Podcast appearances and mentions of amy murray

Marketing for nonprofits can feel like a balancing act. You're juggling two distinct audiences—the people you serve and the donors who make it all possible. The challenge lies in crafting a message that speaks to both audiences without diluting your core mission. But when your messaging feels off, it's easy to get stuck, unsure about what will make the maximum impact. So how do you find that sweet spot where your message resonates with everyone who matters?   In this final part of the Getting Unstuck series, host Dr. J.J. Peterson answers a question from a listener named Amy Murray, who wants to know how to use the StoryBrand framework to attract younger donors in a competitive nonprofit space. J.J. shares his insights on creating two brand scripts—one for your mission and one for your donors—and how to use them to connect with both groups effectively. He breaks down the steps to avoid common mistakes and get your marketing back on track. If you're having trouble reaching your audience or need fresh ideas to improve your nonprofit's messaging, tune in and get strategic tips you can start using right away.   --   CLARIFY YOUR MARKETING AND CREATE YOUR FREE BRANDSCRIPT: Storybrand.com/sb7   HIRE A STORYBRAND CERTIFIED GUIDE TO HELP CREATE THE MARKETING AND MESSAGING YOUR BUSINESS NEEDS TO GROW: MarketingMadeSimple.com   HELP US DELIVER EVEN MORE VALUE EACH WEEK BY COMPLETING OUR HERO MAKER SURVEY: StoryBrand.com/Survey   STORYBRAND INSTAGRAM: instagram.com/StoryBrand

Are you ready to take your creative business to new heights? Join Kellee Wynne, for an inside look at her approach to revolutionizing your business and marketing as she shares an inside look into her systems and strategies of the Build it Remarkable program. Are you tired of feeling stuck in your art business, trying to navigate the complexities of marketing and sales? Are you ready to unlock the potential of your creativity and turn it into a thriving, profitable venture?Kellee shares the 5 blocks that might be inhibiting your success, but don't worry, she also shares the solution for breaking free from the muck of being overwhelmed and off-path. Tune in to this episode to learn more key insights and strategies to get you unstuck! Stay tuned for the end of the episode where Kellee has the chance for a quick, impromptu coaching session with Amy Murray, who shares how she wishes she had joined Build It Remarkable sooner after seeing other creative peers share their successes in the program. Amy has been following Kellee and you can hear in just the short amount of time that they're speaking together the passion and determination that she is approaching her business with!  Are you ready to make 2024 different for your creative journey? Join us in simplifying systems, attracting the right customers, and embracing the remarkable potential within you. Let's create a space where your art and entrepreneurial spirit can flourish.Join Build it Remarkable TODAY!(Doors close June 30, 2024)Tune in to Made Remarkable and uncover the transformative potential that awaits your creative pursuits. Kellee understands that success is not built overnight but through diligent, intentional steps. Join the Build It Remarkable Waitlist *A big event is coming in June 2024, get on the list so you don't miss it! What would you do if you knew you could not fail? Rethink the possibilities with your Creative Business in 2024, let's create Big Audacious Dreams together!✨Download my free guide: 100 Ways to Build Your Creative Business TodayFor transcripts, more links mentioned in the episode, and for the full episode show notes

Willie discusses the funds raised from the sale of the Cincinnati railroad, and what the city should do with them with Amy Murray.

Willie discusses the funds raised from the sale of the Cincinnati railroad, and what the city should do with them with Amy Murray.

Willie discusses the funds raised from the sale of the Cincinnati railroad, and what the city should do with them with Amy Murray.

Willie talks with railroad board member Amy Murray about what happens with the rail lines, the money, and the board itself now that the voters have spoken.

Willie discusses the future of the Cincinnati rail line with Amy Murray, the current state of the union with Congressman Brad Wenstrup, and Bruce Flemming tells Willie why the service academies are in trouble.

Willie discusses the future of the Cincinnati rail line with Amy Murray, the current state of the union with Congressman Brad Wenstrup, and Bruce Flemming tells Willie why the service academies are in trouble.

Willie talks with railroad board member Amy Murray about what happens with the rail lines, the money, and the board itself now that the voters have spoken.

Willie talks with railroad board member Amy Murray about what happens with the rail lines, the money, and the board itself now that the voters have spoken.

Willie discusses the future of the Cincinnati rail line with Amy Murray, the current state of the union with Congressman Brad Wenstrup, and Bruce Flemming tells Willie why the service academies are in trouble.

Eddie and Rocky talk about the railroad sale issue facing voters in a couple weeks with Amy Murray, on 700 WLW!

Eddie and Rocky talk railroad with Amy Murray, sports gambling with Jason Hoffman, and more on 700 WLW!

Eddie and Rocky talk about the railroad sale issue facing voters in a couple weeks with Amy Murray, on 700 WLW!

Eddie and Rocky talk railroad with Amy Murray, sports gambling with Jason Hoffman, and more on 700 WLW!

Eddie and Rocky talk about the railroad sale issue facing voters in a couple weeks with Amy Murray, on 700 WLW!

Eddie and Rocky talk railroad with Amy Murray, sports gambling with Jason Hoffman, and more on 700 WLW!

Willie breaks down the Bengals win in the desert with Mo Egger, the current status of the war in Israel with Rabbi Ari Jun, and the truth behind the proposed Cincinnati rail sale with Amy Murray.

Willie breaks down the Bengals win in the desert with Mo Egger, the current status of the war in Israel with Rabbi Ari Jun, and the truth behind the proposed Cincinnati rail sale with Amy Murray.

Amy Jovita Murray is a Fertility Coach & Educator, Holistic Reproductive Health Practitioner, wife, bilingual English/German mama of two little girls, ages 5 and 2, recovering coffee-holic, and dark chocolate lover. In her practice Amy helps women to get pregnant naturally by teaching them to chart their menstrual cycle and using the menstrual cycle chart as a tool to identify any challenges or underlying issues. Through this process Amy helps to empower her clients to make informed decisions about their reproductive health & fertility. Since graduating from Justisse College International in 2020, Amy has worked with dozens of clients worldwide, helping them not only to get that positive pregnancy test, but having the healthiest pregnancy possible - without fertility treatments!

ASK CAROLINA ANYTHINGDo you truly know your menstrual cycle? Many women struggle to articulate their fertility vision, feeling overwhelmed by the options and unsure of where to begin. In this episode, Carolina alongside Amy Murray -- a Fertility Coach & Educator, Holistic Reproductive Health Practitioner, and mother of two, will help us relearn the basics of cycle, ovulation, and charting our menstrual cycle, empowering us to make informed decisions about their reproductive health.BY THE TIME YOU FINISH LISTENING, YOU'LL DISCOVER:- The transformative power of self-awareness in unlocking your fertility vision and promoting spiritual healing. - Practical techniques for charting your menstrual cycle, empowering you to make informed decisions and optimize your chances of conception. - The significance of recognizing and utilizing the fertile window, including the role of cervical mucus and basal body temperature in determining your most fertile days.Don't miss out on this eye-opening episode that will shift your perspective and learn new ways to get in tune with your cycle!When you finish listening, I'd love to hear your biggest takeaway from today's episode. Take a screenshot of you listening on your device, share it with your Instagram stories, and tag me @thecarolinasotomayorWhile you're there, make sure you follow me on Instagram so you can see behind the scenes of how I create the magic behind my Make A Baby Membership and Next Level Fertility and how I create the magic behind my Make A Baby Membership and Next Level Fertility and how you can join the fertility revolution.You can also connect with Amy Murray through her socials at:Instagram: instagram.com/amyjovitamurrayFacebook: facebook.com/amyjovitamurrayWebsite: amyjovitamurray.com Support the showLiked this episode? Share it with a friend. Love the show? Write a 5-star review (even just one sentence helps us keep bringing you the content you want to hear.) Want to get pregnant? Connect to your spirit and heal your fertility blockages inside the Make A Baby Membership. Try it for FREE! DOWNLOAD HERE our free Womb to Dream Connection Sleep Meditation: Connecting to Your Spirit Baby! Connect with Carolina: Website TikTok Instagram Pinterest Facebook DISCLAIMER: This episode is not a substitute for professional medical care but aims at relaxation and stress reduction to support natural healing. Reiki complements, never replaces, medical care. Carolina is not a licensed healthcare provider; always seek appropriate professional help for physical and mental health. Individual results may vary.

