a few concerns when they come to us and they're looking for coaching. Number one, people are saying, you know what? I want a stronger team. I want accountability in my practice. People are telling me, I want to have a way to make sure that things are not slipping through the cracks.

And what I also of course hear is, I want to make sure that we are growing, that we have more profits, that we're not just wasting our time going day by day, that we're serving our patient's hard, and that we're doing more cases to be able to change more lives. And so what I'm going to share today is actually going to be a really simple way to be able to grow your practice quickly using actually one tool. And really, really excited to share this with you. So one of the things that we implement with our coaching clients in our mastermind, as well as for the members of our practice accelerator program, which of course is our on-demand program. With live calls is having what we call a level 10 meeting. Now, some of you may have read the book, Traction, where you learned about level 10 meetings.

And so within our delivering wall programs, we use a lot of the principles and teach and help practices to implement a lot of processes and frameworks from EOS. And the level 10 meeting is one of them. And what we've done is we've really implemented and customized it for dentistry. And so, what that looks like is, every single week, having a meeting with your team where you can, number one, check-in and see, what are they sharing as their personal and professional best that they've had for the last week? Allowing you to be able to review and look at your numbers and see, what did you do really well to celebrate, again, success? And to look at opportunities for growth that week. To be able to look at all of the past projects that were important, maybe it is creating a new training manual, maybe it is starting a new marketing project, maybe it's committing to doing some research to purchase a new piece of equipment or taking a CE course.

It's also allowing you to really have an opportunity to hone in on cracks and discuss things that need to be discussed in your practice. Maybe you have broken appointments. And so, I absolutely love practices having this meeting. This is something that we've been doing in my practice for years, as well as something that we help practices implement, again, within our accelerator program and within our coaching program, our mastermind. And so, I want to share some of these tips with you and hone in on a few particular areas to go ahead and give you three things that you can look at specifically to be able to grow your practice. And number one is, having that opportunity to come together every week as a team. And the first thing that we do in our level 10 meeting is, we have where our team comes in and they share their personal and professional best.

And what's really interesting is that we have team members, everybody has their tasks that we're working on, but we're all people. And so you may have a team member that may have marital issues, you may have a team member that has a sick child, you may have a team member that is sick that week. And so, having an opportunity for your team to come in and say, this is my personal best. I was able to spend time and take a weekend away and spend time with my mom who's getting older. Or, you know what? This week I didn't have a personal best, I'm having some struggles. And they're able to share that. Then now the team can understand where they are and they can support them. And what's awesome as well is it's personal and professional best.

So the professional best they may say, I'm really excited, maybe it's a team member, maybe it's a dental assistant. Last week there was a patient that came in and she was very apprehensive about getting that bridge done. She had some dental work done in the past and it didn't work out really well. And I was able to talk to her and share with her that we are going to take time and we're going to listen. And we went ahead and started that treatment. And I'm really proud of how I contributed to that. And so that's a great way for the doctor to be able to really see all of the great things that our team members are doing. A lot of times, we just don't. We're stuck in a bubble or we're so focused and zoned in on treating the patients that we don't realize all of the extra things that our teams are doing.

And so this is a great thing that you can do is to have your team to share their personal and their professional best. And again, personal best might be like, I'm so excited. I was able to put time into myself and I spent the weekend reading a book or doing some self-care. Really, really powerful stuff. So that's the first tip. Because a lot of times we look at how can we build a strong team, and a lot of times it's really just having that simple time every single week to just connect with them and to learn a little bit more about them. And when we do, we give each other grace and we give each other support. And it's so interesting, I hear my coaching clients a lot of times, I say all the time, you might've heard me say as well, if we want to pick up a table, a big, heavy dining room table, it's really hard for me to do it by myself.

