Podcasts about hygienists

Re-releasing a DAT listener favorite! Kiera is all about key performance indicators in this episode, and why they're important. When framing KPIs as the vitals of your practice, it makes a lot more sense! Some of Kiera's favorite KPIs are … Production (net, not gross) Collection (at least 98%) How many new patients you're getting Average diagnosis Acceptance rate Overhead There are a lot more indicators she talks about in this episode, so whether you're a beginner with KPIs or elite status, there's something you can learn. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:05) Hey everyone, welcome to the Dental A Team podcast. I'm your host, Kiera Dent, and I had this crazy idea that maybe I could combine a doctor and a team member's perspective, because let's face it, dentistry can be a challenging profession with those two perspectives. I've been a dental assistant, treatment coordinator, scheduler, pillar, office manager, regional manager, practice owner, and I have a team of traveling consultants where we have traveled to over 165 different offices coaching teams. Yep, we don't just understand you, we are you.   Our mission is to positively impact the world of dental. And I believe that this podcast is the greatest way I can help elevate teams, grow VIP experiences, reduce stress, and create A-Teams. Welcome to the Dental A Team Podcast.   Hello, Dental A Team listeners. This is Kiera. And you guys, how's your day today? You guys loving it? Are you crushing it? I hope you are, wherever you are. I am actually sitting in my bedroom. I ⁓ rarely ever podcast here, because usually my husband's home. But tonight, I have some friends over there in the front room, and I definitely needed to get some podcasts done. Sissy was asking me, I just love having team members that are great at what they do. And I hope you guys take time to acknowledge the team members that make you great. The team members that are   just awesome at what they do. guys, Sissy keeps me so on the ball and I love her for it. Shelby does, Tiffany does, Brittany, Dana, Kylie, they are just an incredible bunch of people. And guys, if you ever get the opportunity to meet any of them, you are one lucky person. So I hope you're having a great day. I hope you're loving it. So podcasting today from the bedroom. I hope the audio is great. I hope you're loving it. Sun's just going down and today I just wanted to dive into a topic that I think is really awesome and it's KPIs.   So what the heck is a KPI? A KPI is Key Performance Indicator. I'll be completely honest. You guys, know I'm like authentic Kiera Dent. People when they call me and they chat with us, like interested in working with us, the number one thing I get told is, Kiera, you sound just like you do on the podcast. And I'm like, this is really great because it is me.   I don't shake it up, I don't change it. The only thing I do differently is I talk in a microphone so my voice sounds a little bit like smoother, if you will, on the podcast than in real life. But beyond that, same cadence, same tones. This is Kiera real life. So you guys know I am always, I try really hard to just be authentic Kiera. So if you ever come meet me in person, you peel back the Wizard of Oz current, I would be the exact same person as I am on the podcast as I am in real life. So when I first started as an office manager,   I did not know what a KPI was. I did not know why they were important. I didn't know that I should be tracking these things. I literally had no idea. So guys, if you're in my boat, hey, welcome, welcome to the CureDent No KPI Boat. If you know what they are, welcome, welcome to the Elite Boat. And if you are using them, welcome to the Rockstar Amazing Boat. Let's make you even better. So KPIs, I call them, the way I describe a KPI is they are the vitals of your practice.   So just like when you go to the doctor and they take your blood pressure, your temperature, they listen to your heart rate, all those things, those are the vitals. They take your weight. ⁓ I just went to the doctor the other day and it's super cool, like, right? You sit on the chair and they say they'll take your weight. And it was funny, the gal asked me, she said, do you wanna know your weight today? I was like, wow, thank you. Like, thank you for not making me have a bad day if I don't want to or thank you for giving me the opportunity. It just made me giggle.   But bottom line is the vitals, we go to the doctor and they take those vitals first because if any of those are out of alignment, that's the first sign that we have trouble. So that's what I think of with KPIs in a practice. These are the core pieces that are going to show you, is your practice healthy or is it not healthy? So yes, it's tracking and there's lots of different KPIs you can track. That's why it's called a key performance indicator. I am a firm believer that you should be able to change these up.   I think there are certain things that you should be tracking consistently. But I also think as human beings, we get stagnant and bored. So give yourself a decent amount of time to track and then shake it up. That way you're growing constantly and we don't get bored with KPIs. So for me, some of my favorite KPIs, this is a question every consultant who comes to Dental A team to work with us, we ask them, what is your favorite KPI to measure? One, I'm checking to see if they know what a KPI is. Guys, I probably would have flunked the consulting test if I would have come on.   We're a more elite company, guys. I have to keep these consultants on their top notch. They can't be lower than us now. So I ask what your favorite KPI is to track and why. Most of the time I get production and collection. Production is a great KPI to track. It's something, and again, be careful on production. Make sure you're tracking it on net, not gross. A lot of people wanna tell me that they have.   These huge successful practices, but guess what guys, if you can't collect it, don't even tell me that number. I don't care. It does not impress me because guess what? That high gross number feeds your ego. Your net number feeds your family. So I don't care about it. So report that number in net. Next up is your collection percentage. I want to know how you're collecting. So if you're a $1 million practice and you're only collecting 700,000, that's stressful. That means you're at a 70 % collection rate. I am aiming for a 98 % collection rate. Now,   There are lots of other KPIs and I will say there are some great softwares out there. Practice by numbers, dental intel, divergent. Those are my top three favorites. I'd probably put them in the order of dental intel, divergent, practice by numbers. I think all three of them are great. I love them all for different reasons. The reason I'm pro-ing for dental intel is because they just merged with Medento and guess what? They are kicking it. So I love that. I love what they do and I love Medento as a company. So any company with Medento, that's going to be my favorite company right now. But bottom line is a lot of these track KPIs.   What I found that gets tricky and what a lot of offices do is we often track too many things that we don't actually move the needle on anything. I'm guilty of this. So in our company, was having Cissy track how many Instagram followers we were getting every single week. At first, I thought it was a great marketing metric. I thought it was great to see how our marketing was doing. Guess what? It was actually just feeding my ego. So guys, if you want to feed my ego, please just go follow us on Instagram. I would love it. Get your friends, get your family, get your siblings, get your kids. I don't care who.   You can boost that number just to feed my ego. At the end of the day, do the Instagram followers actually matter? No, they don't. They don't move our company forward. What matters, just like you guys, how many new patients we're getting. So don't actually care about social media followers. Yes, it's a fun number to track, but what I care is how many new patients are we getting? Then after that, I actually care about if I'm going to the elite boat or to our rock star boat on how many new patients you're getting. Do you know how much each patient's value is?   Do you also know what our average diagnosis is on each patient? And do we know what our acceptance rate is on each patient? If you don't know that and you're already tracking some of these numbers, that might be a fun zone for you to go to, to be 2.0 or 3.0 of KPI tracking. If you're just starting out, don't go there. Let's just get you tracking new patients and where they're coming from. Bottom line is these are the vitals. So first steps first, I want you with your KPIs to make sure that you have the vitals of your practice. Production, collection, new patients.   case acceptance, reappointment percentages. Those are like your main shebangs that are really gonna tell you where you're going. If you wanna add in your overhead, I also love that because that's gonna pull in the business side of it to make sure that we're actually profitable as a business and we're not just running around trying to serve, but not even being profitable as a practice. We need our practice to be profitable. Otherwise we can't serve more in our community. Those are my main things I love to focus on. So if you're just starting out, start tracking those.   I prefer you track them at a minimum every week at best. I actually like these ones to be tracked on your morning huddle. It's great. Everybody has it, have it on a whiteboard. Everybody can see it. That is the vital heartbeat of your practice. I would love you to do it. Just like on my Apple watch, I'm watching the rings on my Apple watch. That's honestly the only thing on my watch face guys, because it'd be really fun. But I decided I don't want to get distracted by other things. I need to master these items before I move on.   So that's why I love it to be front and center. Get these KPIs front and center. Get a whiteboard, guys, they're real cheap. Put it up, track these items. Production, we talked about it. Net, not gross. Collections, we wanna make sure we're collecting at least 98 % if not higher. And then I want you to know how many new patients you're getting out of goal, what your case acceptance is. A healthy practice, if we're talking dollar for dollar, I'd like you to be anywhere from 35 to 65%. Now there's a wide range on that because I actually, if you don't...   diagnose a lot of ortho and you're not diagnosing a lot of implants in larger cases, your dollar for dollar should be way up higher. If you're diagnosing these huge treatment plans constantly, you actually should be hanging out lower because we're presenting so much treatment that I'm okay with a lower case acceptance. If we're one for one, meaning one thing accepted off of our treatment plan, no matter how large it is, I want you actually to be sitting at at least a 90 % case acceptance. If you're not, we got to talk.   That's right, you and me, we're going to have a date, we're going to chat. We need to get that case acceptance up because what we're doing is we're dis-serving our patients. We're not helping them find a way to get this treatment done. You as a treatment coordinator, your job is to be a solution creator with the patient. So do your job, find the solution, get those patients accepted. That way we can help them have healthy mouths and a better life, right? That's what it's all about. Hey, Dental A Team listeners, how was your 2021? Have you reflected back? Where did you really win?   Where did you really not win? If 2021 was a year of years, congratulations. I am celebrating with you and I would love to invite you to take it to the next level. If 2021 wasn't quite your year, hey, it's all right. I'm there for you. And I would love to invite you to make 2022 the year for you. That's right, guys. If you're ready to take massive action, if you're ready to take your practice and your team to the next level, increase your profitability. Yeah, guys, through an easy way.   Get your entire team aligned and you're ready to just have your life be different. That's right. Team development, top to bottom system development, top to bottom, changing and shifting your culture, improving your team morale. If that sounds like what you're interested in guys, I'd love to invite you to join us in our Dental A Team platinum group. It's the exclusive group where we physically fly to your practice. We give you insider tips. We share with you. have a quarterly newsletter that goes to that shares all the updates we're coming up with and we share it with our platinum group.   We'd love to have you and I would like to invite you because guys remember you're always one decision away from a completely different life. So reach out guys. I'd love to chat with you. I'd love to see if you're a great platinum client or what works best for you. Email me Hello@TheDentalATeam.com and I can't wait to welcome you as our newest platinum client. Take massive action. This is your year. Let's make sure 2022 is your year. Hello@TheDentalATeam.com. Can't wait to welcome you. So those are my main KPIs that I love to track.   Once you get those dialed in and you're consistent on those and you know, then we're going to start diving into even more data. I want to know how well our hygiene department's doing. They should be producing at least three times their pay. So if I'm a hygienist making $10 an hour, wouldn't that be a dream guys? Welcome to 2022. Hygienist $10 an hour. Yeah, right. You guys are like a hundred and a billion dollars an hour. Like it's crazy how much hygienists are at right now, but let's say for the sake of this podcast, it's $10 an hour. Okay. I should be producing at least   $30 per hour as a healthy hygienist. That's on a PPO. If I'm fee for service, I like you producing at least four times your pay. So if I'm in a fee for service practice, I'm producing $40 an hour, okay? So that would be another great KPI to track. You can also break it down per department. So we might have our doctors. Great KPI to track on our doctors is what are they producing per hour? Most doctors should be producing at least $500 per hour at a minimum, okay?   So if we're working in an eight hour day, that's a $4,000 day per doctor, again on net, not gross. So that's a great metric to put in there. What are our doctors producing per hour? What's our doctor case acceptance? What's our doctor diagnosis? Great KPIs for you to start tracking. If we move on to our hygiene department, you can track fluoride, you can track perio. Perio is a great set to track. We can track ⁓ how many night guards they're doing. We can track how many orthostarts they're doing.   Great KPIs to track, again, if you're in the elite rockstar status. ⁓ Dental assistants, I like to track how many same day conversions you get. Also, how many times you leave the room is a great KPI to track. Also, how many Google reviews do dental assistants get? Those are all really, really great ones that you can do. For front office, scheduling. How often are we scheduling our hygiene and doctors to goal?   So I usually like between 80 and 90 % that they're scheduled to go. Schedulers can be how many openings they have in hygiene. It can also be how many new patients you're scheduling. For our treatment coordinators, case acceptance, right? We want to make sure that we're getting those cases up there. For office managers, what's our collection percentage that can also go to our billers? Billers, I love you to be tracking your AR. Also outstanding claims. ⁓ How long it's taking us to get our claims paid. It's a fan-freaking-tastic KPI to be tracking.   because we want to be paid quicker. Guess what? If I'm tracking that, I can see, are we not sending our claims clean and are we having errors? Could we fix that? Could we enter data better so we don't have these issues happening? Could also track how long our patients are waiting in the waiting room. If we're working on VIP new patient experience. As I just listed, there are a myriad of KPIs you could do. What happens is we often try to track too many things that were actually focused on nothing. So I suggest you usually have at least one primary KPI per   person in the practice. It's their primary. That's the one that no matter what, they're going to hit that. And we make sure it moves our needle forward. So what's going to move our doctors forward? What's going to move our hygienist forward? It's going to move our dental assistants, our scheduler, our biller, our office manager. What is the one thing if we could only focus on one thing, what's going to move each of those people forward the most and move our practice forward the most? Focus on that. Master that. Set a goal of what you should be hitting and report either weekly or daily.   on those. I'll be honest, if you report it daily, just like working out daily, you will probably see greater results than if you do it weekly or just monthly. So I also have with KPIs that you should really, really, really, really be ramping those up and making sure you're reporting consistently and that people know the goals. If we miss it, let's find out why. What's going on? Let's diagnose the problem. Let's find out what can we do to improve that. Again, I want you to think of these as vitals. KPIs are vitals of a practice.   If you don't track these, if you don't check them, you will die. Okay? If you think about it that way, well, instantly I'm like, maybe I don't need to track that. Maybe I don't need to focus on that. If you're already tracking it and you're breathing imperfect, guess what? What happened to the doctor? They start checking other things. They run blood tests on us and they check a thousand different things in that. Okay? So there are lots of KPIs you can do, but I would say keep it simple. Do the kiss method. Keep your KPIs simple. Then add to it. Maybe each quarter we add something.   Maybe each month we add something. It's also fun if you have your team help create these KPIs with you. What do they think is going to the practice board? What did they get excited about? Maybe they want to make social media posts. Maybe they care about how many followers we actually have. Maybe you guys want to do that. Maybe they do it on how many new patients they can get. I just had an office, super fun. The team decided that they were going to try and get more family members scheduled. So on average, this practice was averaging about 35 new patients. Guess what?   Guess what? Just by focusing on asking for referrals from patients and getting more family members scheduled, they use the phrase, what other family members can we get scheduled for you today? They have increased their new patients with no marketing to 50 new patients a month. Is that not rad? That's because they focus on a vital that the practice needed to do. They focus on where they were weak and they're able to move their practice forward. So guys, I would encourage each of you.   Look at these KPIs, get them set. If you don't have a regular KPI tracking, let's start there. If you do, I want to bump it up. Are those KPIs being reported weekly by all team members? And does the doctor and office manager review this? I will tell you at our company, Shelby, she's a rock star. Our whole team reports on a Google drive. We call our leadership scorecard. Those are where our KPIs hang out. Every person has a number that they're tracking. We review these, we make sure that they're the vitals of our company and they're moving us forward.   Every person reports on this every single Friday. We have a reminder that goes out, so everybody fills it in. Shelby then makes sure it comes over to me. I then with Shelby review this leadership scorecard. Then on our leadership team, we look at this every single month and make sure that those are vitals. And then we look to see where are we weak? What do we need to move forward? This is how you start to track. Also, if you want to stamp out and do more practices and you want to have more growth, having a leadership scorecard where you track these KPIs consistently.   allows you to then be able to manage and oversee multiple locations because everybody's tracking. And at a second, you can glance at this and you'll be able to know where your practice is weak and where it's strong and where you need to dive in and give it massive help. So guys, I strongly encourage you, if you're not doing it, do it. If you're doing it already, where can you ramp it up? If you're already ramping it up, get your team members involved and ask them where they want to take it to the next level. KPIs are magic. They're vitals. Also, if you're in that top, top tier,   Maybe I challenge you and say, where could you simplify? Are you overtracking? Sometimes when I look at dental intel, I'm like, holy guac. That's a lot of items you're tracking. How do they know where to focus? I think about the book, Essentialism. If you haven't read it, I would strongly encourage you to do it. If we're focused on too many things, we actually don't make a lot of progress anywhere. We make minimal progress. If we're focused on one thing, we kill it. We knock it out of the park. We dominate it. So I challenge each of you, look at those KPIs. Could you simplify them if you're already doing them?   What are the main drivers of the practice? Keep it to three per department is my recommendation. Make sure that what we're truly focused on is actually going to move you guys forward. If you need help getting those KPIs set up, if that's something you want to start doing, we make sure our practices are all tracking. Our offices have vitals. We look at them. We actually call it their vital scorecard. Truth. That's really what we call it. So if you guys want to help with this, if you'd love somebody to help hold you accountable, email me. Hello@TheDentalATeam.com. I'd love to help you out.   nothing else guys, go get these KPIs in place and know that you guys are in control of this. You can see your practice at a glance. You can know if you're healthy or not just at a glance, just like the doctor does when we go in for our medical doctors. So guys, try it out. I'd love to hear it. I'd love to hear your successes. Post your KPI scorecards and tag us. We'd love to see it. Share. If you guys want to, you can start to get on our Facebook group, Donuts with Dana. She's literally going around and she's pulling these ideas and she's sharing and she's answering questions.   So join her, she's on Facebook Live every Friday, Donuts with Dana. So hop on over there if you have questions getting this set up, she's there, she'll help answer questions. And as always guys, just take action, do it. Don't be afraid of KPIs, they're very easy. And if we can help you, email us, Hello@TheDentalATeam.com. I'd love to share it with you guys. If you need a sample, email us, Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on The Dental A Team Podcast. And that wraps it up for another episode of The Dental A Team Podcast.   Thank you so much for listening and we'll talk to you next time.  