This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍‍Guest: Amy MurrayBusiness Name: Dental Practice Management AgencyCheck out Amy's Media:‍Website: https://www.dentalpracticemanagementagency.com/‍‍Other Mentions and Links:University of TampaEaglesoftIndeedDISC AssessmentMarissa NicholsonDental IntelBraving Video - Renee BrownShrekUnreasonable Hospitality - Will Guidara ‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:Try not to talk over your patients! Instead, be an active listener to really hear the issues and concerns they have.Resumes only show technical qualifications, so always request a cover letter from applicants to really hone in on values and personalities!Always acknowledge patients when they walk in the door! Even just a smile and a wave can make all the difference.Engaging workshops and motivating projects are essential to an effective team meeting system.Having a third party coach that can see your practice from a bird's eye view is a valuable asset!‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍Thank you for supporting the podcast by checking out our sponsors!‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: Amy, how's it going? Good, how Amy: are Michael: you? I'm doing pretty good. Thanks for asking. If you don't mind me asking, where are you located Amy: right now? I'm actually in Highlands Ranch, Colorado, so right outside of Denver. Michael: Nice. Okay, wonderful.So if you can tell us a little bit about your past, your present, how'd you get to where you are Amy: today? Well, let's see. I've been in dentistry 25 years. Um, how much time do we have? So I've been in dentistry five years and it's pretty exciting. I started off as a dental assistant and then I moved my way over into administrative roles.So I was a treatment plan coordinator, receptionist, financial coordinator. Moved myself up to an office manager, decided at one point in my life I wanted to go back to college and get my bachelors degree and become a dentist, and that didn't work out very well. I actually fell in love with the topic of sociology applied sociology's degree in as soon as I graduated from University of Tampa Dentistry Concierge in Tampa.Absolutely loved it. Um, from there I had an opportunity to move to Colorado and became a technology advisor. So I'd go into dental offices, I would teach about eaglesoft conversions, um, digital CAD cam training. And then from there I started my consulting role, uh, took a little bit of a time, a break and works for a sleep apnea company for devices and integrations into practice.And now I'm back dental coaching and consulting. Okay. Michael: Wow. So you were able to, you did technology training? Amy: I did, Michael: yes. Okay. Wow. So that's interesting. A a lot of this. So then go back to applied sociology. That's what you started falling in love with more. Why? Amy: Oh, well, I took a class in inorganic chemistry, not once, but twice.And so we didn't agree with, I took a class cause I had to in sociology. My PE professor walked in and, uh, he didn't look like a normal professor. And so I, I sat back and I opened myself up to this class. And what I loved about it is that it allowed me to learn more about, race, ethnic background, gender, um, age.And it really breaks it down into how societies work and how they function with one another. And it's so applicable as to what I do today. Okay. Michael: Okay, so then, so what you do today, how does those two mesh together? Amy: How do they correlate? Well, you know, every day as a dental consultant is something new. So in saying that, I have wonderful clients that I work with.They're, they're, they're the best in the business, I feel. And what I love about them is they are female, they're male, they're different age brackets. They come from different backgrounds and they're personal influences. Their professionals, where they went to dental schools, where they did their undergrad.And so having this sociology background, I can help in understanding how they wanna grow their business and also the element of their team member. Team members come from so many different backgrounds. It's like a melting pot. So to be able to really understand them and the ways of communication and how different cultures, genders, ages, blend, that's how you get a beautiful practice.So that's how I see they've kind of correlated. Michael: Mm-hmm. Okay. Gotcha. So this all kind of stems. From the, so how does that apply when you're hiring, I guess a team, you're finding a team member, you're looking for them. We don't, I mean, do we wanna look at their like, oh, okay. Tell me more about your upbringing, or how does that work?Amy: So, you know, it's quite interesting. I love the hiring pro, uh, process that we do with the agency. Uh, we place an ad, it's typically on indeed, When, um, individuals are applying, we do ask for them to place a cover letter, because a resume only shows me where you work and what your job responsibilities are.A cover letter is huge. That's you telling me with your verbiage, who you are, where you excel, what's your background. I, I love a cover letter. That's just wonderful for me. After I received that, I actually called the doctor, or I call the applicant, and the first question I ask them is, tell me a little bit about yourself.Such a really simple question. However, it's a very powerful, whenever I ask that question, I'm not really focusing on the personal, I wanna hear about your business. I wanna hear how you've, you know, grown your career. Where are you at, things of that nature. Then I'll ask for them, what's important for you in a dental practice to be a part of a team?What is important to you? So I capitalize on those things. From there, I actually ask them if I can send them what's called a DISC assessment. And the DISC assessment actually helps me learn what is the best way that they like to communicate. Michael: Okay. So there's like a system to it, a strategy. Yeah, very much so.When it comes to the cover letter to you, what are things you look at where this is a wonderful, like this is should be framed, cover letter or one that's like, this is nothing, this doesn't tell me anything. Amy: Wonderful, wonderful. Uh, question. So in a cover letter, what I wanna look for is a, that you can spell.That's huge. Right? And grammatically, you know, actually how to place those punctuations. Cause think about it, in our industry right now and dentistry, we do a lot of emails, we do a lot of text messages as well. So grammatically, uh, you wanna be on point. Also, you wanna have a beautiful tonality as well. I want something that's really strike me.So what are the words that you're using?What wrong, uh, verbiage and powerful words are you putting in there for me to be like, okay, this person actually has like, much better, much better, has stepped up the game. So that's what I look for. Michael: Okay. Now, so it doesn't, there's no length that you're also looking for like, oh, it has to be like 10. Amy: Oh, no.Now I always say, show me what you have. Show me who you are and why is it that you are wanting to apply for this position? Michael: Okay, that's interesting. So then you, after you decided, we rewind a little bit back to you, you went to apply sociology, you learned, and then you decided to go into some positions where you're, you know, teaching technology a rep and things like that.And then you switched to consulting. Amy: I did. Why I did, I was actually in a training class. I was training a, uh, software and I had this beautiful person named Marissa Nicholson join in on my training. I had no idea who she was. Uh, her client and her, um, team members. She took me aside afterwards and she says, oh my gosh, you had such a plethora of knowledge, not only about the software, you were giving tips and tricks about how to run an administrative role.I said, yes. I said, well, that's what I used to do in my past. And she says, have you ever thought about dental coaching and dental consulting? I was flabbergasted. I said, wow, you think that I'm good enough for that? She says, I think you're amazing. Okay. And so we started working together at that point. And it's been a beautiful friendship and a professional relationship since then.Michael: And so that was the kickstart, the inspiration, the motivation to go into that? Yes. Very interesting. Yeah. Now, when it comes to an administrative role, you said, because that's, I would say that's your forte. Wouldn't that be your area of expertise? Yes. Amy: That, uh, preservation of culture in the practice.Communication. Oh, yes. Michael: Okay, so when it, well, two questions, but the first one, when it comes to an administrative role, break it down for us. What are some things we need to absolutely have to create that system for an administrative role? And then what are some things that are not as important that we feel maybe are highlighted too much in social media or other stuff?Amy: Mm-hmm. That's a good question. Uh, I would say for an administrative role, what's super important is for somebody, To greet patients, answer the phone with a smile, put a smile on your face, you change your physiology. It's amazing the verbiage and the tonality that comes outta your mouth. So I always think that it's somebody who is charismatic, who's very positive, who wants to be there, and who wants to be a team member.They want to learn from there. I would say open communication. I feel as though in our administrative roles right now, we don't have a lot of people that are considered active listeners. We have a lot of people that want to talk over, talk over the patient. The patients are calling you because they need you, and you need to be the active listener.Ask powerful and appropriate questions. Make sure that you're hearing what the patient has to say. Repeat back to the patient what you heard them say to make sure you're capturing it so eloquently, and then take care of what the need is that the patient's asking for. Michael: Gotcha. What powerful and appropriate questions can you like prep us for that normally happen?Amy: Definitely. I always like to, first I thank patients who call, so if it is calling Dr. Speedo's office, you wanna greet them and you wanna say Thank you for choosing Speedo Family Dentistry. This is Amy, I can help you. It's powerful in that introduction because A, it identifies you know who I am. Thank you so much for choosing.If you could choose anybody, and I'm the person that's gonna be able to help you. From there, I like to ask them. Well, typically at that point they tell me what it is that they need. Mm-hmm. So I'm quiet and so it's appropriate for me to ask the next question. I always like to ask, are you a patient of record?And if they say Yes, I've been there before, that's awesome. If they say, no, I've never seen this dentist before. I said, that's great. Welcome to your new dental home. I'm very happy to take care of you. How can I best support you? Or how can I help you? Mm-hmm. And then from there, again, I'm an active listener.I listen to what the patient says and what it is that they need. If they're calling for a traditional profi appointment cleaning appointment, or if they need to get in and have their emergency met, then I'm asking a more key question. What are you feeling? Can you describe to me what location of the mouth is it?So I like to ask all those fun key questions. It's like an onion. You wanna pull back the layers and keep asking and asking until you get exactly what it's. Michael: Nice. Yeah. I feel like sometimes Amy, I remember when I was in the front, sometimes it would be like I'm rushing it, you know what I mean? The phone drinking, somebody just walked in and I'm like, okay, even though we have another front office.And so when it comes to asking questions, it, two things I feel like it made me realize is one. I'm rushing it. And then the second it's like, Hey, how's everything coming along? Is it good? Is it bad? I'm, I'm giving them options to answer instead of being comfortable with the silence. So how can we be better with, comfortable with, you know what I mean?Like asking 'em a question and then shutting up. And then the second thing would be, um, how do we handle not rushing it? Amy: Definitely not rushing am it's, it's hard, right? That's a double-edged sword, especially being in, um, a very busy practice. Uh, as an administrator, you have people walking in, you have people giving you handoffs from the back.Uh, you have other lines that are ringing. I always like to say that when a patient walks in, you should acknowledge them, acknowledge them with your eyes, even if you're on the phone, acknowledge 'em with their hand, um, and smile. So they know you're gonna be with them momentarily. What's most important, especially if there's a new patient on the phone, you never, ever, ever want, stop that conversation.That's why I initially asked in the beginning, are you a patient of record? Are you a new patient? If they're a patient of record and I have all these other things that are happening, I'm very candid with the patient of record and say, you're extremely important to me. Could you please tell me what I can do to help you?And then if it's something that I can call them back, I will gladly take their number and let them know I will call you back in the next five to 10 minutes. You gotta hold it to your word though. Mm-hmm. You gotta call him back five to 10 minutes. If it's a new patient, I'll simply roll through and do what I need to do.Um, I also would hope that I would have strong enough administrators and team members that are cross trained, that if I'm focused on something, they can also help. But I believe that if you just simply smile and acknowledge and let people know, they generally get that queue and know that you'll be with them as quickly as possible.Michael: Gotcha. Okay. So it involves also like. Letting the team members know, kind of Right. Maybe would you recommend like having like a, a signal or something when you're feeling like, okay, I have too much going on, and, you know, or, or what do you think? Yeah, Amy: yeah, you could actually, I mean, we use this for hygiene all the time with the agency, which I love.We have, uh, different colored cards. So what that means is we have green, if things are going good, there's, there's no. There's, there's not a lot of time that are on this phone call. We have yellow. Yellow is like, Ooh, this is a little bit tricky. Patient's asking a couple of questions, and then we have Ray, oh my gosh.They have a whole lot of things that they wanna get across to us. So what you can do is you can have those series of cards and as somebody walks up without you mouthing anything, miss what the patient's saying. You can easily slide over a card and, and so they know. Mm-hmm. Now that's a visual cue, and then they can know that if it's yellow or red, hey, I need to take care of this patient.Our administrator is really focused. Michael: Gotcha. Okay. I like that. The card situation. Yeah. I feel like whenever you're stuck in a situation when you're with a team and you're having a hard time, there should be like a signal or something. Okay. You know what I mean? Yeah. Yes. Amy: Yeah. There totally should be. There should be.So, yeah. Uh, we help our teams with that, so it's just a fun idea. Michael: Nice. That's wonderful. And so then you also mentioned one of your area of expertise is maintaining the team culture. Mm-hmm. And so first, how do we even. Find the, like I, for example, I'm just gonna give you an example. Like if I go, Amy, I want my culture to be happy.Do we do, how do we go from there? What do we figure Amy: out? So of course I'm gonna ask you what does happy mean to you? Like, give me some more words. That's just a real general, um, description. So I said, give some more words, more specific. Are you looking for team members? Are you wanting to preserve something that people are excited to come to work day?That you're gonna be excited to, um, I don't know, answer the phone every day, things of that nature. Right. So the way that we go about preservation for positive culture in a practice is we actually do what's called observation. With the agency, which I love because this allows us to be able to float from front to back.We watch admin side, we watch our das with our doctors, we watch hygiene, and we do this because there's certain key words that we want to see how the teams are interacting with each other and then also with the patients. So that's huge. not only do we do the observations and we're very candid, we give great feedback, constructive feedback to our team members and to our doctors as well to accelerate that.We also provide monthly team meetings. Which, uh, we, as the business coaches and consultants, we run those. And what I love about them is that we have an agenda. We do fun workshops, we focus on communication. We do disc presentation, so we'll take disc off of everybody and we'll do a fun presentation on that.Um, we'll actually talk about better strategies of how information is given and received by team members as well. Michael: Okay. So then when it comes to the observation part, what are some things you've seen that you can share with us? Like the three most common, this is what happens and this is the solution for why we can stop making that happen when it comes to a problem.Amy: Yeah, so definitely one of the things that we like to observe is the handoff. Those are critical, right? We like to know exactly, uh, that. Hy I'm gonna use hygiene, for example, if that's okay. Mm-hmm. Hygienist is in with the patient, right? It's a very, uh, it's like a dance of a relationship, right? The, the patient is gonna tell the hygienist more than they're gonna tell the doctor sometimes.So what we like to do is we like to have the hygienist, uh, after they do it, the tore of the mouth. That they specifically write down things and they also tell the patient, Hey, you, I'm a little bit concerned. I see some things here, but let's confer with the doctor. When the doctor comes in. It's important, doctor. It's still great for the hygienist to say, you know, uh, Dr. Sido, today we're seeing Mrs. Jones, and what I saw with Mrs. Jones was X, Y, and z. I'm curious about this. Could you please take a look at this and then to go in if there's perio concerns or anything of that nature? there, the doctor's gonna do their dance, but the doctor is listening to the hygienist.That's the beauty of it, right? That the hygienist is actually pointing out areas. And from there, what I love is that the doctor is gonna confer. Yep. You know you are exactly right. I see what you're seeing. Let's go ahead and get this patient scheduled. I'll see you in the next week, two weeks. There's a time and urgency.That's that appointment. So now the patient's, not the patient has heard what they need to have done. Not once, but twice. And then the third time is when they're handed off from the hygienist to the administrator. So the patient is now hearing what they need three times. This is a beautiful dance because us as humans, we don't listen to things.We don't grasp them one time. So by the time we're ready to get appointed, we're now hearing it three times and we know that is an urgency because the doctor has placed that. That really helps in the scheduling of practice. Michael: Mm. It helps finalize it, right? Yeah. Yeah. Like to, to get it in there. Interesting. So do you ever feel, Amy, when you're doing the observations like. Team members act or perform kind of thing