Even if I get my office manager or a team lead to help me, it's a little bit easier. But if we have the entire team picking up a little corner of the table, we're able to pick it up very quickly and walk across the room. And it's the same thing. It's these foundational core principles of just coming together, connecting, seeing what we're doing well, and not just the team, but the doctor. I'm really proud this week. I wasn't sure, I was very nervous. I know we've started doing and there's a line and I wasn't sure, but you know what? I went ahead and I did it. I did my first case and it went really well. It's great because your team hears you being vulnerable, they hear you being proud and even sharing, I've been working so hard, so hard, so hard, and I decided to take the day off yesterday and just spend time playing board games with my family.

And again, they see you as a real person. So that's my first tip. To be able to build a strong team and strong culture is implementing ... not only just implementing this weekly level 10 meeting, but having that time at the beginning of the meeting to just do that connection. And it takes literally five minutes, where everybody just shares that. That's the first thing. The second thing to grow your practice quickly is, you're definitely going to want to have a way to look at results and performance from the previous week. And by the way, these level 10 meetings, I have them in my practice on a Tuesday morning. That's typically what I recommend, first thing before you start seeing patients right after huddle. And that way you have Monday to go ahead and have your team to go in and to pull the metrics.

So that would be the doctor production per visit, hygiene production per visit, production collection, new patient numbers. How many patients last week left without an appointment? How many patients were rescheduled, that were unscheduled? What's your AR looking like from last week? So there are certain things that we recommend that you look at in your practice and have a team member to be able to put them into the scorecards that we've custom created for our accelerators and for our coaching clients. And within that, now on a Tuesday, you can quickly look and say, oh my gosh, these metrics turned green, we hit our numbers. And the ones that you hit, you can celebrate. And the ones that you didn't, then now further along in the meeting, you will have that time to discuss them. But this is really important, looking at your numbers week to week.

And once you have a system in place where you have a team member that can take five minutes and put the numbers in, then now you can have a way to be able to discuss, and again, celebrate and also analyze. And analyzation is never about, oh my gosh, you didn't do your job, or we let this patient slip through the cracks. It's about looking at, how can we come together and discuss? And so if the doctor production per visit last week was not as high as we want it to, where our goal was set, then we can say, okay, what can we implement this week? Can we go ahead and pull a list of unscheduled patients? And if you have a way to be able to send them an online email with a scheduling link, then now you can send a blast to a few hundred patients and give them another opportunity to schedule.

Or now you can look at same day rollovers, or now you can, perhaps if you feel that you need new patients, if you're looking at that metric, you can go in, do a Facebook live to talk Thursday video that we're talking about a specific procedure. And so you're able to change the dynamic of the month before the month actually ends, and change performance based on what you're seeing. If you see that your unscheduled patients rescheduled number is not where you want, you can focus on that this week. Or if your hygiene patients did not book their next visit and you had 87% last week now you know. And so you can say, hey guys, what happened last week that we failed to have the communication, that we failed to take the time to get the patient rescheduled. And now again, you can change the dynamics.

So that's another thing that we look at, is really looking at our weekly scorecard and utilizing it within a weekly meeting where that meeting time actually holds us accountable to looking at the numbers and not just having, for example, a team member go in and write down the numbers, but nobody's analyzing them. And to be honest, as we all know, there are lots of things that we implement. We have our teams doing things, and we never look at it, we don't follow up on them. And that's a big, big mistake. And so putting it into a system like this is going to be very helpful for you. The other thing that I recommend to be able to grow your practice quickly, and this is as it relates, again, to the level 10, is to go ahead and make sure that you are having that discussion time within your level 10 meetings.

So this is a time where you're bringing together any issues that you have. Maybe, again, you had broken appointments, lots of broken appointments from last week. Maybe your hygiene production per visit number is just not growing, you're staying flat. And so you can have that discussion about, what can we do to be able to increase hygiene production per visit? What's the issues? Maybe the team needs to have training, case presentation training. Maybe you need to look at, what are some additional services that you can implement in your practice? Maybe it's going ahead and getting certified and trained in Perio protect. Maybe it is looking at creating a reactivation project for unscheduled scaling and root planing patients. Maybe it is looking at your schedule and actually putting in block scheduling for scaling and root planing or a Perio Protect to, again, hold you accountable to having the conversations, to doing the marketing, to doing really good follow-up for patients who have treatment planned.