Should dental hygienists be allowed to deliver Botox and fillers? Some see it as an exciting growth opportunity, while others worry it could put patients at risk. This week on Dentistry Unmasked, David and Pam sit down with Sarah Crow, RDH, past president of the Massachusetts Dental Hygienists' Association, to unpack the debate. Sarah makes a compelling case for the “Botox Bill” in Massachusetts, shares how she's advocating for change, and what it could mean for the future of dentistry.

There's probably no better team member to take the lead in empowering patients with knowledge about the oral-systemic link than dental hygienists, and there's probably no better team to help hygienists do that than L'Diamante Coaching. In this episode of The Patient First Podcast, I sit down with LD Coaching Co-Founders Danielle Avila, BSDH, RDH and Laura Bettencourt, BSDH, RDH to learn more about how these mindset hygiene career coaches are helping RDHs everywhere discover purpose, fulfillment and confidence in their craft. We also discuss the need for more leaders in dentistry who will make the bold changes needed to provide more comprehensive, integrated care to patients. I'm Dr. Bryan Laskin—author, dentist, entrepreneur and education enthusiast who celebrates and endorses other innovators who work to advance the oral healthcare industry for the benefit of all involved. Don't forget about LD Coaching's webinar coming up on August 29, 2025! Register Here. Learn more about L'Diamante Coaching: LDiamanteCoaching.com

In this episode, Samantha Farrar and Becky Kiddoo of Dental Care Alliance share strategies for addressing the national hygienist shortage, highlighting investments in team support, advanced training, and technology to elevate the profession and enhance patient care.This episode is sponsored by Dental Care Alliance.

In this episode of the Growth in Dentistry podcast, host Steve Jensen interviews Wendy Briggs, RDH and renowned hygiene coach. They discuss the changing landscape of dental hygiene, including rising costs and wages, and how to transform hygiene departments into profitable centers while delivering exceptional patient care.Listen to this episode to learn about:The changing economics of hygiene - Hygienist salaries rising and the financial pressure that creates on practicesThe three critical roles of hygieneThe Doctor-Hygienist partnershipElevating preventive carePeriodontal therapy…and so much more!Want to learn more from Wendy and The Team Training Institute team?Check out their website to learn about the different trainings and courses they offer: https://www.theteamtraininginstitute.com/Listen to The Team Training Institute podcast: https://www.theteamtraininginstitute.com/podcastSee a demo of DI and get a $50 gift card: get.dentalintel.net/podcast.

In today's episode, we're exploring the transformative role technology plays in elevating the patient experience—helping create more meaningful interactions, better outcomes, and stronger trust in the care being delivered. When dental hygienists actively engage with cutting-edge technology and the clinical tools that come with it, they not only improve patient education, case acceptance, and compliance, but also help streamline insurance claim approvals and enhance overall clinical efficiency. In doing so, many hygienists gain a renewed perspective on their profession—often leading to greater career fulfillment and satisfaction. Our guest is Alicia Murria, RDH, with a masters in dental hygiene. She can be reached at aliciamurria.com.