in front of you, right? And then they go back to like, because I mean, somebody watching, somebody's watching me. So I'm like, I gotta turn it on. And then maybe like somebody else is like Amy, he really doesn't act like that around here.He just, you know what I mean? Does that happen? Amy: Oh, it happens all the time. Happens all the time. Um, a lot of times myself, uh, Marissa and Nicholson and Chris Hamal, the main coaches, uh, we actually don't do a lot of the observations. We have our administrators, we have two administrators, uh, Jamia and Alexa, who actually go in on our behalf because we know how our team members act.So if it's a different set of eyes, they might get a different reaction as well. you know, we're humans, so we go straight into our automatic, it's what we know. And if we know that somebody's watching us, like you said, we can step up our game a little bit and then we kinda fall back. Um, we definitely go in.We try not to let everybody know that we're coming in so we can actually see them in their natural, uh, capabilities and where they land. Some of the times it's inevitable. If they see us, they see us. Uh, but a lot of times what we do like to do is kinda go in on the stealth mode and a different set of eyes.It might get a different return. So Michael: yeah. Okay. That's interesting. So then how can we main, we figured out how we can find the culture. How do we maintain it? Amy: Maintaining. So it's critical to have those monthly team meetings. A lot of offices, the moment you say, oh, let's have a meeting, all of a sudden people are like, no, I don't wanna have a meeting.Cause it's just by PowerPoint or there's people complaining and that's no fun, right? Mm-hmm. Uh, so I always like to say team meetings need to be motivated. Be transparent with your team about your numbers. We use a great digital software platform, Intel, and I love dental Intel. It only works with certain softwares, however, it will take within that software and put it in a dashboard, um, metric.so doctors are really transparent with their teams and you're gonna get the best outta your teams. Now, they're also held accountable for daily goals. For DR. And hygiene as well. from there I always like to do what I like to call personal and professional check-in, so gimme one one of each and everybody around the room does that.And I love it because a lot of times our teams don't have time to get to know each other, so everybody shares something great that's happened with them personally and professionally. Very clear about numbers. And then I'll actually bring in a workshop. Workshops are huge. You can go on YouTube and actually Google different type of inspirational videos.Brown is one of our. And you can pull from what she's saying and you can actually make that into a really small workshop. Ask your team powerful questions, have them work together and that is beautiful. Cause at the end of the day, you're preserving that culture cuz you're teaching everybody how to properly communicate.Michael: Yeah. What have been some amazing workshops that you've done, Amy? Well, I Amy: love disc. Disc is my favorite. When we make it really fun, we actually use the movie Shrek as a part of our disc presentation. Mm-hmm. Because, uh, you have the dominant person, you have the other person who's very interactive. You have the one that needs and the one that needs consistency. And, uh, so this has to be my absolute favorite. Second would be braving, uh, by Brene Brown. Mm-hmm. It's actually teaching everybody how to trust a team member and how a person needs to be what's called a vault. And when you tell somebody something who is a bolt, you know that they are gonna take whatever you say, to their grave.And so I love that one as well. And it's really learning how to trust one another, which a lot of times is a work in progress. Huh? Michael: Can you give us some steps right now on how we can tell our team, like you, you need to trust, you need to trust Suzy Bell, like, you know what I mean? How can we, yeah. What are some things we can do?Amy: Well, definitely I always say if you have an upset with somebody, you have to go directly to that person, right? And you have to clear the air. A lot of times it's very difficult to do. We do teach people how to do that so they feel comfortable in their own skin and to be able to go to that person. We also like to talk about how in breathing that it's super important to know that. When you set that positive culture in the practice and you know that I can go and I can talk to this person, and this person is not going to, uh, take what I say, take it outta context, share it with other people, um, we teach them that you'll have a beautiful friendship and professionalism for the rest of your life.Right, and it's really, it's learning to like and love each other. And that disc plays an important role because it's how, how can I read that person? Are they very direct? Are they mostly like a high, they're not. Listen, So it's really understanding the disc part and establishing those parameters and boundaries, um, for giving in, receiving information, and the, the three all work together, so Beautiful.Michael: Nice. When you do these workshops and assessments, or even before that, what do you do when you notice there's a team member who you're like, you don't fit, man. Like, you just don't, you're. You're negative or something. Like what? What happens with that? Amy: Ooh. Those are what I like to call crucial conversations.Mm-hmm. Right? Mm-hmm. Uh, you even see it outside of the team meeting, you can pretty much pick it up pretty quickly, right. Um, what I like to do, always like to believe in the beauty of everyone. I will ask the doctor if it's okay for me to take that team member aside and really one-on-one. I'll ask the team member, are you doing okay?That's the first thing I'll ask them. If they say, yes, I'm doing fine. Say, okay, well I've noticed that there's a little bit of, um, you're not being your best self. And what I mean by that is I see so much beauty in you. How Courtney does that sound right? Me? Just saying that I see the beauty in you. It's true though.Cause look, I just said it to you and you smiled and you left. Mm-hmm. Right? Made you feel good. I see the beauty in you and I can see that you are so much more than what you're giving right now. So how can I get the very best out of you? And usually once I do that, even if you are the highest in their D category of dominant.I can get a pretty good response back and I kinda figure out what's going on with them. Michael: Gotcha. Also, you normally see that in the dominance. Like people who are like I, you know what Do you think it's that? Because it's like somebody else is coming into here and I run it kind of thing? Or, or no? Amy: Oh yeah.Oh yeah. Some of the highs, I love them. Each category has a special place in my heart, but the highs, they're gonna tell you what they need and what they want and everything else just doesn't really matter to them. It's okay. They have a special place in this world. to teach them to be more open and better communicators.That's where I kind of land when I ask them those questions. Michael: Gotcha. I have a question for you then, because I guess what do you do when, what is the best way, if you can tell, like the listeners, this will help facilitate the coach coaching consultant team or coaching consultant practice. So much easier if you do these steps.If you don't, you're gonna put the blame on me, or you're gonna put the blame on somebody else. You're just not gonna see the results you want. What would help Amy: with that? Well, I would say definitely, uh, look at a dental coach, right? They are, I know a lot of doctors are like, gosh, you know, I have, I have so many overhead expenses, and, and it can be costly.I understand that. Hiring a dental coach is taking a third party person who is actually looking for the betterment of you for the betterment of your practice and keeping your team sustainable. And that's huge. I feel as though, uh, bringing somebody on board who has the outside perspective that can look in and be very honest with you.I am honest with all of my clients. Good, better, indifferent at the beginning of our relationship. I tell them at times, you may not like what I'm gonna say, and I understand that I am looking out for the betterment for you guys to be successful. I always tell my my wonderful clients as well, I, I don't plan on being with you forever and ever.Amen. I'm gonna teach you the tools and I want you to fly, and if you need me to come back to redirect, I'm gonna be there. but we are together for a period of time. So a lot of times doctors think, oh my gosh, I'm gonna get this consultant. They're gonna be with me forever. And sustainability and financial agreements, um, our agency doesn't operate like that.Again, we will, uh, teach you how to fish and then we want you to go up and be completely successful and we'll always be your biggest cheerleaders. Michael: Okay. So it's mainly like the communication that you want. All the time. Right to, yeah. Let them know like, hey, yeah. Be, because I remember we, we would have a lot of coaches and consultants, like even with Somewhere, I'm like, where do you come from?Like, you know what I mean? Like, I've never heard of some of these before. Like I'm just like, where are you? Right? And so I never knew what they did in the sense of, oh, now we're just taking Medicaid or Medicare. You know what I mean? Now we're just doing something else. And I would see them kind of run through the door.And I remember our office manager sometimes or other people, they'd be like, yeah, you know what, they don't know what they're talking about. Yeah. They're not gonna come in here and fix it. And I'm like, maybe if we were more flexible, it would've worked. Or maybe if they knew what they were, you know what I mean?Kinda Amy: thing. Yes, yes. It's very, very true. It's very, very true. I always love to give team members, I always like to let them know I am joining to help you grow. A lot of times when team members hear the word consultant or business coach, they automatically think that they're not gonna have a job.And that's scary. So of course their defenses are already up. So when Chris, Marissa, or myself go into a practice, we always introduce us who we are. I give them my background. I always say to administrators, I used to do what you did. I know how important your role is. Mm-hmm. And I'm here to help you.You had three things. Three things you love in this practice, tell me. And then they'll tell me. I said, okay, if you had three things that you wanna make better in this practice, what are they? And I asked every single team member that question, and let me tell you, nine times outta 10, they're all saying the same thing.They might say it differently, there's a common thread. And that's when I typically take that common thread back to the doctor and I say, okay, so this is what I'm hearing. This is what I'm seeing. But I like to let the team members know that I'm there for them. I want them to grow and for them to be successful.Michael: Mm. Okay. I like that. Three common things, you know what I mean? Yeah. Especially if they're all like, what's this one person? Then, you know, like, ok, then we gotta get rid of that one person. Whatever. Interesting. I'm kinda ok. Yeah. Yeah. So these next questions are just to get into the head of someone who isn't totally involved on the clinical side of dentistry, working every day in the mouth, right?Yeah. What would you like to see more from a dentist? Amy: Oh goodness. What I would love to see more from a dentist is, Look at your team members, be appreciative of your team members, and know that they are there every day, day in and day out to make you better and to support you. I think a lot of times as dentists, we overlook that.They are so worried about, um, overhead, right? Getting more new patients. How do I market myself better? There's so many things that they're thinking of, and a lot of times we really don't look inside and we really don't appreciate the team that is supporting us and helping us grow. So what I mean by that is I always tell my doctors once a quarter, do an activity with your team.Show them how much you appreciate them. My goodness. Um, order, coffee, things of that nature. It's the small things that really mean a lot. one workshop that we do, it's really great, we talk about value, um, morals and values, and I learn while the doctors there, what their team member values. And some of the times the doctors sit back and they're like, I never knew that that's what they needed.That's what them going in the day. So I, I feel as though that type is, um, really gonna make it better for, for the, for the dentist all the way around. Michael: Mm. Okay. I like that. Like doing activities with them, letting them know you appreciate them. Yeah. Um, understanding that it is true. You need them to, you know what I mean?You need Amy: them. Yeah. You need them. Michael: They're important. Okay. All right. So next question is right now. What do you dislike or hate about dentistry? Amy: Oh, goodness. That's a tough question. I would have to say, uh, what I dislike with dentistry right now is, um, everybody is looking for new patients, right? The, the dentist believe that more new patients I have is the bigger and better that I'm gonna grow, and they miss that.They miss what's most important. What's most important is the current patients that you're serving. So what do I mean by that? Well, when your patients walk, the first question that your administrator needs to ask is, how is your visit today? That's such an important question because that one question, if they had a great visit and the patient responds, oh, it was awesome.It was great. That is so wonderful. We are accepting new patients. Do you know of anybody who's looking for a new dental home? And then again, active listeners don't say anything. Mm-hmm. Don't say anything. And if they say, well, you know, I don't know. Here's some of our cards. We love patients just like you.So if you do, please send them our way. What a beautiful compliment you just gave somebody. Right? And positivity. They're gonna go and they're probably gonna tell other people. And by organic growth, we're getting new patients. And I think that if dentists would take a moment and take a step back and really listen to what I have to say in regards to that, you would be amazed what you would get.Mm, Michael: doing that with every single patient, right? Every single patient. Amy: And it flows, it really does flow. Uh, at first when you tell administrators to do this, they look at you and they say, I don't have enough. That's what they say. I don't enough time. You actually do have enough time. It really just rolls off so easily because you know Mrs.Jones, you know she's amazing and you want more people like her. So give her that beautiful compliment and let her know you guys are looking for new patients and when you want people just like her. Mm-hmm. Michael: Beautiful. I like that. I like that a lot. Okay, so focus on the internal marketing kind of thing.Yeah. Yeah. Awesome. Okay. And then right now, what do you absolutely love about dentistry? Amy: What I love about dentistry is, um, all the beautiful team members that I get to work with and the wonderful clients that I have. It's super important. With our agency, we focus on the quality of our clients, not the quantity.The quantity doesn't define us. What definitely defines us as the quality. I love the fact that, um, my clients know they can call me whatever time, day or night, and I'm gonna be there for them even on the weekend. I cherish them. I cherish our relationship. I love the fact that they were like a, they opened their kimona for me to come into their practice and to help them succeed.So, being an open dentist, it really does open you up to so many capabilities and possibilities. It's pretty awesome. That's what I really love about dentistry now. Nice. How Michael: does, let me ask you side note, how does that affect your, I guess, like personal life? If they're always like, you can call me no matter what, whenever.All the time. Yeah. What does that look like? Amy: Oh, it's great. It really is. Uh, a lot of times they don't always take me up on that. However, if it's a nine one emergency, they know that I'm gonna be there. You know, Chris, Marissa, myself, we do like to spend time with our families and outta town. The beauty about our working relationship is that we will cover for one another as well.Mm-hmm. So we communicate if somebody's gonna be non-available, that person, the other coach will be responsible to take those calls. So I try to kinda balance it the best as possible. But again, it comes down to the quality of my clients and not the quantity. I, I love them all dearly and I wanna take the very best care of them.So whatever it takes. Michael: Yeah, that's nice. That's wonderful. And then to you thinking of the general population, what needs to change for people to be more open to dentistry? Amy: Well, you know, unfortunately we live in a populace where we have a lot of patients who are very fearful of the dentist. And so they won't go, and I'd like to think that, you know, unfortunately, fortunately, COVID actually brought a lot of attention to this because it's the oral cavity, right?Oral cavity is the gateway to your systemic health. And so what I'm really, really hoping is, is that people will take their oral health very seriously. So where does that come from? It actually comes from, um, you know, children being in school and they have a hygienist.embrace your child to take them. Find a great dentist that suits you. as a patient, when you call a dental office, ask specific questions. Ask how long have they been in dentistry? What do they special? Do they do history? Uh, let let the administrator know. If you're high fear, you know, gosh, I just don't like coming to the dentist.Right? And find that right practice. That's going to love you and support you and help you in your dental journey. Okay. Michael: I like that a lot. And then, what's one of the best advice you've ever received that you can share with our listeners? Oh, Amy: in general. In general? Mm-hmm. In general, um, you know, One of our, uh, Chris Oval, this one is the best for me.I've gotten better. I've gotten better. I was not the person who was always on time, right? Mm-hmm. And I love philosophy. If you're on time, you're late, so you need to be early. And that's considered on time. I think that that was actually the best piece of advice she has ever given to me and has shown me.Because for me, when you're early to something, it shows that person that you're meeting, Hey, I'm here undivided attention. I'm waiting for you. I'm excited to meet you. So I always like to live with that, that theory of if I'm early, I'm one time. Yeah. And I'm winning. And it shows that person that they're very important.Nice. Michael: Wonderful. Awesome. Amy, thank you so much for being with us. It's been a pleasure. But before we say goodbye, can you tell our listeners where they can find you? Amy: Oh, yes, you can. You can go to www.dentalpracticemanagementagency.com and you will find myself, Marissa Nicholson and Chris Hamal. Awesome. Michael: So guys, that's gonna be in the show notes below.And Amy, thank you so much for being with us. It's been a pleasure, and we'll hear from you soon. Amy: Thank you so much. It was a pleasure.