So having that time weekly, where you can, what we call IDS, identify any issues in your practice, discuss them and solve them is going to be extremely, extremely powerful. And what happens is really important when you're having these meetings, is don't just meet for meeting’s sake. At the end of the meeting, what you're going to want to do is you're going to want to look at, what are your next steps? Who's going to own the next steps and by when? And so if it's a situation where, for example, with the hygiene production per visit, you're saying, I want to be able to implement Perio protect. Then the question is, okay, what's the next steps? Do we need to contact Perio Protect so that we can become certified? Do we need to look into learning more about how this procedure will help our patients? Do we need to go ahead and do our reactivation project?

If so, who's going to own contacting those patients? Who's going to own setting up some emails to go out to our existing patients who have unscheduled scaling and root planing? So that's the next steps, is looking at, who's going to own it? In addition to who's going to own it, by when will it be done? And so now the next week, when you're having your next level 10 meeting, you can come back and you can discuss, was it done? Are there any questions about the task? Are there any issues? And you can continue that discussion until the task is done. And what's also really cool as well is utilizing a tool such as Asana. And this is something that we use in my practice, as well as what we train on in our accelerator program, is using Asana.

And with Asana, now you can have your level 10 task within the Asana platform. And now you can communicate on the different projects between any team members that are associated with that task. And you can ask any questions, you can upload files, get feedback. Pretty, pretty cool, what's available once you start looking at expanding your mind and thinking a little bit differently about creating systems and growing your practice. All right. So hopefully, this served you and helped you. I absolutely love connecting with all of you on this podcast, and I look forward to connecting with you guys inside of our Facebook group, dentalbossmovement.com. All right, guys, that's it for now, take care, and we'll see you next week.

Thanks so much for listening to this episode of The Delivering WOW Podcast, with Dr. Anissa Holmes. We'll catch you next time.

Hi everyone. And welcome to another episode of the Delivering WOW Dental Podcast. I have recently had a bunch of people reaching out to me through Facebook Messenger, asking me about treatment plan acceptance, and how can they increase their revenue for their practice? How can they have their team get more confidence? And so I decided to actually take today to talk exactly about that. All right?

So we're talking about treatment plan acceptance, and how do we increase that? And there's actually three steps or three ways that you can increase your treatment plan acceptance. And the first way is for those who have reached out is actually the first step, is number one, understanding that there is no ceiling on how many cases that you can close with high value cases, setting your goals really big is really, really powerful. I've had people reach out to me as well and I said, "Okay, let me share some simple strategies with you to be able to grow your practice and significantly scale and get more revenue." And they come to me and they say, "Well, it's not possible. We are full. We are doing the best that we can. We're really busy. And I don't see that we can actually grow anymore."

And so the first thing that we want to look at in terms of increasing our case acceptance, our treatment plan acceptance is to really not limit our mindset. And what's been really interesting as I've worked with practices who've grown even over a million dollars in one year, the biggest shift for many of them is really shifting their belief of what was possible in their practice. And so that's one thing that I want you to really think about.

And I remember when I had my first coach years ago and she was sitting down and we were going through and we were creating budgeting and expenses sheets, and we were looking at reverse engineering how the practice would grow. And I set some goals and she said, "Okay, great. This is really good. And this is very safe. But what I want you to understand is that you can actually double or triple that goal and you can achieve it once you reverse engineer how." And so I was like, "Okay." We did it. And that's exactly what happened. And I've seen the same thing happened with all of the practices that have really adopted this philosophy that we've worked with. And so I say, "Let me see your goal. Okay, go ahead and double it, go ahead and triple it." And then they are able to now reverse engineer and design a plan. So, that's the first thing that I want you to think about. Okay?