5 Common Career Mistakes Every Hygienist Should AvoidBy Heartland DentalOriginal article published on Today's RDH: https://www.todaysrdh.com/5-common-career-mistakes-every-hygienist-should-avoid/Need CE? Start earning CE credits today at ⁠⁠⁠⁠⁠⁠⁠⁠https://rdh.tv/ce⁠⁠⁠⁠⁠⁠⁠⁠Get daily dental hygiene articles at ⁠⁠⁠⁠⁠⁠⁠⁠https://www.todaysrdh.com⁠⁠⁠⁠⁠⁠⁠⁠ Follow Today's RDH on Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/TodaysRDH/⁠⁠⁠⁠⁠⁠⁠⁠Follow Kara RDH on Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/DentalHygieneKaraRDH/⁠⁠⁠⁠⁠⁠⁠⁠Follow Kara RDH on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/kara_rdh/

AI empowers dental hygienists to be more accurate, efficient, and patient-focused. Embracing dental AI doesn't mean losing the human touch. It means amplifying your skills. Melissa Turner, CHO, BASDH, RDHEP, EFDA Read by Jackie Sanders  https://www.rdhmag.com/career-profession/article/55293064/9-things-every-hygienist-should-know-about-dental-ai 

In this episode, I'm joined by the one and only Amber Lovatos, also known as The Latina RDH—an outspoken advocate, content creator, and powerhouse hygienist who's built an online brand rooted in passion, purpose, and transparency.Together, we're getting into the real stuff about being a dental hygienist and content creator:

If time wasn't an issue, if everything was free, if you had the autonomy to practice any way you want... would you practice differently? Amanda Hale and Heather Kenney from the Functional Roots podcast join me today to offer a different than mainstream point of view on the practice of holistic dental hygiene. If you want more of this kind of conversation, be sure to head over to their show! Resources: functionalroots.com @functionalrootspodcast on insta

If time wasn't an issue, if everything was free, if you had the autonomy to practice any way you want... would you practice differently? Amanda Hale and Heather Kenney from the Functional Roots podcast join me today to offer a different than mainstream point of view on the practice of holistic dental hygiene. If you want more of this kind of conversation, be sure to head over to their show! Resources: functionalroots.com @functionalrootspodcast on insta

Send us a textBe Okay with Not Okay: The Lost Art of Being HumanYou ever have one of those days where your brain's running diagnostics, but all it returns is: “System Overwhelmed – Try Snacks or Existential Reflection”?Yeah. Same.In a world obsessed with optimization, perfection, and productivity, sometimes the most rebellious thing you can do is… absolutely nothing. Or better yet—feel something.Here's the truth:✨ Some days, you're not supposed to “crush it.”✨ Some days, the win is brushing your teeth and sending one email.✨ Some days, the only thing getting you through is a walk, a meme, or yelling “I'm fine!” into the void (with questionable conviction).And you know what? That's not weakness. That's being gloriously, beautifully human.The goal isn't to always feel good—it's to feel real.To be okay with not being okay. To sit with it. To feel the fog and know the sun still exists behind it.So today, instead of striving to be perfect… try being present.Let the cracked parts of your day breathe a little. That's where the light gets in anyway.#BeHuman #EmbraceImperfection #DentalBytes #MentalHealth #ItsOkayToNotBeOkay #ExistentialSnackBreak #LetTheCracksBreathe #DentistsArePeopleTooSupport the show

In this episode, I'm honoured to speak with Andrea Wilson, a dental hygienist who has been battling cancer and has been incredibly generous with us to share her chemotherapy journey in hopes to help others going through the same. Her hope is to also share with fellow dental colleagues  management tips, symptoms to be aware of, her own personal challenging symptoms and products that have helped her. And remember, this episode regards a personal experience so if you are going through similar circumstances please always double check with your medical practitioners if anything mentioned today is right for you.Thank you so much for listening to this episode  - share it with a peer or a friend so Andrea's message can inspire even more individuals. Don't forget to Subscribe on whatever streaming platform you listen on so you don't miss future episodes. And if you have any questions or topic suggestions? Email us at talkdentaltomepodcast@gmail.com

Thyroid Cancer: Hygienist Survives Surgery and Recommends Dental Monitoring for SymptomsBy Debbi Viger, RDH, BHSOriginal article published on Today's RDH: https://www.todaysrdh.com/thyroid-cancer-hygienist-survives-surgery-and-recommends-dental-monitoring-for-symptoms/Need CE? Start earning CE credits today at ⁠⁠⁠⁠⁠⁠⁠https://rdh.tv/ce⁠⁠⁠⁠⁠⁠⁠Get daily dental hygiene articles at ⁠⁠⁠⁠⁠⁠⁠https://www.todaysrdh.com⁠⁠⁠⁠⁠⁠⁠ Follow Today's RDH on Facebook: ⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/TodaysRDH/⁠⁠⁠⁠⁠⁠⁠Follow Kara RDH on Facebook: ⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/DentalHygieneKaraRDH/⁠⁠⁠⁠⁠⁠⁠Follow Kara RDH on Instagram: ⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/kara_rdh/

She went from dental assisting to redefining what it means to be a hygienist. Some stories don't age, they just get more relevant. Episode 298 is one of those, which is why we're pulling it from the archives and back into the spotlight. Sherri Warshaw's path through dentistry isn't the one you've heard before. She didn't just climb the career ladder, she took a hard left, pushed through the tough stuff, and built something entirely her own. From the quiet grit it takes to survive hygiene school to the deeper reasons people chase those RDH initials, Sherri unpacks the kind of truths that rarely make it into open conversation. This episode isn't about status or salary it's about staying power, perspective, and redefining what a meaningful career in dentistry really looks like. Connect with Sherri sherriwarshaw@gmail.com www.smokefreestepsllc.com —-------------------------------------------- Hey friends—cool news! The Dental Assistant Nation Podcast was featured on Feedspot's Top 100 Dental Podcasts and their Top Dental Assistant Podcasts list. Huge thanks to you for listening, subscribing, and supporting the show. Couldn't have done it without you. Go check it out—we're listed alongside some amazing shows! 100 Best Dental Podcasts - https://podcast.feedspot.com/dental_podcasts/ 4 Best Dental Assistant Podcasts - https://podcast.feedspot.com/dental_assistant_podcasts/ —--------------------------------------------

On today's episode, Dr. Mark Costes sits down with Wendy Briggs, RDH, powerhouse speaker, hygienist, and co-founder of The Team Training Institute. Broadcasting live from Thrive Live in Las Vegas, Wendy shares her expert insights on the current hygiene crisis affecting dental practices across the nation. She discusses the root causes of the growing divide between hygienists and practice owners, the impact of inflated wage expectations, and why many offices are mistakenly eliminating hygiene positions altogether.   Wendy also explains her proven system for transforming underperforming hygiene departments by elevating care standards, boosting productivity, and shifting providers to practice at the top of their license. With a deep dive into preventive therapy, periodontal therapy, patient advocacy, and the true definition of assisted hygiene, this episode is a must-listen for any dental team looking to improve efficiency and patient care without sacrificing profitability. Be sure to check out the full episode from the Dentalpreneur Podcast! EPISODE RESOURCES https://theteamtraininginstitute.com https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast

Hygiene is more than just preventative care. It's a way to tether patients to your practice! In this episode, Miranda Beeson, ACT's director of education, brings in four amazing ACT team members to share some of their best practices and insights for building value through hygiene. Hygienists are more than just “mouth janitors”! To learn of all the ways they provide value for your practice, listen to Episode 921 of The Best Practices Show!Learn More About the ACT Team:Send Ariel an email: ariel@actdental.com Send Angela an email: angela@actdental.com Send Miranda an email: miranda@actdental.com Send Courtney an email: courtney@actdental.com Send Christina an email: christina@actdental.com Follow the Team on ACT's Instagram: https://www.instagram.com/actdentalMore Helpful Links for a Better Practice & a Better Life:Subscribe to The Best Practices Show: https://the-best-practices-show.captivate.fm/listenJoin The Best Practices Association: https://www.actdental.com/bpaDownload ACT's BPA app on the Apple App Store: https://apps.apple.com/us/app/best-practices-association/id6738960360Download ACT's BPA app on the Google Play Store: https://play.google.com/store/apps/details?id=com.actdental.join&hl=en_USJoin ACT's To The Top Study Club: https://www.actdental.com/tttGet The Best Practices Magazine for free: https://www.actdental.com/magazinePlease leave us a review on the podcast: https://podcasts.apple.com/us/podcast/the-best-practices-show-with-kirk-behrendt/id1223838218Episode Resources:Watch the video version of Episode 921: https://www.youtube.com/@actdental/videosMain Takeaways:Hygiene is how you keep patients tethered to your practice.Be aligned on what your optimal standard of care is for patients.Always schedule the patient's next appointment before they leave.Don't underestimate the influence hygiene can have on practice growth.Put a consistent follow-up plan in place to reintroduce unscheduled patients.Use value building language to communicate why their next appointment matters.Have documented systems that support your philosophy, initiatives, and follow-ups.When doctors and hygienists work together, both the patients and the practice...

In this episode of the BrushwithBritt Podcast, Britt sits down with Derik Sven

From Burnout to Balance: Nervous System Tools Every Hygienist NeedsStress is more than just part of the job—it's living in our bodies, shaping our breath, and impacting our well-being far beyond the operatory. In this episode, I sit down with a fellow dental hygienist, Heather DeJonge who's turned her personal stress journey into a passion for nervous system regulation.We dive into what stress really looks like in clinical care, how to recognize the signs of dysregulation, and what tools you can start using—right now—to shift from survival mode to a state of calm, focus, and presence. From breathwork to somatic movement and cognitive reframes, this episode is packed with practical strategies that actually fit into your day.If you've ever ended a hygiene day with tight shoulders, a clenched jaw, or a sense of emotional exhaustion… this conversation is for you.https://www.instagram.com/the_relaxed_hygienist/

Strange places you fall asleep!