This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍‍Guest: Angelica SetoPractice Name: Seto Family DentistryCheck out Angelica's Media:‍Instagram: @seto_family_dentistryTikTok: @setofamilydentistryFacebook‍Other Mentions and Links:Atomic Habits - James ClearWhy We Sleep - Matthew WalkerAulani Disney ResortWells FargoDisney+CEREC - Chairside Economical Restoration of Esthetic CeramicTDM Instagram: @thedentalmarketerYelpIsoliteAmy Murray - The Dental Practice Management AgencyDAT - Dental Admission Test‍‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:Having income from an acquisition allowed her to go 100% fee for service on her new startup.Even though business consultants are expensive, a good one will bring you even more income than their cost!Don't be afraid to ask for help in the beginning. You don't have to wear all the hats in your practice.If you are firing a team member, it should be for the good of the team. Don't think of this as a personal attack!Leave room to have fun in morning huddles. Chatting and building team culture can be just as important as the day's plan.Don't beat around the bush when letting a team member go. Start with “I'm letting you go” and then follow up with the reasons.‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: Na Angelica, how's it going? I'm doing well. How are I'm doing pretty good. Thanks for asking if you don't want me asking, where are you located? Angelica: my practice is located in Denver, Michael: Colorado. Oh, man. how is it like that?Angelica: It's uh, pretty cold, but it was nice to escape the winter of last week on vacation. . It dropped down to negative four degrees while we Michael: were gone. Right. So it's, is it snowing right now over there? It's Angelica: not snowing right now. but we do get snow on and off again, during the Winter Monks. Hey, Michael: real quick, how long have you been open for your practice?Oh, Angelica: this practice I opened in August of 20. Michael: Oh, okay. So it's been about, cuz I. I thought for some reason you might've just opened and you took a vacation. I'm like, man, you're doing fantastic. You get it, you get life like . Where'd you go on vacation? Angelica: We went to Hawaii. Michael: Nice. Then what'd you guys do over there?Angelica: we went to the Disney resort called Elani in Oahu. And we spent time with our daughter who's 15 months old. her name's Nora and my in-laws, my brother-in-law. So it was just a nice family Michael: vacation. , how was that opening up a practice and then having a child? Oh, Angelica: that was tough, . Cause my husband and I actually had trouble getting pregnant, so we, had to do I V F mm-hmm.So when I was building my practice, I was going through egg retrieval and all the hor hormone injections. So that was wild just trying to, Stay nor somewhat normal while building a practice and, and being on all those hormones. Michael: Yeah. Did you ever feel like. Maybe I'm gonna take a pause right now with one or the other, you know what I mean, or no?Angelica: So actually I owned two practices. I purchased a practice I had been working at, since June of 2019, and I purchased that practice. In January of 2020, I was running two practices and then the shutdown happened. I was trying to get pregnant, and it was too much. I just hit a breaking point December.of, 2021. I had just had my daughter. I had a pretty traumatic delivery and I, I couldn't do it anymore. And so I sold my practice within 24 hours, my second practice. and it life has been good since it, it's all about balance. , Michael: yeah. No, yeah. What, can we dive into that a little bit? Like so you had two practice.And you just sold one or you sold both of them? I sold one. The second one. Why'd you sell that one? Angelica: I acquired that practice. the dentist I acquired, well the dentist passed away unexpectedly. it was very, tragic event. And, was working with a couple of his friends colleagues of ours who.trying to help his, wife or widow, uh, get rid of the practice. Mm-hmm. . And so they purchased the practice for me, because I couldn't get another loan after getting a startup loan. and they're, older dentists and so they helped me quite a bit. I learned a lot from them. they were great mentors.And they practiced further down south. So I purchased the practice and anytime I had questions, I would email or call them, and they would help me out quite a bit. and it was great because the practice was producing quite a bit and it was helping to pay the bills for my fee for service startup.so I was funneling money from one practice into another to make ends meet, and that's really why I was able to start out 100% fee for service. I've never accepted insurance at my startup practice. and it was because I was fortunate enough to have met. These people, who helped me purchase a secondary practice while I was building and who taught me quite a bit about the business of dentistry and, some clinical, and gave me quite a few clinical tips as well.Cause I was a fairly new dentist and owning two practices at once was, was a lot to bite off so Michael: soon. so the, the fee for service startup was the one in 20. Yes. Okay. And then like couple months or a year later you acquired the second practice? Angelica: no. So the January, January before, so January of 2020 is when I purchased the secondary practice.my startup opened in August of 2020. Oh, okay. So just eight months later, I was actually supposed to open, much earlier around the time I purchased a secondary practice, I was supposed to open my, my startup, but as you know, covid hit everything shut down. It was really difficult to get materials during that time.and it delayed my opening quite a bit, which was unfortunate because I had bills that were starting to come in for my. Startup and I wasn't even able to practice or open my doors because of the shutdown. Mm-hmm. . Uh, And so having that secondary practice really, helped me out during that time. Michael: So, real quick, how much was your, the loan process when it came to your startup?Was that what, what bank did you go with? I went with Wells Fargo. Okay. How much was a loan for? Angelica: it was four 500. Michael: 500. Okay. What was the terms on that, do you remember? Angelica: I had to start, and so that was, I had to start paying, there was a certain time after construction started that I had to start paying that loan back and because of Covid that time was, longer than I was planning for it to be, and that's why I had to start paying the loan back Michael: early.Gotcha. Okay. So 500. . And then did you get another loan for the acquisition or Angelica: So, the dentist who passed away, his, his one of his best friends, the power of attorney for the practice. He, bought the practice for me and I was just making payments toward, for like, to him personally. So we had a personal, like, personally financed loan.Michael: How did, can I ask, how much was the. Angelica: I bought it for 220,000. Michael: Okay, so he bought it. He was a partner or Angelica: he just stepped in as a power of attorney? when the car accident happened, to help his wife get rid of the practice, because we knew pretty early on that, the dentist who ended up passing away wasn't going to practice again.Michael: Yeah. Okay, man. So then he ended up purchasing it for you and then you just made payments. Was there like a, a schedule or was it just like on a handshake, like, Hey, we're gonna, oh, I got you. Angelica: It was cut a little bit of both. Uh, He was very laid back. He purchased it. Everything was in my name. he put a lot of trust into me, and I barely knew him.He's one of the nicest people that I now know very Michael: well. Man. after this, gimme his. No, I'm, I wanna be friends with him. . Ok. He's great. No, that's good. That's, that's, that's interesting. Okay. So then that happened, you decided to go fee for service right? From that point on, I'm assuming it wasn't an easy startup process.Angelica: No, it was not. It was a very slow burn in the beginning. But that allowed me to work at both locations. I was working full-time, so five days a week, and splitting my time between both practices. so I was producing at a. , you know, my secondary practice, which was producing really well, I was running three columns.It was a very busy in-network, partially Medicaid practice. Mm-hmm. . So I was running around like crazy at that practice. We were just, our schedule was packed and then I'd come to my, my fever service startup and it was very slow. . Yeah. so I would alternate days, at both Michael: Gotcha. So how much were you producing in the second practice or the one that you.The one Angelica: I acquired. Oh. when I acquired it, the first year was right at a million. Michael: Okay. And so you would use that to help you with the startup for fee for service? Yes. Gotcha. Okay. And then that's when you were like, this is too much. When you started going through, birth, Angelica: so when I got pregnant, You know, hire and going through Covid, hiring new employees.I had two associates at one time. it just became too stressful, managing that many people. I think my biggest downfall was one, COVID. and two, I didn't ask for help soon enough. I wish I would've asked for more support. instead of trying to handle everything on my. What Michael: do you mean?Like, gimme more detail on that. Angelica: so I was doing all the interviewing and hiring and managing of both practices. and you know, I, I love dentistry and I, I feel like I'm a great dentist, but I, I am not a very, I'm not the best, I wasn't the best businesswoman and I. , wear my heart on my sleeve. And so, you know, I was interviewing these people and I felt like they would be a good fit, but I wasn't really going through the right motions to find the right people, the right, who would fit into my practice.So I ended up hiring a practice or a business, consultant. And I, I love this woman. She has helped me out so much and has, Saved me more than once with hiring, filling voids taking so much off of my plate. I think, being a new mom and owning two practices, And just trying to do it, you know, keep I'm, I'm a workaholic.I love, I stay at work late. I um, I'm going to the practices on the, over the weekends and it was just, it was too much. I was burning the candle at both ends. And so when Amy, my, my business consultant came into the picture, she really took so much off my plate. I didn't meet any, Candidates for any job position until they had gone through Amy first and she vetted them and she would have them take a personality test and I thought that was really cool.She would do a disc assessment with every, candidate and see if they would mesh with me and with other members of my team before even introducing them to me or anyone else in. and that saved a lot of time and, and heartache for me. . Michael: Yeah. Yeah, yeah. Definitely. Well, who's the business consultant? Angelica: her name's Amy Murray.She works for, the Dental Practice Management Agency. They have a very long name. . Michael: I know. Yeah. Dental Practice Management Agency. Why do you think you didn't ask for help at the beginning? Like is it cuz like you just didn't know what you didn't know or more like it's my baby's like I. Angelica: I think it was more, You know, personally, I, I wanted to do it all and, and say that I did it myself. I'm a hard worker. I, I worked two jobs when I was an undergrad. I babysat when I was in dental school, and I've always been a hard worker. And, and so I felt like I, I should be able to make this work on my own. I think the reason I waited so long was because business consultants aren't cheap.and I. Bad spending so much money, you know, spending all the money to, for a startup. all the equipment I was purchasing and materials, you know, I was start, money was dwindling and so I was like, I don't have any money to put towards a business consultant, but I wish I had done it sooner because I mean, she has doubled my, production for my secondary.within a year. So, if I had just hired her on sooner, who knows where I would be now. Michael: Okay. Gotcha. So right, right now you don't have the other practice though, right? The acquisition? No. Angelica: No. Okay. So I just have my fee for Michael: service practice. Gotcha. Okay. So then, I mean, hey, you're, you're a hard worker.We know you're a hard worker, , so where did that come from to wanna say like, Hey, I did. Angelica: well, so my father's an immigrant, from Mexico and he, he came into the States, and he had a degree. When he was living in, in Mexico, he had a degree there, but it, when he came to the states in his early twenties, he wasn't able to use that degree here.And so he had to go to school again. he had to learn English. He only spoke Spanish. So growing up we spoke English primarily in our household. , so that my father could learn enough English to go to school and get a job. he worked as a cook in a kitchen while going to school and eventually became an optical engineer.And he has, I think three patents under his name, now, and he has just accomplished so much and started out with nothing to his name, no money. He didn't speak English when he came here, and he just built this beautiful. Wife, like he is the walking, living American dream. And you know, I just, I witnessed that growing up and, you know, if he can do it, I should be able to do it cuz I've had a lot more support, than he had growing up and financially and just a lot more.it was, I had a lot more opportunities than he did. Michael: Mm-hmm. . Do you feel more pressure cuz of that? Angelica: I think so. ? Michael: Yeah. Why? Angelica: I just wanna make him proud. I know that he's worked hard to give us, a life, a good life. worked hard to help put us through school and, I want to show him that I appreciate that and that I can put the work in.and make Michael: him proud. Do you think he's not proud? Oh Angelica: no. My dad's very proud. . Michael: Yeah. So, okay. Yeah, so he's proud. I mean, like, you know what? He's proud, Angelica: but I just can't stop. I have to keep going. . Michael: I get you. I get you. Yeah, no, I think Angelica: it's the dentist and all of us, you know, we're also competitive because we've just always had to prove ourselves with, you know, first d a t scores and then taking the boards.And then I feel like in dental school we're all fighting for, you know, those top positions. And so I feel like our entire. education and the start of our careers is just very competitive. So we're kind of bred to be like that too, in a, in a way. Mm-hmm. . Michael: Yeah, that's true. Yeah. You wanna kind of like, continue, continue, continue, right Angelica: to, yeah, you already achieved this level, like what's next?Mm-hmm. and have to keep, I feel like I just have to keep going. . Michael: Do you feel like that right now? Like, cuz I mean, technically you've had two practices. You sold one, right? Mm-hmm. now a startup. Mm-hmm. . What was the whole reason for your startup? Angelica: so I was an associate for a little under three months, when I graduated and moved to Denver.I didn't really like how things were being done at the practice that I was at, but I really had no say. I had to show up and do my work and leave. And there were other procedures, other, things I was interested in, but I couldn't do those things cause I wasn't an owner. and this person wasn't really open to part partnership and so I decided well, , you know, I, I know what I wanna do.I know what type, what level of care I wanna provide my patients. so why not just go out on my own and make it happen that way I can make those big decisions. Michael: What were the level of procedures you wanted to do that they didn't want Angelica: you to do? So, I'm very interested with sleep and airway. I am an airway dentist and I love cosmetics, so I love doing big veneer cases.And at this practice, I, I was only being given what the other dentist didn't want to do. And so I felt like I couldn't get those big procedures. I, you know, I never got the big veneer cases or cosmetic cases that. Michael: Gotcha. Looking back, if you found a practice that would let you do this, or if they told you, yeah, you can do this, would you still have opened up your own practice?Angelica: I think I, I still would have opened up my own practice. Eventually, probably not as fast. But I eventually would've wanted my own, my own practice. Michael: For what reason? To just be like, this is my home, or this is for what? Angelica: because it's something that I created and something that I worked hard to make.And I've never been open to working for, I've never worked for a corporation. I don't really like that fast paced environment. I like to move at a slower pace, give patients more time with me, and yeah, and I like to buy the equipment. I, I'm a big tech junkie. I love my, my new equipment, so I wanna be able to buy what I want, when I want it and work with the people that I like working with.And yeah, I don't, I just don't feel like you can do that as an associate. Michael: Yeah. Too many like having to asks and things like that instead of just going to straight to it Right. Kind of thing. Gotcha. Okay. Okay, so then you opened up your practice, your startup. I asked that mainly because I don't know if you're like, I want more free time, or I want to spend time with, you know, your fam, or I don't know, which I'm sure you do, right?Like everybody wants that, but Oh yeah. Do you feel, what are some things that have come unexpectedly for you in the startup process where you're like, oh man, like I missed just that paycheck and then going home and then that's it, kind of thing. Angelica: Oh gosh. I mean, right now, right now. I have an amazing team.I truly feel like they're my family. Like we all work together really well and do, would do anything for each other. But it, it took a long time to get there. And I definitely had some team members in the past who made me just want to quit dentistry altogether. just like get rid of everything.. So I think finding the right team members and building that team, it takes a while. And but once you find the right people, it feels good. And, you know, this is why I went into dentistry. This is why I went into ownership, is to work alongside people who have the same passion that I do, and, they make coming to work enjoyable again.Michael: Yeah. What were those team members doing, or why did they make you want to give up? Angelica: They would either no call, no show um, oh really? They would call or they'd call the morning of and say, Hey, I can't make it in. I'm sick. Or I have this going on, and I'm pretty lenient with, with callins and people not coming.As long as you give me notice. As long as it's not too frequent, but this was happening, happening very frequently. And so a lot of ti I bought an isolate because I just, I had to be prepared to work by myself, and it was very stressful turning rooms over breaking out the isolate and just being in the room one-on-one with the patient and having to, if I forgot something, I'd have to run outta the operatory.It was just chaotic. , but it was difficult to find people and I know that a lot of my colleagues are still struggling with that. And it's stressful. So I think managing people and hiring employees is probably one of the hardest things for me right now. Mm-hmm. well was one of the hardest things for me.Michael: How do you wish you would've dealt with it sooner? Even with the fear of like, oh my God, I can't find people. Angelica: I wish I would've because it was difficult to find employees. So I felt like I let a lot of things go. I wish I would've set better boundaries earlier on.because I was afraid to lose employees even though they were not so great employees. I was scared to lose them cause I didn't want to be by myself. And so I felt like I was bending over backwards to keep these people happy just so that I would have somebody helping me in the practice some employees would ask for different hours or they didn't wanna work certain days or they wanted to do a late start. And allowing some people to do that and not others is not fair. And I wish I would've just put my foot down and and said, no, these are the hours I hired you for these hours.These are the hours I expect you to come in. Instead of saying, oh, I think we can make it work. And stressing out over trying to make it work for that one person. And that's just. an example of, of one instance. Michael: Mm-hmm. . Okay. Was it easy to let them go? Angelica: Oh you know, the first time I had to let someone go, I was sweating.My heart was racing. It was uh, really difficult. But after, you know, being an owner of two practices and going through covid and the high turnover rate it has gotten easier to let people go. Don't no longer serve a purpose in my office or in my life. And I don't do it often anymore. I, I mean, I haven't let someone go in a very long time.But when I do it, I know that. I'm doing it for the betterment of the team. You know, you don't wanna keep somebody on who is the cancer of the practice, right? And bring everyone else down. Also, you don't want to keep around somebody who. Is making you miserable, then you're bringing that home to your family and family is so important to me.And so I wanted to make sure that my workplace is a happy place and I left happy, and that way I'm not coming home and bringing all the negative feelings home with me, cuz that's not fair to my family. Michael: Mm-hmm. . Yeah. No, that's true. A hundred percent. How did you let them go? How did it improve from the moment you were like, Because I get you like Yeah.Sometimes you're, you, you're negotiating in your head. You're like, that's not that bad anymore. You know what I mean? Like, I can, I can handle that, you know? But how Angelica: the best advice someone gave me was you bring the person in and. , the first thing that comes out of my mouth is I'm letting you go for these reasons.And then you list those reasons, but you don't beat around the, like I used to just beat around the bush a little bit in the beginning and it made things a little awkward, but I've found that if. , I'm letting you go. And here are the reasons. As the first thing out of my mouth, then they know already. And you give the reasons and it sets the tone.You keep it short. So there's a beginning, middle, and end, and you don't what's the word? You don't dilly dolly, you know? Mm-hmm. just very straight into the point. That's what they. You know, they don't want to sit around and listen to how they were so great, but you have to let them go and that sort of mess, just, I have to let you go.And these are the reasons why. Michael: Wow. Okay. That's a, that takes some, you know what I mean? Like some guts right there to just be like, I'm gonna let you go and here's why. Cuz in my mind, hell, if you were to tell me that, you're like, Hey, I'm gonna let, I need you to do this, Michael. And I'm like, okay, but what if they get angry?and they don't even let me have my time to explain why, you know what I mean? They're just like, what if I just tell them immediately? Was that any of your fears or no? Angelica: Oh yeah. And, you know, I was just prepared if, if things got emotional I was just prepared to, or if there were any, if there was any, Arguing.Then I was just prepared to say, you know, this conversation is over. If you have any additional questions, you can email me at my email address. But I need the keys and your sensors and I'll walk you out. We'll gather your things and I'll walk you out. Michael: Was there ever any arguing or angry or No.Or ? Angelica: No just keeping it short and being very straightforward has been helpful. It doesn't really give time for people to get emotional. You know, the only negative thing I've had happen was, you know, after the fact after they were able to think about it. I got some mean messages from one person, but that's about it.Michael: Like Text messages, you mean? Yeah. Oh, okay. Gotcha. You gotcha. Yeah, after that, after the fact that if it was a text message, I'd be like, I, you know what I mean? Yeah. It was, yeah. All said and done. As long as you're not, no wonder I let you go, kind of thing. Right. You know? Yeah. Just kind of, okay. But like that.So if you could real quick, break it down for me. What's the beginning, middle, and end of this process for you? . Angelica: So the beginning is, I'm going to let you go. The middle is these are the reasons why. And typically when I let somebody go, they have already been write-ups filed. And so I'll have those write-ups on the desk.And then after I give him the reasons, I ask them, what questions do you have? Typically they don't have any questions. And then I ask them, so that's all the middle. The end is, okay, I need your keys, your sensor. Let's walk through the office and gather your things, and I'll walk you out the back door and that's the end.Michael: I like that. Okay, nice. Awesome. So would it be okay right now if we kind of dived into your startup a little bit? The business side of it? Sure. Okay. So you said the build out was, or how much your loan was? 500, right? Yep. Mm-hmm. . Okay. And then how much was your build out? Angelica: Oh, so. , my buildout. It's hard. I, I don't really have like the complete breakdown.It's been, it's been a little bit, but I think my buildout was around three 80 or Michael: so. Okay. Three 80. Mm-hmm. . How was that process? Was it pretty smooth? Not so smooth, really hard.Angelica: You know, my contractor was great.we had done all the planning for my build out in 2019. We had all the permits in place. and then Covid hit. My contractor was pretty busy cuz he is a popular contractor in this area. And so I felt like in the beginning it was kind of slow because he was working on so many different projects.But then the city of Denver shut down and they weren't issuing any new permits. And so some of the oth these other projects were. Permanently put on hold and they really couldn't move forward with anything cuz the permits weren't in place. Whereas with my practice, my project everything was in place and ready to go.And in my head I knew, you know, everything shut down, but my construction ramped up and I was like, oh no. Like before I was like, let's, let's speed it up, you know, this is moving really slow. And then when it started to speed up really fast, I was like, oh my gosh, like, let's slow down . Cause things were shut down right now.So that was stressful. How fast everything started to move because we had already done a lot of the leg work. In preparation for the build. Another thing that was really difficult was materials. All the materials that I picked out from my practice. I think I picked out maybe 10 different tiles from my bathroom floor and five different sinks for my operatories because I would pick one outfit was aesthetically pleasing to me.And then it was no longer available because manufacturing was down. Hmm. . And so, that was really stressful. Like everything in my practice, I feel like every single material had to be replaced so many different times because it, we just couldn't get our hands on the materials. Michael: Wow, okay. So that's the part that was holding it back?Yes. Okay. Okay. And then you officially opened when? Angelica: August of 20. Michael: Okay. And when you, in the process of like, about to open, because it was in March, right? March when it hit like really hard in the US Covid. Angelica: Yes. I closed my prac, my secondary practice on March 17th, and I reopened on May 5th. Okay. So like I have those dates burned in two lineMichael: So any, any of that time were you ever kind of. A little scared or just be like, Hey, you know what, just kidding with the startup part. I don't know if I wanna do this anymore. Or were, were you just like, no, we're gonna do it. We're gonna go through all this and, Angelica: oh, I had come so far. I was, I was ready to keep going and I wanted it to be finished.I wanted to open and start practicing in my new practice. Michael: Hmm. Okay. That's good. That's good. Really, really great mindset. So then, what type of practice do you have? I know you mentioned it was, Angelica: So we do airway, we do, we're, I'm a general dentist. Um, So we do a lot of your basic restorations. But we really, my team and I really love working on cosmetic cases and airway.Okay, cool. That's nice. My hygienist is uh, myofunctional therapist as Michael: well. Oh, really? On purpose? Mm-hmm. , that's what you were looking for on. Angelica: Well, she came in as a hygienist and she had a passion for airway and wanted to learn more. So I sent her to finish an airway training course.So she became certified as a myofunctional Michael: Nice. That's really nice. Okay, so then how many employees do you have? Angelica: I have not including myself. Four employees. Michael: Okay. And then they are, The roles. Angelica: I have an office manager. I have a hygienist slash myofunctional therapist, and then my two dental assistants are both cross trained for front desk and being in the back with me.Michael: Okay. And they all were part of the