The second thing that I want you to think about is that there are simple processes for you in your team to be able to increase case acceptance, right? And so, as we start looking at case acceptance, a lot of times people are like, "Well, if we educate people more or we show value, then now, patients will say yes." One thing that I want us to always understand is that when we are learning systems and processes and we're learning them in frameworks, all of a sudden, now we can repeat the process very simply over and over and over again. And pretty much guarantee that we're going to have the same result every time. And it's very similar to a principal. And what is a principal if you look at the principle of gravity? If we were to drop a pen, it would always go to the ground, right? Because, that is a principle.

Well, when we learn in frameworks and that could be frameworks for how do we hire effectively, that could be frameworks for accountability, that could be frameworks for, again, in this case, treatment acceptance. Once we're learning in frameworks, it's going to be really easy for your team, even if they've never had any experience before in verbal skills or sales, or even working in a dental practice. Once they're implementing the frameworks, they too will be able to get results. And so it's really important that as you start learning, and as you start looking at how you're going to grow your practice, that you start thinking about systems and frameworks for you to actually get results.

And really interestingly, I have recently had a lot of the members of our mastermind come to me and

they're like, "Oh my gosh, our practice is growing really fast." And what they're excited about is that they no longer have to do everything in the business. And I said, "The framework for success of where I want you to get to is number one, I want you to learn. And then from there, I want you to create a really good system or process. And then what we're going to do is we are now going to actually go ahead and create an automation of that process. And then now you're going to delegate that process." And it could be something like, how do we onboard teams?

"And we are going to create a process of when we onboard, we're going to do step one, step two, step three. And then you create a system. Maybe you're recording videos, you're putting those videos perhaps in Asana so that now, new hires can go into Asana. They can go ahead and watch those videos. So you're now automating that process. And then how do you scale is that as you continue to have more team members come on, there'll be able to watch that training. There will be accountability, and you won't have to micromanage them because you've already been very clear." Right? So, that's an example of that.

And so as we start looking at, again, treatment plan acceptance, there are definitely some frameworks that you could use. And so that now goes into step three, how can we increase treatment acceptance, right? And for me a framework that's very, very powerful and obviously it takes time to really understand this framework and to implement the framework, but it's very, very simple. And how it goes is really number one, with step one is always asking a question. And that question is something that we would say, for example, "There's something that we can do to prevent cavities. Would you like to learn more?" Or, "There's something that we can do if a patient has bleeding gums or is having issues with their gums starting to recede. There's something that we can do to prevent the bleeding and stop the gums from getting long. Would you like to learn more?" Or, "There's something that we can do to prevent that dark line at the gum. Would you like to learn more?" Right?

So asking a question is now going to have a patient say, "Yes, I'd love to learn more." Right? Because, you pointed out something that could be a potential issue based on what you're observing. Right? From there, you're now saying something like, "Great, it's called a..." And then now you insert in the name of the service. "Great, it's called a sealant. How it works is that we paint it on the top of the tooth. And once that's done food, sugar and bacteria cannot get through. What it is, it's called an all-porcelain crown. And so how it works is we're able to make a crown that looks exactly how your tooth looks. There's no metal. So what it is, it is called Perio Protect. And how it works is you wear simple trays, similar to a bleaching tray. And once you're wearing it, the bleeding will reduce. And you will also significantly decrease your chances of needing to have gum surgery." Right? So you're explaining in very simple terms, what it is.

From there, you'll now put out any resistances, right? "So here's the thing. Insurance doesn't always cover it." Right? If that's a resistance, a lot of times teams are afraid to talk about high value services or services that are not even high value, even sealants or fluoride or any of those services that really could help the patient. They are afraid to have those conversations, because they are afraid that there are going to be objection block, people are going to tell them no. Why? Because that's happened in the past, right? "So here's the thing. Insurance doesn't always cover it, but why our patients choose to do it anyway is because..." Right?

So now you're pulling the objection back, right? You're putting out the objection and then you're pulling it back, right? "Why our patients choose to do it anyway..." And then now you can go ahead and insert in the reasons why people choose to do it anyway, right? "It's typically a peace of mind benefit. They will have peace of mind because..." Or, "The reason why our patients choose to do it anyway," you go ahead and put out a time benefit. "It doesn't take a lot of time." Right? "It will save you time." And also money.  