Here's the typical scenario: dental offices are not profitable by procedure, so they work the hygienists to death in order to make up for lost revenue. Then there's the lack of support Hygienists need when diagnosing periodontal disease. Need I say more?It's no wonder why dental hygienists are burned out... But is there something dentists can do to reverse this problem? Enjoy the podcast...Support the show

Ready to lean into your unique story and calling in dentistry? On today's episode we hear a story that proves the most meaningful career paths often begin in unexpected places with Brandi Hooker Evans. Anne and Brandi dive into what it truly means to listen to your inner voice, honor your unique gifts, and turn challenges into opportunities for growth, both professionally and personally. Together, they explore Brandi's transformative two-decade career in dental hygiene, including pivotal moments of self-discovery and reinvention that led her to found the Stellar Infusion Study Club. This episode unpacks timely topics like burnout, self-comparison, and the value of community within dentistry. Plus, Brandi's book, “Dentists, Hygienists, and Cows,” and her educational resources underscore the importance of holistic learning and continual inspiration—reminding every dental professional that fulfillment is within reach when you lean into what makes you unique. What You'll Learn in This Episode: How Brandi's Idaho roots shaped her approach to dentistry and life. The importance of embracing your unique journey and strengths. What inspired the creation of the Stellar Infusion Study Club and its community impact. Practical strategies to overcome burnout and comparison. Why continuing education and holistic learning matter in dentistry. Insights from Brandi's acclaimed book and its relevance for dental hygienists. How to listen to your inner voice and realign with your true purpose. Hit play now and discover how honoring your story can transform your career and your sense of purpose! Learn More About Brandi Hooker Evans Here! Website: brandihookerevans.com Brandi's Book "Dentists, Hygienists, and Cows: How Brilliant Dental Professionals Have Great Days Providing Exquisite Individualized Care": a.co/d/6ARymXZ Stellar Infusion Study Club: brandihookerevans.com/studyclub Don't Forget to Sign Up for the Next DeW Retreat! 7th Annual DeW Life Retreat November 13-15, 2025 Charlotte, NC Want to get more involved? Join our membership and community below for exclusive perks! Join the DeW Life movement by becoming a member using this link.Join the Dental Entrepreneur movement by becoming a member using this link.Read the most recent edition of DeW Life Magazine here.Just DeW It Podcast is the official podcast of Dental Entrepreneur Women (DeW), founded by Anne Duffy, RDH. The mission of DeW is to inspire, highlight, empower, and connect all women in dentistry. To join the movement or to learn more, please visit dew.life. Together, we can DeW amazing things! References: Events:DeW Retreat 2025Chicago MidwinterThe Utah Dental ConventionIowa Dental ConventionThe Greater New York Dental MeetingYankee Dental Congress People:Rachel Hollis - Girl, Wash Your FaceKatrina M. Sanders-StewartAnne O. RiceAngela Davis SullivanJoy LantzDr. Uche Odiatu Organizations:The Hinman Dental Society

Rachel in Manchester and Colin in Kirkwall go head-to-head in the mighty quiz!

Is your dental routine silently affecting your heart, brain, or overall health?In this episode of Better Health Bookshelf, host Mike Capuzzi talks with certified biological dental hygienist Heather the Hygienist, author of Dentistry Made Easy: The Consumer's Guide to Oral Health and Smart Decisions. If you're over 50 and focused on wellness, you'll discover how holistic dental care is far more than cosmetic—it's foundational to your full-body health.Listeners will learn:Why a healthy smile is a powerful indicator of systemic health and longevityThe hidden dangers of fluoride, mercury, and conventional dental productsHow to find a holistic dentist and make smarter, safer dental choicesIf you're looking for a natural, practical approach to oral care that supports the health of your entire body, press play now and hear what your conventional dentist may never tell you.If you find this episode helpful, please consider subscribing and sharing it with friends and family.

My favorite RDH origin stories are the ones of people who didn't originally plan to become dental hygienists and somehow fell into it and end up loving this career. That was the case for Wafaa, @the_hijabi_hygienist, an influencer hygienist practicing clinically for 9 years now. She faced challenges in her pre-req classes as a pre-med student, and just so happened to be getting orthodontic treatment at the university she was attending when she realized dentistry piqued her interest. She conveniently had all the classes she needed to apply for the dental hygiene program and ended up getting in on her first try. Right after gaining her license, she decided to jump into the dental hygiene master's of science program with aspirations of becoming an educator in the future. Wafaa admits to facing challenges through her schooling, but is glad she persevered and enjoys her career in dental hygiene as well as helping her followers become RDHs! Timestamps:(00:00) Intro (01:22) Wafaa's RDH Origin Story(05:40) Transition from Pre-Requisites to Dental Hygiene School(18:36) Overcoming Struggles in Dental Hygiene School(23:03) Why Shadowing a Dental Hygienist is Important (27:17) Memorable Times in Dental Hygiene School

In this episode, we dive into the often-overlooked connection between oral health and overall well-being. Our guest, Heather Paul, a certified biological dental hygienist and orofacial myofunctional therapist with over 30 years of experience, shares her powerful journey from conventional dentistry to holistic wellness. Motivated by her daughter's severe allergies and shocking discoveries about ingredients in food and oral care products, Heather set out to revolutionize the way we care for our mouths. From uncovering hidden toxins in mainstream dental hygiene to creating clean, safe, and effective alternatives, she reveals how true health begins in the mouth—and how your oral care choices can impact your entire body. © Light Body Radio-Podcast, 2025. All rights reserved. This podcast features background music by ScottHolmes Music. We have obtained the necessary licenses for the use of this music. Our license was renewed on May 7, 2024, and we have been using ScottHolmes Music since 2017. Unauthorized use or distribution of this podcast, including but not limited to the background music, is strictly prohibited and may result in legal action. For more information or to request permissions, please contact scott@scottholmesmusic.com.