process of your business consultant hiring them? Angelica: They were all hired by my business consultant, Amy. Michael: Right? Yeah. Okay, nice. So that really did stream. Oh Angelica: my gosh. We we love doing, I don't, you can't see my office, right? I took down the balloons, but it was just my birthday and they surprised me by decorating my office.And we, and they're just very sweet and thoughtful and we all do that sort of stuff for each other. I've never worked with a team that has, that is so thoughtful. Michael: Yeah, that's beautiful. That's really, really nice. Okay, so then total production and collection, what does that look like? So like last month?Angelica: Last month? Well I was on vacation yeah. So then the month, but, but, but we still did, well we were at 70,000. Oh, for the Michael: month. Okay. And then, so how many ops do you have? Angelica: I know I have four working operatories. I started when I built my practice. I plumbed for four. I built out two. Because I knew it was gonna be a very slow start with my fee for service startup.Just last week I had the final two operatories equipped. Michael: Okay. And then how many days Angelica: are you open? Four days. Monday through Thursday. Michael: The hours are Angelica: are what? 7:00 AM to 4:00 PM Okay. So it's Michael: pretty Angelica: good. Our morning huddle starts. We everyone is ready for the morning huddle at 6:45 AM. Michael: Okay. What does your morning huddle consist of?Angelica: So my office manager starts the morning huddle. And there's typically three people who speak during the morning huddle. My office manager, my hygienist, and then one of my dental assistants. And they each fill out a day sheet outlining new patients. So my office manager starts with the numbers for the month we're currently scheduled at.you know, $50,000 of production for this month. Here are the opportunities for this week. We have openings today for an emergency here. We could do a bigger procedure in a couple of days, so think about that. We need to fill this hole. And then she goes over the production, what we're scheduled for, for the day.And of course, you know, just going over where we can increase that production, how we can increase it. , then it moves on to my hygienist. My hygienist will say, we have, you know, today we had six new patients, which is great. So she goes through the new patients and we talk about how we're going to make that appointment special for them.We have a relaxation menu, so they always get offered that, and we make sure that we have all of that stuff laid out and ready when they enter the operatory. We'll go over. Existing patients and if there are any medical alerts that we need to be aware of any outstanding treatment mm-hmm.and then it'll go to one of my dental assistants. They'll go over lab cases that we have in if there are any emergencies, new patients in their column. Any outstanding treatment that could be scheduled that hasn't been scheduled. So that we can take advantage of getting that scheduled. Michael: Okay. And that all roughly takes about 15 minutes.Yep. Angelica: Well, and uh, then if I have any questions, I'll, I'll ask some questions. If things were scheduled a little wonky, I'll ask why someone's coming in for a consult, whoever spoke to them on the phone. I'll ask, well, what was discussed? And then there's, it's fun. Is then we all kind of chit chat at the end and there's a lot of laughter.Patients come in and they're like, it sounds like you're having so much fun back there. . Mm-hmm. . And sometimes we'll have like some we'll take turns buying coffee for each other. So, we have our Starbucks order taped up on the refrigerator. So like, if somebody wants to treat the team to coffee, they know what we all like.And so if someone brought coffee in, we'll sit around and drink coffee for a few minutes. Eat bagels or donuts, whatever we have. So it's just fun because we really bond during that time. Michael: Yeah, that's nice. I like that. That's really good. Like having the. Coffee thing, Angelica: you know? Yeah. Like, cause it got to the point where people were like, oh, I wanna treat everyone to coffee.What, what do y'all want? And then we, they'd have to wait for everyone to text back and we all pretty much order the same thing every time. So we decided to write it out and we all have a, like, a picture of it on our phone. So if we just wanna surprise the, you know, the office of coffee will, we'll do Michael: that.I like that. That's really, really nice. Okay. And then real quick, how many patients are you getting? Angelica: We are getting about, I think our average is around 40. Michael: Okay. 30 to 40, yeah. That's good. Yeah. And then what are you doing for advertising and marketing? So, Angelica: my business coach really doesn't like me putting much money into marketing.Uh, we actually get, a lot of our new patients come from internal referrals, which is a big one for us. Google and Yelp. We have you know, five stars on Google and Yelp. We have really great reviews from some of our best patients. , there's a local newspaper that I have an add out and I pay about 180 a month for that ad.And really, we don't get many new patients from that, but I continue to support them because they're local. And we have some patients who work for the local newspaper and they come in and we chit chat. So I just keep that there just to support them. Other than that, I've done nothing up until last month.I started Google Ads because I was noticing that my reviews weren't showing up. So I had people saying, oh, did you see my review? I wrote you a nice review, and I said, oh, I don't think I saw that. It's not popping up. And then they would show me on their phone that they wrote me a review. And it would show on their Google account, but it wasn't showing on our pro, on our business profile.So I went through all, you know, I researched why, why would our reviews not be showing up? And I went through and, you know, there was nothing that would've made that happen. You know, we were a verified business. They just for some reason weren't posting our reviews. Mm-hmm. . And one of my colleagues said, well, why don't you pay for a Google ad and then you'll start seeing.Those reviews pop up. I paid for a Google ad and that same day my review started showing, are you serious? It had been months like it had been maybe three months since we saw a review. . And so that was kind of crazy to me. You know, I don't know how I feel about it. It seems like extortion to a certain Michael: Yeah.dirty Google. What? Yeah. Angelica: So, I mean, maybe it's not related in my mind. It seems like it is, but we are now getting reviews and we're paying for Google Ads. Michael: How much are you paying for Google ads? You don't mind me Angelica: I got a special, it's like a holiday special where you. $500 and you got two A, you got to post two ads.So that's what we did. So we've only invested $500 in in that. Michael: Yeah, man. But I didn't know that. I never knew that, that that's, yeah, I wouldn't, that sounds kind of, it sounds kinda like Yelp if you think about it. You know what I mean? Angelica: Yes, exactly. Hmm. So, but I know a lot of my colleagues have been struggling with their reviews not showing up and I mean, maybe there is a correlation between the two.Who knows? Michael: Yeah. No. Okay. I get you. And then what system would you say is unique in your practice right now that you created or maybe you have adopted where you're like, it's either our handoff from front to back, or it's our new patient? Angelica: So something that my business coach helped me put together was the new patient welcome, making them feel comfortable in the practice because I don't know if you've seen pictures of my practice, but it's very homey.I didn't want it to be a sterile or very clinical setting. I wanted it to feel like I have a fireplace in my waiting room and like a stack of logs and I've decorated my office almost like a. . And so when you walk in, it doesn't have that dental office feel. And I think that's the biggest compliment that we get from patients is they just love how it has a relaxed feel.It already puts them at ease when they walk in. But the one thing that we do that I really love is we give our new patients a tour of the practice. So when Reza, my hygienist, or. Margarita My dental assistants bring a patient back. As they're walking them back, they'll say, well, here's our restroom.And they'll show them the restroom. And this is our really cool C B C T. It takes a 3D image of your face. And Dr. CTO will go into more detail on that here in a sec. But we'll, we'll be returning to this room to take an image later. Here is our sterilization room and as they're walking them back, you know, I have a very open concept design but everything is very clean looking, very aesthetically pleasing.And so it's just nice as they're walking them back to show them where everything is and then they walk 'em into the operatory. And now the patient knows like, if I have to use the restroom, I don't have to ask anyone. I know where it is. It makes them more comfort. Michael: I like that you give 'em like an office tour.They make them, Hey, here's the rest of your home kind of thing. Yeah. Angelica: You know what I mean? Exactly. Yeah. , I like that. You can place your things on, on this stand here and you can hang your coat here and let me take your purse for you and they'll hang that up for them. And they've already looked at our relaxation menu.You, and so we'll have. You know, if they want essential oils an eye mask. We have Disney Plus we have TVs mounted above the all the chairs and we have Disney Plus on the screens. And so I'll ask them if they wanna watch something specific. We have noise canceling headphones. So yeah, we just trying to make them feel comfortable.Michael: Yeah, that'd be nice. How cool would it be like to be the first Disney sponsor? Practice . It's my dream. It's everything I've ever wanted. , . Okay, cool. So then one of the last questions I wanna ask you is throughout this process, I guess, from the moment you sold your prac, your second practice, or your fir, your first one, your acquisition to, to now, today, what's been some of your biggest or your biggest struggle or fail or pitfall Angelica: since selling my second practice?Mm. You know, well, of, of course we've already talked about managing people and, and hiring employees. I'd say couple, there are two things that come to mind. Mm-hmm. for me. One is implementing new procedures, like when I started with airway, just getting that into the practice and setting up a system for that. It's really stressful. You know, training everyone on the, on airway, especially when you have a, when I had a higher rate of turnover training people to take those special images that I need intraoral photos and measurements, that was really stressful.Retraining every single person who came into my office to do that. So implementing something new. And then we just invested in cic, so we have the prime scan, the prime mill, and the prime print. . And so going through all that training and making sure we were doing everything right anytime there's something new, it just gets a little bit more stressful.And then I think it's all around people managing people, right? So the second thing would be patient management. As a new dentist, when I came out of dental school, I felt like I let people walk all over me. I was scared to stand up for what I. Was right. And, you know, my confidence level wasn't the best because I was so new.So I think building that confidence, setting boundaries, even with patients not letting them because some people I feel like have been struggling with , you know, post covid, the post covid era. Mm-hmm. . Um, There are a lot of people struggling with personal issues and coming to the dentist. It's, it's no fun sometimes.And so they show the worst parts of themselves when they're anxious or scared. some people can come off quite mean or rude to a team member or even to me sometimes, and not letting that happen standing up for myself. That has. The biggest struggle, but something that I've really mastered this the past couple of years is building that confidence and standing up for myself and setting those boundaries.You get really good at setting boundaries when you have when you have children, because you'll do anything for your kid. Right. And it's sad because I was struggling and I didn't , I didn't treat myself very nicely. The things I was saying to myself weren't very good. And so I actually started going to therapy after around the time I sold my practice because I just, I needed help.I was struggling personally and going to a therapist, she really helped me to set those boundaries. And she said, you wouldn't treat your kid this way. You're beating yourself up over something a patient told you or something negative a patient said about you. And you're just, you're saying all these mean hurtful things about yourself in your head.You would never say that to your kid. And I'm like, you're right. I, I love my daughter. I would never treat her that way. And so then she was like, well, why would you treat yourself that way? And I just sat back, I was like, you're right. I need to be nicer to myself. I need to have more grace. Um, I need to set boundaries and don't let people get you down.I mean, , you do dentistry for a reason. You went to dental school for a reason. You're highly qualified, you know what's best in the dental realm. So, you know, stand up for yourself Michael: a little bit. Mm-hmm. , do you feel like you kind of slipped back into that sometimes? Angelica: Very rarely now. But when I first started out, oh yeah, Someone would say, Make a comment like, oh, you're taking so long on this filling. And I'm like, oh my gosh, did another dentist do it like so much faster than I did? Was it more comfortable? Like, am I a bad dentist? ? Yeah. And I, my, I would just go into a downward spiral. But I don't let myself do that anymore.Michael: Yeah, no, I get you a hundred percent. I remember one person told us, like, if you get on a train right to a Destin, And then you realize like the intercom guy or whatever is like, we're going here and you're like, crap, I'm supposed to be on the other train. Would you just say, I'm gonna go all the way to the very end of this destination, get there and then get off?Or what would you do? I'm asking what would you. Angelica: Yeah, I would change directions and, and reroute myself, Michael: right? Like on the next exit, wherever it's I'