"And it will save you money because now you won't have to worry about the cost of doing a filling," or, "Now, you won't have to worry about the cost of having to do deep cleanings over and over and over again. It will reduce your risk." Right? Or, "It will reduce your costs, because now you won't have to look at the costs of having surgery."

So typically, going ahead and putting out the objections, pulling them back, and then giving those benefits are really huge. And then from there, you'll always want to look at giving a call to action, right? "So we do have time today to go ahead and..." And whatever you have time to do, "Get started with your sealants, go ahead and take the scan so that we can get your trays made for you for Perio Protect." Right? Whatever that first step is, going ahead and giving that call to action is going to be very important and powerful. And so that's what we're looking at, right? To be able to let people know what the next steps are.

Now, my question, I always ask when I teach this framework and there are actually a few different case acceptance frameworks that we share, this particular one would be for a patient after you've presented treatment. There are also pre frameworks that you can learn for you and your team that would help you as you have a new patient to really find out what their issue is, why they're there, what's their real issue. No, no, what is their real issue, right? Which we're not going to speak about necessarily today on this podcast, but what's really cool and a lot of times when I teach this framework, I'll ask teams when we're having our training sessions, I'll say, "Now, do you feel like I'm selling you anything? Do you feel like I'm selling you anything?" And they'll say, "No." And they said, "It sounds like you're just letting me know about something that can help me. And you are giving me more information and letting me know how it will help me." And I say, "Exactly." Right?

A great framework, it's very simple for our teams to implement. It's very simple for us to implement. And it works, right? And the reason why this is so powerful is because the team members and the doctors are now feeling that they are giving patients solutions, right? And when that happens, confidence develops. And when confidence develops then now, you're having these conversations with patients and now you're having your patients actually get started on the treatment that will help them. Right? To help them to get confidence in their smile, to help them to get healthier, to help them to be able to prevent decay and damage to their teeth, which obviously once a cavity starts, it never goes back to its natural state, right?

And so, as doctors, as teams, as healthcare providers, this is something that's really powerful. And if you've not yet started to implement frameworks into your path of learning in your practice, this is definitely something that you're going to want to invest in because it's extremely powerful. It's going to help you to be able to help so many more people, help you to be able to give your team confidence, to be able to give yourself confidence, and allow you to be able to significantly increase your revenue for your practice. And as I always say, never feel embarrassed or ashamed about wanting to have a successful business. That's why we've gone into business, to be successful.

And what success looks like for us is being able to be able to have freedom, right? If things are needing to be replaced, equipment needs to be replaced in the practice, we have the freedom to do so, freedom to be able to invest in our education and our knowledge, to be able to keep growing. Freedom to be able to now have the finances, to be able to invest in a better team. Freedom to be able to now have time as we start to understand delegation skills and how can we delegate and elevate with our team to be able to have time freedom, to be able to spend with our families. And that financial freedom to guarantee our future success with our retirement, and being able to give and make an impact inside of our committees. Really powerful stuff, guys. So again, I really look forward to helping you to continue to increase your treatment plan. Acceptance is really, really powerful once you start to implement these frameworks.

There's no limit on how much you can grow.

All right, guys, thank you so much for listening to another episode. I really hope that this was helpful for you. If you've not yet done so, you want to make sure that you're joining us inside of our free Facebook group, our Dental Boss Movement Facebook group, where we have dentists coming together for support and action-taking tips and motivation. And if you'd love to learn more about how we can help you, feel free to reach out to us deliveringwowplatinum.com. We have live one-on-one coaching that we do with practices helping you and your team understand how do you grow and scale your practices faster. And we also have on-demand training programs for you as well. All right, guys, that's pretty much it. Thank you so much for listening. Until next time, take care and keep Delivering WOW.

Thanks so much for listening to this episode of the Delivering WOW Podcast with Dr. Anissa Holmes. We'll catch you next time.