Tiff and Kristy discuss how to best support patients during limited exams, including centering your own team's frame of mind, creating proper triage protocol, building trust through communication, and more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript Tiffanie (00:00) Hello, Dental A Team listeners. We are back today with some really, really exciting things. We speak to the doctors, we speak to the team side, and we really want that to come together in today's podcast. We've got a lot of information for you doctors, but then we've also got a lot of information for you to pass off and train your team members on or pass off this podcast, and we will help train your team members on this space just here within this podcast even.   Jam-packed with a ton of information. It's for everyone. Team members, if you're here listening and your doctor's not a listener, vice versa, send it on over because I do think this is going to be some great information for everyone to start implementing right away. So you guys, I have Kristy here with me today. You know her, you love her. I know her, I love her. There's just no one on this earth that will meet her and not love her. So Kristy, you are just an amazing human being. are an excellent coach.   and consultant. You've been doing this for many years and I am just constantly impressed by you and how you really work so well with doctors and especially team members. I've seen you really diffuse a lot of situations, handle with care, and you constantly make people feel seen and feel heard. So thank you for being here with me today, Kristy. And really before we pop into this, I'm going to   I like to surprise you and Dana. Dana will tell you I do this a lot. So something pops into my head and I'm like, actually, that's gonna be really great. I think before we even get started on this, you guys, so that you know, we're gonna be really, we're gonna be talking about how to really, really maximize a limited or an emergency exam and how to enlist the team to support and getting the most out of it for yourself and for your patients. So before we get started, Kristy I would love for you to share with everyone here today and myself.   on a couple of ideas or maybe even tools, I don't know, but how do you do so well at presenting yourself for other people to be able to feel so comfortable and the ability to allow people to be able to feel vulnerable in your space to be able to learn and to be able to make changes and impart changes with practices? Like, how is that?   I know it's a natural tendency of yours, but if there's anything you can help doctors and team members really learn on how to show up so that they can do that too, I guess is what I'm asking.   Kristy (02:35) I suppose you're right. I think it does come natural to me. I'm a pretty great listener yet. Also, I think it's very important to validate people where they're at and never make them feel small. You know, Tiff, I do not like being in the limelight, but I get a lot of thrill out of watching other people's growth or really watching them and seeing their brilliance within them and making that shine, bringing it out.   I suppose I look again, it's meeting them where they're at, showing them maybe something different than they even thought possible for themselves and just touching on their brilliance. It's okay if we don't know everything right now, but dang, together we're gonna grow and we're gonna do this. So really just partnering with them and making them feel safe in that space, know, treating them like I would have wanted to be treated too. So, yeah.   Tiffanie (03:30) Yeah, thank you. Thank you. And it sounds like   for implement implementation tools, it's really seeing people and acknowledging.   what it is that they're doing. if you've got a front office team member and you're like, gosh, like we've got 99 % of our patients confirmed for tomorrow, acknowledging that like, how did you do that? And really, like you said, partnering, I love that you use that word use it often, really partnering with that person and celebrating some of the things that they're doing really well. But also acknowledging there may be space for growth, we might have 99 % confirmations, but maybe we have   three, four, five hygiene openings on the same day. So acknowledging spaces that are going really well, but also that there is growth in everyone to be found and how do we layer on top of what we're doing really well already to create change in all of the areas to get the results we're after. Yeah? Yeah, yeah. So I love that theory and idea and I love how you do handle that. I think it's key and   Kristy (04:28) You nailed it.   Tiffanie (04:36) imparting any kind of change or any kind of just updates even, right? Like handbook updates, like all of those pieces that are scary to go back to your team and say, hey, we're going to change this, we're going to do it differently, because human nature says, no, keep doing it the same. Even if it's not working, this is comfortable. So I want to stay here with what I already know. So really being able to have that candor and be able to have those conversations and utilize communication really well to be able to impart the   the changes is going to be key. And then acknowledging once that change has happened, that it's working or not. So making sure we're tracking the results, but then also acknowledging the work that's being put in. think, Kristy, that's something you do really well is going back and saying, gosh, this is what we did. Look at how amazing these results are. This is what you guys put in. This is why it's working. And going back and re-acknowledging the steps that it's taking to do that.   Huge massive kudos to you, Kristy. I know you don't love the spotlight, but we're on a podcast, so your spotlight is always with me. I do think that really flows right into being able to maximize the limited exam.   Kristy (05:43) Yeah.   Tiffanie (05:52) There's so many spaces, there's so many spaces of growth, there's so much space of support for the team to give to the patient and to the doctor. And then also, I think everything you just said, Kristy, for team members, for doctors and team members to utilize, this works hand in hand with our patient base as well. With anyone, you guys take this home to your family and just be shocked at how amazing your kids' rooms will look if you utilize those communication tools and really acknowledge them for.   picking up that one stuffed animal when there's 15 more, like great, like let's get these other ones. So let's figure this out. Like really take these tools to any space of life, but it goes hand in hand with our patient communication as well. And the emergency slash limited exam space can be really tense for both of you. And it's a vulnerable space. Dentistry is a vulnerable space for patients anyways, but then knowing that gosh.   100 % something is wrong. Like, I'm stressed. I don't I'm stressed about cost. I'm stressed about what this is going to be. Is my tooth savable? Is it going to hurt? maybe it hurts now. There's so much emotion wrapped around these appointments that we've really got to handle them with care, love, candor, all of those spaces. Like Kristy like how is Kristy, put that in your head, what will Kristy do? How Kristy handle this this communication?   And how can your team support you in getting the best results and outcome for your patients? And Kristy, you and I were just chatting right before this and really talking about like the triage, incoming call, because we always say everything, right? Everything starts with the call. But how can that, in your opinion, Kristy, how can the front office team member taking that phone call, how can they support?   the back office dental assistant's hygienist doctor in that appointment. What's that first step look like for them to truly support this patient in getting the best care possible?   Kristy (07:47) I love how you talked about the limited exam in the very beginning and opportunity. think number one, that's where we need to go. And also you mentioned about supporting them. They need us. And many times, I mean, you've been in the practice just like I have. You've been an assistant too when that limited exam has messed up your day and it just, you know.   Again, it maybe didn't make for a real positive day, but truly I think taking a step back and looking at it a little bit differently, really we all got into dentistry at the heart of it for some reason to care for other people. And yes, while it may mess up our day, those people truly are the ones that need us, probably the most, right? And so taking that step back and putting that frame of mind,   when that phone call comes in. And like you said, also triaging it, right? Sometimes it truly isn't the emergency that the patient thinks it is. So having a set protocol or questions that we can ask on the front, you know, I'll share with you. I love the, a scale of one to 10, how bad is it hurting today? And on that same scale of one to 10, you know, have you taken anything for it and where does it land when you take something on that same scale?   Because if they're at a nine for pain, but they take something and it subsides to a five, I may have a little bit of time to get them in and not necessarily mess up my schedule, right? But if it's a nine and nothing's helping, know, yeah, we got to find the best, worst, worst, best time, however you say that, to put them in. But really, it's an opportunity to make a difference for them and truly do what we-   Tiffanie (09:34) I'm sorry.   Kristy (09:44) What we love to do is care for people, right? And hopefully make a different outcome for them. So on the first call, we can make a difference. We can triage it to also help the best, but also take great care of the patient.   Tiffanie (09:58) Absolutely. Yeah, I agree. And that triage you guys I would I would create I mean, I have them we can send them to you Hello@TheDentalATeam.com just ask us for them. I would create an intake card, an intake form. And what I used to do actually, when I was in the in the front office at my dental practice, I had it on like a sticky note or a card, it was laminated and it was up by my computer so that I would ask those questions and what I would do and what I encourage team members to do.   is to throw it into the notes section of the appointment. So how long has it hurt? Like Kristy said, on a scale of one to 10, what would you rate your pain today? Are you taking anything for it over the counter or otherwise? Have you ever had this looked at before? Is this the first time that this has occurred? And really, and what is it? What area of the mouth? What is happening? What are your symptoms?   And then now we can, that's a triage to be able to say, okay, where does this appointment go? I do have to say there are so many practices, so many dentists that reach out and they're like, Tiff, Kristy, Kiera, Dana, Britt, like on my schedule is nuts. And I can think of a doctor in specific that one of our first calls, he's like, Tiff, I have like 10 limited appointments a day.   And my if you called me today to schedule my limited availability is two weeks out. And I was like, what? That's wild. Like there's I have so many questions right now. Like, why are patients not getting treatment done? Are these new patients? It's so many questions like that is wild to me. And that's the extreme but I definitely have doctors who are like, hey, I've got I've got limited emergency exams air quotes there if you're listening in the car that are coming in and it's like, well, I had a filling done a week ago and it's still high. Okay.   we didn't triage then to figure out what the actual quote unquote emergency is. That's an office visit y'all. Like that's a, you know what, great, let's get you in where we can to get that adjusted. But I'm saving this spot here for someone who's in pain because they have a toothache, right? And I get you, I hear you team members, a high filling is going to cause pain.   Yes, get them in. Don't make them wait a week. Don't make them wait two weeks. Get them in. But the patient who calls if their face is swollen or their tooth has fractured or they just got into an accident.   I had a kid that fell at baseball practice and knocked his tooth out or broken. These, guys, how are we getting these patients in? So being able to triage that and asking the right questions ahead of time is gonna help you to manipulate the schedule accurately and really, like Kristy said, get those patients in where they need to be seen. And I have oftentimes myself taken phone calls that a patient is like...   You don't understand, I gotta get in and I'm like, okay, great. Like, let's talk through this. Let's let's talk about what you've got going on. And I'm like, okay, like it's 355. And you're all you're gonna survive. Let's get you in at 8am. Let's get you in at 9am with the doctor, we're going to be ready for you. We're going to be able to do treatment, we're going be able to do something to get you out of pain tomorrow.   let's get you in in the morning, right? Because it's like, okay, on the scale of I know dental emergencies, the person calling me doesn't have that same scale. And so to them, what they are experiencing is massive. But when the grand scheme of things to ask a team to stay late, probably not, and you can survive until tomorrow morning, right? So you get to triage these things and make the best schedule for you all.   and then also prep the team, you guys. I mentioned at the beginning that I'm putting all of those things in the appointment notes because I then want my dental assistant to be able to say, my gosh, Kristy.   Kristy (13:37) Thank   Tiffanie (13:49) Come on back, like let's get you taken care of. And then on the walk even, used to, as a dental assistant, I'd be like, Kristy, gosh, how are you feeling it? From the notes here, it looks like that upper right tooth is really bothering you. How are you doing? And I'm sitting Kristy down and I'm putting her bib on and I'm like, tell me more about it. It looks like you're taking ibuprofen and it's kind of reducing it. Have you tried anything else? Like now we're in conversation and Kristy, how does it feel on the other side to be like, my gosh, great.   They already, they took the information yesterday and now we're actually, we're in conversation about it. And Kristy, from your point of view, how does that conversation utilizing the information, which caveat you guys, if your front office team is putting the information in there and you're not using it, they're gonna stop putting it in there. And then you're gonna be upset that it's not in there. So make sure you're using it. But Kristy, from the patient standpoint and from your point of view, your perspective, how do you feel that conversation?   lands for the patient in respect to going back to what we talked about earlier with the communication. How does that help that open that space in those lines?   Kristy (14:54) Yeah, I love that you bring that up because it is a true opportunity to make a huge difference and it really does elevate the patient's level of trust and we have to remember that those patients coming in on emergency are probably even a little higher level of anxiety than just the normal dental patient, right? Almost every person coming to the dental office, even if they don't mind it, have some level of anxiety.   And your limited exams or your limited emergency patients definitely probably are ratcheted up another level. being heard is huge in, you know, diminishing that anxiety and, or at least lessening it, right? And then just elevating that level of trust so that when you guys do diagnose something, figure out what's going on.   they're more likely to say yes to the treatment because you validated them, you heard them. How many times do we call the doctor's office, because we have to get in for a sore throat, and you go through every person and you think, why did I just tell the last five people? Because nobody listened to me. Everybody walked in and said the same thing. So I agree with you, Tiff, that is so huge. And I'm gonna even like maybe plant another seed of opportunity that if ever,   We talk about handoffs all the time with our clients, right? If ever you can have a new patient limited come in and the admin team walks them back and hands it off and gives them that information, wow, knock it out of the park. They're already like, whoa, this is very different than I've ever experienced. And they listened from the first phone call, right?   Tiffanie (16:41) Yeah, yeah, I love that that elevated experience is what we're always after. And it's that concierge style. I know. I just got back from vacation. So it's super fresh for me and everybody. My boyfriend works for a company that is an incredible company and they have these trips that you can earn. And he he earns them. He's an incredible worker. And these trips are just incredible. And there I was sitting with someone and he said, gosh, it's so cool.   companies don't do this. Companies don't do things like this. Like he's like, my company got me the Calm app for a year. And I was like, well, bro, I love the Calm app and that $80. Like I hear, I hear why that would be great. But side note to that, you're right. Companies don't do this as like a bonus structure as an incentive, right. But what actually sticks out to me is not just the trip, right, because we can get myself   Kristy (17:15) Just what?   Tiffanie (17:32) to London somehow, some way I can get myself to London. What I can't and won't do is go the extra mile to have a tour agency right there scheduling everything. At my beck and call, I had someone that would tell me what the schedule was. The concierge members would schedule dinners for us. The show that I wanted to see, I could tell them to schedule it. That's the level.   of difference for me, because we can get ourselves anywhere, but going on a vacation like that, that the company set up so many spaces that you don't have to think about anything, is what makes these trips exciting to me, right? Yes, I acknowledge they're really cool, but what's cool about them is the level of service that we get at every step of the way.   Dental offices are on every corner, sometimes two or three in the same parking lot, you guys. Your concierge, your level of service that you're providing to the patients is what makes it stick. That's what you're here for and that's what's gonna make you feel the best. So I totally agree. What can we do for these patients to level it up that much more? And really to maximize those appointments, I know from...   me saying it from Kristy saying like do these things it sounds like more but it actually decreases the amount of time spent because you've you've quickly and easily created a relationship with a human and they're ready to then move forward to the next step they trust you the relationship is there they're hearing you because they felt heard and they're ready to push forward so even that concierge style on that first phone call and maybe even saying like gosh you know what   We've got this space to look at. I have an idea. What if we bring you in and we look at everything with a high focus on this area because my gut says if this is happening there, this isn't the only spot that's going to be troublesome. And I would rather give us the opportunity to catch it ahead and be proactive than wait for another call like this where you're in pain. So let's get you scheduled and let's get you scheduled for   a full exam and x-rays with a high focus on this area. I've just converted a limited exam into a comp exam. That's maximizing an emergency appointment. If I didn't convert it over the phone, dental assistant, hygienist, whoever's getting this limited exam, we're doing the same thing. Hey, I have an idea. Let's maximize your time here.   Let's be proactive and let's make sure there's nothing else in there that's going to pop up like this because I don't think you want to be in pain like this again, I venture to say. Let's make sure that everything else is taken care of as well with a high focus on this today. So making sure we're maximizing your time, the patient's time and your time and creating more value out of a very seemingly simple appointment. But it takes knowing what the patient is coming in for.   passing that information off, passing that information off to the doctor correctly, and making sure that everything that we're getting from the patient, all that information is being used. That's how you make those appointments maximized and how you efficiently and effectively use your time wisely. You guys know, if you've listened to anything at all, Kara always says, efficiency is my jam. It will be on my headstone, on my grave. That is locked in stone.   Kristy (21:00) you   Tiffanie (21:04) Listen to me when I save. This is how I personally have saved time and built stronger relationships very quickly with my patients in office and watched and trained practices to do it forever. So build that protocol and you guys, doctors, that protocol of information, the triage that we're gathering, it's based on the information that you want.   when you're gonna sit down and talk to that patient. What are the questions you are going to ask that patient that they can gather, your support team can gather the information ahead of time and give it to you, saving you that time and you can jump into relationship and diagnosis. What are those things that you want to know? Allow them to build that intake form, that triage form.   team members, support the doctor in utilizing that form, and support the whole team in scheduling properly based off that triage, and that's gonna be huge for you. And if you schedule optimally, you know what you're scheduling for, you guys, can probably even pop in some same day treatment very frequently, very often because you're already prepped. As a dental assistant, Kristy, there were so many times where I'd see an emergency, and I'm like, or I'd see an emergency of a patient that had been in and had a...   filling or a crown or whatever diagnosed on that tooth already. So I already had a pack ready to go so that when Doc confirmed what that treatment was, even a new patient saying this is my pain, like as a dental assistant, I'm like, okay, these are probably the two, three things that he's potentially diagnosing. Let me have these things prepped and ready for quick grab in case we can move forward with treatment today. And then I'm talking to my patient about that. Like, gosh, you know what?   Typically when I see this, I already know, I know what the options are, right? Typically when we see this, I usually see doctors say things like this.   I'm preheating and prepping that patient for what the doctor may come in and say. Again, doctors building that relationship. That's that co-diagnosis space. And dental assistants, do not do yourselves the disservice of thinking that you can't do that. It is not just for hygiene. Hygienists cannot diagnose. You cannot diagnose. But both of your positions can co-diagnose and support the patient and the doctor in moving forward with treatment.   So triage, make sure you've got something really easy for them to utilize. Implement it, get your hand off straight, you guys. Probably practice them, I love role playing those. And work to maximize your time by utilizing these systems, but also by saying, hey, let's get your whole mouth taken a look at today. We don't have to do everything, I don't even have to show you everything. I just need to know what's going on there and get a treatment plan so that we can move forward. I digress.   And I think, Kristy, I really feel like all of those spaces go straight back to the first conversation we had today of really opening up that communication and making those changes for the team, but also for the patients. And one thing I want to highlight before we finish, something I loved doing as a dental assistant for my, especially for my emergency patients, but any patients, something I loved doing, you guys, was really saying like, gosh, I know that this is rough for you, or know you've got, you know, this is   this might be overwhelming for you. But I want to highlight some things that are going really well. Two, one, you're here. You walked through my front doors. And my patients with the highest anxiety would cry when I would say that. I would say you're here, you're here with me. I'm not going to let you down. And I'm going to be here for the long haul. So number one, you're here. Number two, you're ready to take a proactive step. And again, I'm here for you. So just   Again, that relationship, being in relationship and Kristy, that goes back to like acknowledging. That's hard for a lot of patients walking through that door. It's hard. And when they're scared, gosh, I've had patients that they're like, no, I haven't been to the dentist since I was 12 and they're 42. I'm like, well, congratulations, here we are. And you've still got a lot of teeth in your mouth after 30 years. Like that's huge. So let's take a look. But Kristy.   I think we've given them a ton of information on how to maximize a limited exam appointment. What do you feel like if they could take one step today? Doctor might be listening to this, maybe it's Saturday or Tuesday night. What's one thing that our doctors listening today can do to get this process started for their practice?   Kristy (25:37) Yeah, again, going back to what you said, really dialing into those questions and also, know, doctors remembering back when they very first started, they welcomed a lot of a limited exams, right? Like we wanted them. We used to cheer when we'd have them because we knew it was putting something in the chair and more than likely they had other things going on. So challenging them to kind of reframe it and look at it in that direction.   The other thing with doctors too, for limited, maybe when they come to morning huddle, they scan the schedule and see if I had to have an emergency today, where's the best time to put it? Because that's the other thing too, Tiff, when people call in and front office doesn't know where to put it and then they put them on hold forever because they gotta find somebody, identify those times, go through your questions that you would ask. And honestly, I also say doctors,   I know this is hard for you because you walk in the room and you kind of take charge, but be the guest in the room. Acknowledge the patient is sitting there. It'd be weird if you didn't, but then quickly turn to your assistant and let them hand off to you. Give them that space to do that. And like you said, it truly will save time because patient doesn't have to repeat themselves. And for the team members, you don't have to be afraid of leaving anything out. All you have to say is, hey,   May I share with Dr. Smith everything that we talked about, right? And then turn to the patient. Was there anything that I forgot or anything you want to add? Then you don't ever have to be afraid. You can feel confident. And if they speak more, so be it. You know what I mean? But those would be my tips there.   Tiffanie (27:23) Yeah, I love it. And I think we wrap on that. So go do those things. Go create the best process possible for your patients and for your team. If it's working for your team, it works for your patients and your flow is great. And guess what? We hit goals and patients are happy and satisfied and teams happy. So go do all the things you guys. Thank you so much for listening. Kristy, thank you so much for being here and letting me surprise you and put you in the spotlight for so many things. So thank you for that. And you guys.   As always, drop us a five star review, let us know if this was great information, how much you loved it, and allow others to find it as well. Share with your friends, your coworkers, your doctors, if your team member's here, and doctors with your team members if you're a doctor here. So share with everyone, we wanna make sure that these protocols really get put into place, and if you need help with any of it, Hello@TheDentalATeam.com. We are always here to help, and just so you know, when those do come in, I said it before, they do come to us consultants, so you are getting actual information, reliable.   And we are here to help. So thank you everyone and go have a great rest of your day.  