Lisa and His Radio Talk, a pro-life bill in the S.C. legislature, Amy Murray

This episode kicks off a new series where I talk with Creators who operate in all different niches, asking the question: “How do they reach…

What if you found out that you had been conceived in rape? Would that change the way you viewed yourself or your life? In this episode, Amy Murray shares her story of finding out that she had been conceived in rape, what it was like for her growing up as an adopted child, and reconnecting with her birth mom as an adult. She also helps us understand why she believes there shouldn't be an exception for rape in pro-life laws and how to have conversations with others who may disagree.

Birth Control. Let's talk about it. If you've ever tried to get pregnant, or gone out of your way to be sure not to get pregnant, my guess is you've either been on some form of hormonal birth control, or considered it. Doctors quickly prescribe “the pill” for issues from family planning, cramps, and even for acne (though let's be honest… the pill can often cause acne)! But there's a growing consensus on this drug: hormonal birth control often has very serious side effects, and if not informed about, it can lead to more problems than it solves. I'm so excited to share with you some advice about Fertility Awareness with a true expert in the field, Amy Murray. Fertility Awareness lets you see changes as they are happening to your body. How effective is this method? We dive into that in today's episode. Accurate information is needed to make an informed decision about freedom over your own body. We'll cover the effectiveness of Fertility Awareness, bring you home remedies for cramps, and teach you about how food and sleep play a huge role in your cycle health. Follow Amy Murray on IG here and learn more on her website HERE. See full show notes for this episode HERE. Leave us a review while you're there.Lookin' for some podcast goodies? I've got ya covered! Shop our t-shirts, swag, and other popular products HERENew to essential oils? Here is my free guide to help you demystify this topic FREE Essential Oils Guide.Our website is www.RevolutionOilsPodcast.comView hundreds of Essential Oil Recipes in our DIY DugoutSign up for my PODCAST NEWSLETTER and you'll get FREE tips on how to live a healthier, more balanced life! Say hello on social. Use the Hashtag #essentialoilrevolutionpodcast so I know you're a friend!FacebookInstagramGrab yourself a freebie here! ---> https://linktr.ee/samleewrightThank you to our amazing sponsors.Heard about a product you'd like to try? View our list of sponsors HERE and help us keep this podcast 100% free!FAQs:Who is Samantha Lee Wright?Which brand of oils do you recommend and why?Is it safe to ingest essential oils? (And other safety concerns)Are essential oils safe for cats? (See safety section)Hey! Thanks for listening. Send me a message & tell me what you think about the show. Leave a review so others can find the show more easily too.xo,SamSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Many professionals are doing more and more with less and less today. Organizations are often short staffed as demand has increased, which has led to stress and burnout. Christian Napier and Spencer Horn host special guest Amy Murray to discuss how to reduce the burnout through a process which increases productivity and satisfaction. Amy has experience in the major event space and has produced events for the Super Bowl, European Games, and worked with Global 500 organizations like Nike, McDonald's and Disney.