Your hygienists are vital for the success of your practice — and you can help them measure their impact! In this episode of Clinical Edge Fridays, Kirk Behrendt brings back Ariel Juday, one of ACT's amazing coaches, to share five KPIs that will help improve efficiency, patient care, and even increase job satisfaction. To learn which metrics your hygienists should track for the health of your patients and practice, listen to Episode 891 of The Best Practices Show!Learn More About Ariel:Send Ariel an email: ariel@actdental.com Follow Ariel on ACT's Instagram: https://www.instagram.com/actdentalSend the ACT Team your questions: info@actdental.com Send Courtney an email to learn more about ACT: courtney@actdental.com More Helpful Links for a Better Practice & a Better Life:Subscribe to The Best Practices Show: https://the-best-practices-show.captivate.fm/listenJoin The Best Practices Association: https://www.actdental.com/bpaDownload ACT's BPA app on the Apple App Store: https://apps.apple.com/us/app/best-practices-association/id6738960360Download ACT's BPA app on the Google Play Store: https://play.google.com/store/apps/details?id=com.actdental.join&hl=en_USJoin ACT's To The Top Study Club: https://www.actdental.com/tttGet The Best Practices Magazine for free: https://www.actdental.com/magazinePlease leave us a review on the podcast: https://podcasts.apple.com/us/podcast/the-best-practices-show-with-kirk-behrendt/id1223838218Episode Resources:Watch the video version of Episode 891: https://www.youtube.com/@actdental/videosSign up for ACT's BPA to watch Katrina Sanders's Hygiene Exam Essentials Part 1: https://join.actdental.com/users/sign_in?post_login_redirect=https%3A%2F%2Fjoin.actdental.com%2Fc%2Fvideo-recordings%2Fkatrina-sanders-hygiene-exam-essentials-part-1-innovations-in-periodontics#emailSign up for ACT's BPA to watch Katrina Sanders's Hygiene Exam Essentials Part 2:...

What if your mouthwash were as harmful as a floor cleaner? Join Late Boomers Merry Elkins and Cathy Worthington as they dive into the surprising world of oral health with Heather Paul, a certified biological dental hygienist and founder of Simply Silver Mouthwash. Heather's eye-opening journey began with her daughter's health issues, leading her to question traditional dentistry's hidden dangers. She believes that root canals, and mercury fillings disrupt your body's balance and that commercial oral care products undermine your immune system. Heather shares natural alternatives like colloidal silver and coconut oil, and introduces myofunctional therapy to improve mouth function and prevent diseases shares natural alternatives like colloidal silver and coconut oil, and introduces myofunctional therapy to improve mouth function and prevent diseases. Plus, learn about the shocking links between oral health and systemic diseases like heart disease and Alzheimer's. Don't miss Heather's insights from her book, Dentistry Made Easy, and find out how to reclaim your oral health for overall wellness. Tune in now!Heather Paul's Bio:Heather the Hygienist is a certified biological dental hygienist, registered dental hygienist, and orofacial myofunctional therapist with 30 years of experience. Originally from farms in Minnesota and Wisconsin, she moved to Florida in the 1980s. Her parents, with their love for natural living, inspired her wellness journey, which deepened when one of her twin daughters faced serious health issues, including food allergies. In 2010, Heather began investigating the chemicals in commercial products, fueling her commitment to healthier alternatives.Driven to offer patients the cleanest, most effective oral care, Heather created Simply Silver Mouthwash, Toothpaste, and Breath Spray. She is also the author of Dentistry Made Easy: The Consumer's Guide to Oral Health and Smart Choices and a children's book, Dorothy and the Tale of the Lost Tooth. A public speaker, practicing clinician, and personal dental consultant, Heather balances her professional life with being a wife and mother to twin daughters. She lives in Tampa, FL, where she enjoys family time and the beach.Special Offer: LATEBLOOMERS20 for 20% off total order to my website www.simplysilvermouthwash.comConnect with Heather:Website: www.simplysilvermouthwash.comYouTube: https://www.youtube.com/@SimplySilverMouthwashFacebook: https://www.facebook.com/simplysilvermouthwash1Instagram: @simplysilvermouthwashTikTok: @heatherthehygienist1X: @ourhygienistThank you for listening. Please check out @lateboomers on Instagram and our website lateboomers.us. If you enjoyed this podcast and would like to watch it or listen to more of our episodes, you will find Late Boomers on your favorite podcast platform and on our new YouTube Late Boomers Podcast Channel. We hope we have inspired you and we look forward to your becoming a member of our Late Boomers family of subscribers.

Over the years, I've learned that one of the most powerful assets in my practice isn't a piece of equipment — it's my hygienist. In this episode, I'm sharing how I've turned hygiene appointments into one of the most effective ways to build trust, boost case acceptance, and truly elevate the patient experience. If you're not already seeing your hygienist as your secret weapon, you're missing a huge opportunity.3 Key Takeaways:How I coach my hygienist to move beyond “just a cleaning” and step into a diagnostic mindset.The communication strategies we use to introduce treatment confidently and collaboratively.What systems we've put in place so patients feel heard, educated, and ready to move forward — before I even walk into the room.This is one of the biggest mindset shifts that helped me grow a modern, patient-centered practice — and I hope it does the same for you.Follow me on Instagram @drpeggybown or reach out directly at peggy@smilesbybown.com.