A fabulous new initiative by Christine Doyle and Amy Murray where they want to make women feel safe when they are out walking or running..Christine joins Alan to talk about Colour Your Way and gives all the details of how you can get involved in providing 1000 gilets free of charge to the women of Wexford. The gilets feature high vis details and a safety alarm.

Hi, my friends! I am beyond excited for a special treat that I've never done on the podcast before — I'm sharing an actual excerpt from a group coaching call from my mastermind, Sell With Heart! My friend, the amazing Amy Murray, has agreed to share her heart with you through this live coaching she received. Amy is a holistic reproductive health practitioner and certified fertility awareness educator who teaches women to chart their menstrual cycles for avoiding pregnancy, achieving pregnancy, or improving their overall health. Join us as we talk through the coaching process! Visit this episode's blog post here >> www.heartcenteredentrepreneur.com/podcast/live-coaching-session-with-amy-jovita-murray

You'll remember the feeling and the experience more than the product. Storytelling in the buying journey is a powerful tool to create an emotional and memorable connection with your audience. An expert in storytelling joins us today. Amy Murray is the Senior Producer at Show Imaging, a team of creatives who create digital and live experiences through cutting-edge technology, creative design, and hands-on project management. Amy dives into their adaption during the pandemic, how they support the buying journey and drive growth.

At sixteen years old, Amy Murray changed her life. As a teenager she went to Japan as an exchange student, and her adult life was set in front of her. Join Mary Anne as she discusses with Amy Murray the highlights of a career that went from P & G, to an independent consultant, to Cincinnati City Council, to the United States Department of Defense. Join this exciting conversation by downloading the podcast for free.

Bards Logic welcomes former Director for the Office of Small Business Program for the Trump administration's Department of Defense Amy Murray. We discuss her year at the Pentagon. Appointed in 2020, Amy served as the Director for the Office of Small Business Programs. In this capacity, she led a network of over 700 small business professionals and is the principal advisor to the Under Secretary of Defense for Acquisition and Sustainment and the Deputy Assistant Secretary of Defense for Industrial Policy for matters relating to small business. Small business procurements represent over 20% of all procurements within the Department, greatly influencing mission success. Amy was responsible for integrating all DoD small business initiatives and overseeing the efficient and effective functioning of the Dept's small business specialists and acquisition workforce. She provided leadership, guidance, and oversight to the Military Departments and Defense Agencies to create unity of effort in executing the DoD Small Business Strategy, which directly supports the National Security Strategy and the National Defense Strategy. Also on this episode, we discuss the ongoing battle against Republicans who have joined forces with the Democrats. You can get the full articles and videos from the Bards Logic Newsroom. Next week we will welcome candidate Jonah Schultz who is running against anti-Trump Republican Anthony Gonzalez. Bards Logic is the Grassroots, We the People show.  

It's our 100th episode! Amy Murray graciously guest hosts and interviews Christian Napier, turning the tables and asking all kinds of questions about the podcast and Christian's Salt Lake 2002 experience (recorded 31 March 2021). If you worked on the Games as a staff member, contractor or volunteer and want to share your story please email cnapier@gpfour.com.Show Notes:WARM UP00:26 - Welcome Amy as guest host!03:21 - Straight from GPFour HQPRELIMS06:08 - Going our own way with the systems08:42 - Monster VIKQUARTERFINALS11:30 - What are we going to have for lunch?15:55 - Welcoming outsidersSEMIFINALS19:41 - Cutting room floor24:22 - Guest wish listFINALS27:14 - Christian's dream OCOG job29:42 - What is IKL?MIXED ZONE32:40 - What will happen with Tokyo? 36:10 - Island meal and moviePODIUM40:15 - Island / walk on music44:16 - Favorite SLOC memoriesCOOL DOWN48:59 - Goosebump moment / wrap-up

Amy Murray is a bilingual English/German Fertility Awareness Educator and Holistic Reproductive Health Practitioner. Her passion around the field of Fertility Awareness combined with her own experience using Fertility Awareness to avoid pregnancy and also to conceive her two daughters led her to share her knowledge with other women. Through her work, Amy teaches other women to use the Fertility Awareness Method for birth control, to improve their chances to conceive, or to optimize their overall health recognizing the menstrual cycle as a fifth vital sign. She is currently working with over a dozen clients worldwide, helping them to achieve their charting intentions! On today's episode she is teaching us all about FAM! ⭐How to practice it. ⭐Why it's better than your app. ⭐Why you should consider learning how to chart your cycles⭐ How to tell if you have a hormonal imbalance by just LOOKING at your chart. I learned how to chart two years ago and it has changed my relationship with my body and my period. Because of charting I have been able to advocate for myself with doctors, get surgery to fix my painful and heavy periods as well as both prevent conception and learn when I was the most fertile to TTC. You can learn more about Amy here: Free Facebook group: amyjovitamurray.com/community Free monthly online charting circle: amyjovitamurray.com/chartingcircle 90 min intensive and 6 month Fertility Awareness Coaching and Mentorship package:amyjovitamurray.com/workwithme

Super Bowl LV was this past Sunday and Anthony Bollotta and Alex Apostolidis have 2 Sport Event Producers join them in this Super Sized episode. They are first joined by Nancy Spooner-Basharah (owner of TEMPO LIVE EVENTS, a virtual and live production and staffing firm).  Nancy tells us Bollotta-FIDE about how the tools have changed but it's still her job to get a client's message out to their audience, what she's looking for when she is hiring freelancers and how her Tempo Think Tank has been a help over the past year. Amy Murray (Senior Producer at FiveCurrent) stops in and divulges details of her very specific and fascinating experiences at past Super Bowl games.  The crew all discuss SUPER BOWL LV together and lots of insider behind the scene chat.  Bollotta-FIDE must have these guests back! Ask Anthony: www.bollotta.com/podcast Follow @bollottaentertainment on IG Timestamps 00:02:58 Anthony & Alex talk SuperBowl Entertainment 00:15:33 Nancy Spooner-Bshara (TEMPO LIVE EVENTS) 00:46:47 Amy Murray (FiveCurrent)

Hamilton County Republican Party Chairman Alex Triantafilou watched election night as a blue wave swept in, taking with it two county elected leaders – treasurer and recorder – and nine judgeships. The latter flipped both the common pleas and appellate courts to a Democrat majority – something that was unthinkable a decade ago for the once-dominant Hamilton County GOP.   Those losses have some local Republicans quietly grumbling about the need for new party leadership. Triantafilou addressed his and the party's future on The Enquirer's That's So Cincinnati podcast. "If you go around the state of Ohio, (Republican leaders) think we do a terrific job here and we do," Triantafilou said. "We have a great staff. We have great volunteers. We have great donors. I understand I'm on the hot seat. I'll take the heat as it comes. I know my business. I know what it takes to win. I also know the challenges associated with winning in a blue county. What's the future for me? I'm staying." Triantafilou, who's led the party since 2008, welcomes the challenge of recruiting a new wave of GOP candidates.  "My focus is really going to be on finding candidates who have the appeal across the political spectrum," Triantafilou said. "That's going to take some infighting within my party as we push to get candidates who don't always toe the party line." He added: "I want to unite the party, so I end up taking a fair amount of arrows to do that. But I'm going to start speaking out a little bit stronger about the people who aren't working with us." Triantafilou's interview begins at the 21:45 mark in the episode, which can be listened to for free by clicking the link at the top of the article. That's So Cincinnati also is available on Apple Podcasts, Spotify and other major listening platforms.  Other takeaways from Triantafilou's interview: • With Prosecutor Joe Deters' reelection on Tuesday, Republicans were able to hold onto the most powerful seat in local government. Speculation has already started about whether Deters, the longest-tenured prosecutor in county history, will finish out his next term. "As I told Joe, he needs to stay healthy and run again in four years because he gives us our best chance to hold that seat," Triantafilou said. "He's been a great candidate and a terrific prosecutor. He hasn't committed to running in 2024, let me make sure that's clear."  • On former Cincinnati City Councilwoman Amy Murray, who left in February to take a job in Washington with the Trump administration, Triantafilou said he expects Murray will return to Cincinnati if the president loses to Joe Biden. Murray considered running in Ohio's 1st Congressional District, but decided not to challenge Steve Chabot in the Republican primary. Will she look to run for office locally again?   "When you're the coach trying to put players on the field, I'm dying to get Amy Murray. She's a five-tool player, so to speak in baseball parlance," Triantafilou said. "She's got everything you want in a candidate. She's brilliant, a great legislator, a great government official. She's a good fundraiser. I would love to see Amy Murray return to the local political scene, but I have no idea what her next step is going to be."

Amy Murray, Senior Producer at FiveCurrents and former Olympic Experience Producer for the Salt Lake 2002 Olympic and Paralympic Winter Games, joins the podcast on a very special episode, recorded on 9/11. A breakdown of the episode is below.Please be...

Cincinnati's heavily populated West Side finally has a representative on Cincinnati City Council, and Betsy Sundermann has a message for Westwood and the Price Hill neighborhoods:  "I'm listening to you," the Republican said on The Enquirer's That's So Cincinnati podcast this week.  Sundermann was appointed to council last week to replace Amy Murray, who left for a job in the Trump administration. She's the first West Side resident to hold a seat on council since 2009, when then-West Price Hill resident Greg Harris was on council.  East Price Hill's Sundermann has already started to take an in-depth look to see how City Hall treats the West Side. She has asked the administration to provide data on citywide economic development projects to see if the West Side is getting its fair share of funding. "Every time I talk to community councils, they always say, 'No one's listening to us at City Hall. They only listen to the East Side and Downtown,' " Sundermann said. "Now I can go and say, 'I'm listening to you! Tell me all of your problems.' " Sundermann also talked about helping to restore civility on a council that's been plagued by infighting and scandal.  "I don't have any preconceived notions about anyone," Sundermann said. "I'm not going into this hating anyone. Everyone's telling me what I should think about people, but I'm going to make my own decisions." She added: "I'm going to try my best to get along with people. That doesn't mean that I'm going to vote for what they want me to vote for. But I'm going to be respectful and I will calmly negotiate things with people are who willing to do that with me." Find out more about Sundermann by listening to her in-depth chat for free on That's So Cincinnati. Click the Audioboom link at the top to listen here or go to Apple Podcasts, iHeart Radio, Spotify and other listening platforms.

David Mann sure sounds like he's going to run for Cincinnati mayor.  But the city councilman isn't quite ready to go all in just yet. "My wife and I are having a lot of conversations, and I'm talking to other people," Mann said on The Enquirer's That's So Cincinnati podcast this week. "There seems to be some interest (from the community), and I'm continuing to look at it very actively." Asked about a timetable for when he'll decided, the Clifton Democrat said: "If I'm going to think about it, I've got to start raising money. That's something I'm going to initiate soon. That's not an announcement. That kind of is a step in the process." Mann, 80, talked more in-depth about why he wants to make another run at the mayor's seat, which he's held twice in his long career in public service.  He also talked about:  His vision for the future of Cincinnati Definition of "progressive" Current state of City Hall Working with council's original "Gang of Five" in the 1980s