If you've been struggling to find (and keep) great dental hygienists lately, you're not alone. In this episode, Jeff talks about the hygienist shortage that's hitting practices hard in 2025. We'll explore what's behind it—from burnout and post-pandemic career shifts to fewer grads coming out of hygiene programs. Plus, we'll share real-world tips on how to navigate the hiring crunch, keep your current team happy, and plan for the future.  MGE Power Program - https://www.mgeonline.com/power-program 

Hygienists and periodontists have different roles in a practice. But that doesn't mean hygienists aren't as smart! In this episode of Clinical Edge Fridays, Kirk Behrendt shares their recent Master Class by Katrina Sanders, The Dental WINEgenist, to test your knowledge and skills in diagnosing various cases. Are you smarter than a periodontist? To find out, listen to Episode 879 of The Best Practices Show!Learn More About Katrina:Give Katrina a call: (612) 345-1150Send Katrina an email: info@katrinasanders.com Join Katrina on Facebook: https://www.facebook.com/TheDentalWINEgenistFollow Katrina on Instagram: https://www.instagram.com/thedentalwinegenistLearn more on Katrina's website: https://katrinasanders.comRegister for Katrina's Oral-Systemic Myth course (August 1, 2025): https://www.eventbrite.com/e/the-oral-systemic-myth-august-1-2025-tickets-1267455015069More Helpful Links for a Better Practice & a Better Life:Subscribe to The Best Practices Show: https://the-best-practices-show.captivate.fm/listenJoin The Best Practices Association: https://www.actdental.com/bpaDownload ACT's BPA app on the Apple App Store: https://apps.apple.com/us/app/best-practices-association/id6738960360Download ACT's BPA app on the Google Play Store: https://play.google.com/store/apps/details?id=com.actdental.join&hl=en_USJoin ACT's To The Top Study Club: https://www.actdental.com/tttSee the ACT Dental/BPA Live Event Schedule: https://www.actdental.com/eventGet The Best Practices Magazine for free: https://www.actdental.com/magazinePlease leave us a review on the podcast: https://podcasts.apple.com/us/podcast/the-best-practices-show-with-kirk-behrendt/id1223838218Episode Resources:Watch the video version of Episode 879: https://www.youtube.com/@actdental/videosMain Takeaways:Periodontal disease has been on the rise in recent decades.Understand and master each segment of the ADPIE process of care.Become a partner with patients in preventing and managing inflammation.Hygienists play a critical role in reducing the number of adults with periodontitis.Snippets:0:00 Introduction.2:22 Katrina's background and upcoming...

The Bulletproof Dental Podcast Episode 391  HOSTS: Dr. Peter Boulden and Dr. Craig Spodak DESCRIPTION Peter and Craig discuss dental practice financial management, covering investment psychology, tax implications, and liquidity needs. They explore how dentists can optimize discretionary funds, manage investment risks, and consider practice expansion. The conversation highlights dentists' unique economic position, allowing calculated risk-taking while maintaining stability. They also examine hygienists' role in practice growth, financial expansion strategies, and the importance of understanding cash flow and enterprise value.   TAKEAWAYS Investments should be evaluated based on their potential to grow the practice. Taxes are often the largest expense in a dentist's life. Liquidity is crucial for financial security and peace of mind. Understanding the tax code can help dentists minimize their tax burden. The dental profession offers stability and consistent income opportunities. The role of hygienists is crucial for practice growth. Evaluating expansion opportunities requires careful financial analysis. Understanding cash flow is essential for sustainable growth. Investing in your practice is often the best financial decision. Psychological barriers can hinder investment decisions. Dentists should focus on building wealth through their practices. Networking and education are vital for financial success. The Bulletproof Summit offers valuable insights for dental professionals. CHAPTERS 00:00 Introduction 03:11 The Psychology of Investments in Dentistry 05:59 Understanding Taxes as a Major Expense 09:06 The Importance of Liquidity and Financial Security 12:02 Risk and Opportunity in Dentistry 15:02 Evaluating Practice Expansion vs. External Investments 20:41 The Role of Hygienists in Practice Growth 24:50 Financial Strategies for Practice Growth 27:29 Understanding Cash Flow and Returns 32:05 Investing in Your Practice vs. Other Assets 38:56 Preparing for the Future: The Bulletproof Summit   REFERENCES Bulletproof Summit Bulletproof Mastermind  

Congratulations to Makya for being the first Dental Hygiene Basics Scholarship recipient!! We're celebrating with two episodes dedicated to sharing her story and showcasing her dedication to helping others. Before dental hygiene school, Makya spent three years volunteering with YWAM Medical Ships as a dental clinic manager, helping to provide dental services to underserved communities in Papua New Guinea. She talks about how excited she is to graduate from hygiene school so she can apply her skills to help others. It's exciting to see students like Makya who are so passionate about their future careers in dental hygiene and how it will allow them to better the lives of so many people! Timestamps: (00:00) Intro(02:43) Makya's RDH Origin Story (09:17) Serving Your Community as a Hygienist (11:05) Her Timeline from High School to Hygiene School (13:33) Scope of Practice for Hygienists in Oregan (16:28) Choosing a Hygiene Program

Dental practice owners across the country are facing a critical challenge: how to continue growing when hygienists seem impossible to find. This shortage creates a frustrating bottleneck - you've got the new patients flowing in, your clinical skills are sharp, your systems are solid, but without adequate hygiene capacity, your practice hits a growth ceiling that feels impenetrable.The mathematics behind this problem are straightforward but concerning. A full-time hygienist seeing seven patients daily for four days weekly can accommodate 672 patients on a six-month recall schedule. For practices bringing in 80-100 new patients monthly with strong reappointment rates, a single hygienist reaches capacity within just eight months. This reality forces practice owners to make difficult decisions about resource allocation.Beyond simply raising compensation to attract scarce hygiene talent (though that may be necessary), savvy practice owners are deploying creative solutions: becoming more selective about recalls and building robust ASAP lists; extending recall intervals beyond the traditional six months for appropriate patients; restructuring patient flow to route new patients directly through doctor exams with same-day dentistry opportunities; and implementing assisted hygiene models to increase capacity. Each approach has merits and challenges, but combining these strategies can help practices continue growing despite staffing limitations.Remember that transparency with patients about industry-wide staffing challenges helps manage expectations, and consider that new patients often represent a population with greater immediate treatment needs than established patients who already receive regular care. By implementing these five practical solutions, you can continue growing your practice, serving your community effectively, and maintaining the profitability that supports your ideal lifestyle.Ready to implement systems that create freedom and profitability in your practice? Visit dentalpracticheroes.com to learn more about our training programs designed specifically for practice owners who want more time off while maintaining exceptional income.Text us your feedback! (please note: we cannot respond through this channel))Check out www.relevanceonlinemarketing.com if you want to get the same great marketing results as Dr. Etch. Mention DPH and get your first month FREE!Take Control of Your Practice and Your Life I help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams. Join the DPH Hero Collective and get the tools, training, and support you need to transform your practice: Team and Doctor Training for every aspect of Practice Management Comprehensive Training: Boost profit, efficiency, and team engagement. Live Q&A Sessions: Get personalized help when you need it most. Supportive Community: Connect with practice owners on the same journey. Editable Systems & Protocols: Standardize your operations effortlessly. Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

This week I interviewed Heather Paul, also known as Heather the Hygienist. She is a Certified Dental Hygienist, Author of Dentistry Made Easy and The Great Tooth Deception and Owner of Simply Silver Mouthwash.We discussed why the mouth is actually the gateway to whole-body wellness along with:- Debunking Dental Myths- Practical Oral HealthTips- Natural solutions for maintaining a healthy mouth- Heather's fluoride-free, alcohol-free oral care lineand much, much more!Connect with Heather:https://www.simplysilvermouthwash.com/If you love the Get Lean Eat Clean Podcast, we'd love for you to subscribe, rate, and give a review on Apple Podcasts and Spotify! Until next time!Links:Interested in Upgrading your Mitochondria, Improving Energy and Sleep! Check out Troscriptions: https://bit.ly/4ik5kK5Use Discount Code for 10% OFF: EATCLEAN----Watch Get Lean Eat Clean podcast video episodes on YouTube!YouTube.com/@briangryn3680-----How to Take Simple Steps to Reclaim the Body, Energy, and Strength You Had 10-15 Years Ago Using My Stepladder System:https://www.stepladdersystem.com/----B.rad Whey Protein Isolate Superfuel:The Best Protein on The Planet! Available in Two Delicious Flavors: Vanilla Bean and Cocoa BeanUse Coupon Code glec10off for 10% off your order!https://a.co/d/731gssV----My favorite health bars with clean ingredients!https://www.eatprima.com/BRIAN6816310% OFF with this link!| Listen to the Get Lean Eat Clean Podcast |►Apple Podcasts | https://podcasts.apple.com/us/podcast/get-lean-eat-clean/id1540391210►Spotify | https://open.spotify.com/show/0QmJzYZsdV6tUNbDxaPJjS| Connect with Brian |►Website | https://www.briangryn.com►Instagram | https://www.instagram.com/bdgryn►Facebook | https://www.facebook.com/getleanandeatclean►Twitter | https://twitter.com/grynnerwinnerRead less

What does it mean for dental hygienists to take charge of the operatory? Traditionally seen as supporting roles, hygienists have focused on cleaning teeth and patient education. But our guest today believes they can do much more—enhancing case acceptance, improving clinical outcomes, and elevating overall patient care. Her mission is to empower hygienists to lead, take ownership of their role, and contribute beyond their clinical duties. Dr. Kelly Tanner is a reg dental hygienist who holds a Ph.D. in Business and Leadership. Her website is nextleveldentalhygiene.com.

In this episode, Dayna Johnson discusses the critical aspects of perio charting in dental hygiene, emphasizing its importance for diagnosing periodontal disease. She shares practical tips for enhancing efficiency, including the use of keyboard shortcuts and custom scripts in Dentrix software. The episode also covers how to document exam information effectively and the benefits of copying this information into clinical notes for better patient care and insurance documentation. ➡Perio charting is essential for diagnosing periodontal disease. ➡Hygienists must prioritize time for perio charting. ➡Custom scripts can enhance efficiency in perio charting. ➡Keyboard shortcuts streamline the perio charting process. ➡The bleeding all button simplifies documentation of bleeding. ➡Exam information can be crucial for insurance claims. ➡Documenting clinical observations is important for patient records. ➡Stage and grade of periodontal disease should be included in charts. ➡Copying exam information to clinical notes saves time. ➡Continuous learning about software features is vital for hygienists. Chapters 00:00 Introduction to Perio Charting 10:09 Utilizing Keyboard Shortcuts 16:28 Copying Exam Information to Clinical Notes Please rate, review and share this episode with your colleagues. Book a call with Dayna: https://calendly.com/dayna-johnson/discovery-call

Alan was joined by the incomparable Melissa Obrotka, also known as "The Badass Hygienist!" They recorded this conversation live at the Chicago Midwinter Dental Meeting. The episode dives deep into Melissa's journey in dental hygiene, her passion for progressive care, and her insights on the current state and future of the profession. Melissa shares the story behind her "Badass Hygienist" nickname, stemming from her proactive approach to improving patient care and her willingness to advocate for better technology and techniques. She recounts her experience transitioning to a periodontal prosthetics practice and the steep learning curve involved in maintaining complex implant cases as well as how she discovered "Guided Biofilm Therapy" (or GBT) a techniqu that she now teaches and uses clinically. Dr. Mead and Melissa also tackle some of the challenging issues facing dentistry today, including the hygiene shortage and potential solutions, the complexities of insurance-driven care, and the need for better communication and understanding between dentists and hygienists. Melissa offers her perspective on how hygienists can move beyond "polishing a paycheck" and embrace a more therapeutic and patient-centered approach. Some links from the show: itsthebadasshygienist (Melissa's Instagram) Guided Biofilm Therapy from EMS Join the Very Dental Facebook group using the password "Timmerman," Hornbrook" or "McWethy," "Papa Randy" or "Lipscomb!" The Very Dental Podcast network is and will remain free to download. If you'd like to support the shows you love at Very Dental then show a little love to the people that support us! -- Crazy Dental has everything you need from cotton rolls to equipment and everything in between and the best prices you'll find anywhere! If you head over to verydentalpodcast.com/crazy and use coupon code “VERYDENTAL10” you'll get another 10% off your order! Go save yourself some money and support the show all at the same time! -- The Wonderist Agency is basically a one stop shop for marketing your practice and your brand. From logo redesign to a full service marketing plan, the folks at Wonderist have you covered! Go check them out at verydentalpodcast.com/wonderist! -- Enova Illumination makes the very best in loupes and headlights, including their new ergonomic angled prism loupes! They also distribute loupe mounted cameras and even the amazing line of Zumax microscopes! If you want to help out the podcast while upping your magnification and headlight game, you need to head over to verydentalpodcast.com/enova to see their whole line of products! -- CAD-Ray offers the best service on a wide variety of digital scanners, printers, mills and even  their very own browser based design software, Clinux! CAD-Ray has been a huge supporter of the Very Dental Podcast Network and I can tell you that you'll get no better service on everything digital dentistry than the folks from CAD-Ray. Go check them out at verydentalpodcast.com/CADRay!  

Heather DeJonge joins me on this episode to share her journey in dental hygiene and how she's become known as The Relaxed Hygienist! Her self-proclaimed title is earned through years of working on herself and regaining her mental and physical health to achieve a more relaxed lifestyle. We cover all topics relating to burnout, stress, and the long-term effects of neglecting your health. She has some amazing stress management tips that I personally think everyone could benefit from! Find her on YouTube and Instagram @the_relaxed_hygienist. Submit your application for the DHB Scholarship HERE! Transcripts are available on Apple or by request. Slide into my DMs HERE: Instagram: @dentalhygienebasics Facebook: Dental Hygiene Basics Twitter: @DH_Basics Email:DHBasics@protonmail.com. Want a question answered on the show? Fill out the DHB Questionnaire HERE. Looking for NBDHE prep? Become a VIP StudentRDH member today: https://www.studentrdh.com/?rfsn=8529631.46e55d Timestamps:(00:00) Heather's RDH Origin Story (05:26) How Her Health Issues Allowed Her to Help Others(14:49) Radical Self-Care(23:32) Being Proactive in Preventing Burnout (31:14) Daily Tips for Stress Management Hosted on Acast. See acast.com/privacy for more information.

Amid a nationwide dental hygienist shortage, nearly 40% of practices are struggling to fill positions. How can we improve patient care through dentist-hygienist communication? Sally Aube, MSDH, RDH, CDA,   Read by Jackie Sanders  https://www.rdhmag.com/patient-care/article/55261519/enhancing-patient-treatment-outcomes-through-effective-dentist-hygienist-communication 

Marisa Kibiersza, known as the financial hygienist on Instagram, joins me on this episode to share her experience of becoming a dental hygienist with a passion for personal finance. We delved into the topic of finance as a dental hygiene student as well as post-licensing to hopefully educate future RDHs on a topic that is not commonly explored in our profession. She shares how she got a bachelor of science in biology with the intentional plan of becoming a physical therapist. After some unexpected life changes, she found herself attending an associate's program for dental hygiene at the College of Lake County in Illinois. Marisa is a clinical hygienist who aims to help future and current hygienists with their financial goals; I can't thank her enough for her donation to the DHB Scholarship!! Make sure to submit your application for the DHB Scholarship HERE! Transcripts are available on Apple or by request. Slide into my DMs HERE: Instagram: @dentalhygienebasics Facebook: Dental Hygiene Basics Twitter: @DH_Basics Email: DHBasics@protonmail.com. Want a question answered on the show? Fill out the DHB Questionnaire HERE. Looking for NBDHE prep? Become a VIP StudentRDH member today HERE.Timestamps: (00:00) Marisa's RDH Origin Story (08:23) Her Current Roles (11:00) Finances in DH School (18:30) Money Advice for New Grads (29:00) Adversities Marisa Faced in School(31:47) Rewarding Memories from School Hosted on Acast. See acast.com/privacy for more information.

The "Hygienist Inspired" chairside recruitment program launched this week – a partnership between ADHA and the Foundations of Delta Dental. Three incredible dedicated Advisory Committee members share their dental hygiene journeys with host, Matt Crespin, and explain how this initiative builds diversity in dental hygiene and addresses workforce shortages while improving access to care in underserved communities. Learn about becoming a Hygienist Inspired Ally in this movement and how dental hygienists can inspire future professionals through direct chairside conversations and person connections. Matt shares the latest ADHA news from a busy start to 2025. Guests: Marlyce James, MEd, RDH, CDA, FADHA; Richard Robinson, BS, RDH; Ryan D. Rutar, RDH, MAM, FADHA, MAADH (Hygienist Inspired Advisory Committee) Host: Matt Crespin, MPH, RDH, FADHA   www.adha.org/HygienistInspired www.adha.org/Newsroom  

Kiera reminds dentists to prioritize wellness and support in their day-to-day. Episode resources: Sign up for Dental A-Team's Virtual Summit 2025! Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:01.006) Hello, Dental A Team listeners. This is Kiera and happy National Dentist Day. I felt like today would be such a great day for us to highlight how we can support dentists on mental health, wellness, and excellence on National Dentist Day because I believe that dentistry can be a lonely profession. I believe that I've seen so many dentists feel alone and isolated like they're on their own island. And so today I just wanted to highlight and celebrate.   how much dentists do and also how dentists can help themselves, but also how your team can help support our doctors that do so much for us. So today, you guys, honestly, dentists face unique challenges. And so today I just wanted to have it be a powerful reminder that prioritizing wellness and support in our profession is necessary. It's needed. It's such a lonely profession in so many ways, if we choose. And I don't want us to choose that. I want us to choose a vibrant, a happy, a fulfilling   space in dentistry. And that's honestly what Dental A Team is about. We created this podcast to positively impact the world of dentistry. Our mission is to truly impact the world in the greatest way possible. And we do that through expert consulting for dentists and teams. And so really helping you see that there's two sides to this coin. There's ways that we can see that it's a lonely field and we can also see that it's a very fulfilling field. And so today I just really hope that you take some tips from today. I'll give you three simple steps of how we're able to really take care of ourselves through self-care.   through mental health and also team collaboration in dentistry. I'm really a big proponent of mental health, especially in dentistry. And so today I just wanted to walk you through, you guys know the Dental A team, we're here to support you. We have consultants that are truly in every position in the dental practice. We come into your practices. We coach you virtually. We help you. are your advocates in dentistry. We're your advocates in business. We're your advocates for having the life on your terms.   Like I've said many times, life is my passion, dentistry is my platform and helping you truly be the fulfilled dentist that you were created to be. I love focusing on you as a person, on your profitability of your practice and then on systems and team development for your practice and really making that be an achievable piece for you. And so today, you guys, I do believe that there is a balance needed between professional success and personal wellness. And I don't believe that it has to be one or the other, it's an and. And so really giving you some quick tips today.   Kiera Dent (02:19.418) of some concise value-packed information that hopefully will be able to help you as we celebrate National Dentist Day. So number one, step one is to prioritize mental health and stress management. And I think the word prioritize in choosing that I am someone who does prioritize mental health and stress management. There've been studies that have been done that show that the workforce used to be one where it was more physical labor and so really taking care of our bodies. And now we've moved into this space where it's a very mental   world where so much of it is in the mental cognitive constantly running and it never shuts off. And I believe for dentists you have the mental where it never shuts off, but you also have the physical exhaustion of truly doing dentistry all day long and your bodies and making sure you've got the ergonomics. so being able to have that mental health and stress management where we have some shutoff time, where we do build the muscle of our brain. I remember I was in therapy and I said like, I can go and I can work out, but what can I do for my mind? And that's where we   we start to create the, if you will, the workout or the, the mental strength building through meditation and through silence and through some of that downtime shut off to allow ourselves to actually have that calm, have that space. so some key strategies for better mental health are mindfulness and stress relief practices like meditation. I'm a big believer. I read Miracle Morning by Hal Elrod. So if you're interested in a book, I love some tacticals for you.   That wouldn't really help me see how I could have a miracle morning of meditation, journaling, taking some time for me. And I really would encourage you to schedule 10 minutes a day or even just one minute a day for you to have mindfulness and reflection starting today. Do yourself a favor. It's National Dentist Day. Buy yourself the gift, the gift of time, the gift of mental clarity, the gift of   of really taking care and honoring yourself. And for me, I was able to do a shift of, like to honor my body. This incredible body that does so much for me is where my mental health journey started and to relieve the stress. So whatever it is for you, for me, it's hiking, it's being outside. So I love to meditate and I love to go for a morning walk to give my brain a shower. So whatever it is for you, giving yourself the gift, because if we can take care of ourselves, then we're able to give in support to so many others. And so dentists really,   Kiera Dent (04:35.662) being aware that you have the physical demands and you also have the emotional cognitive demands that are on you. And so having that, I also believe sometimes having a therapist can actually be a great thing for you within this mental health and stress management strategy that you create. And then also there's other things of joining communities of like-minded people like you. I believe that really can help and that's something I'm very passionate about. That's why we're bringing our dentists together because so many times as a consultant, I hear hundreds of offices.   and they have the same issues and the same concerns just colored in a little bit different way. so bringing our doctors together in person through our masterminds and through our in-person events really is a great way for our doctors to feel the support to say, I'm not alone. And when I hear dentists who have connected say, Kiera, I'm so grateful to know I'm not the only one. I think that can also boost that. So I would encourage you to schedule one minute to 10 minutes of just you time through meditation.   through stress relief, we're off the phones, we're off the screens, we're not listening to things, we're not trying to solve the problems of the world, but we just take that moment and reflect starting today. Step two is team members. This is for team members of how you can support your dentist. I do believe that teams, can really support our doctors by champion for them, helping our doctors get out on time, doing things for our doctors so that way we can...   Let them have the as much as we can take off their shoulders. So having our room set up and ready to go when doctors come in, so they're not looking for it. Hygienist calibrating. So that way your doctors have consistent exams. So when they walk in, they're able to get in, have a great exam and leave the room. Office managers, what your doctor asks you being really mindful and intentional to take notes and to follow up and to come back to your doctor. So they're not having to have the mental stress of trying to remember all the things they've asked for, but you proactively being on top of that.   Also making sure we're hitting our production goals and our profitability goals and our billing and keeping that AR down. I think are some really great ways to help support our doctor. And then also scheduling a schedule that's realistic for that doctor to be able to get through and not have to be superhuman and be in like five rooms at a different time or all at the same time. To me, that feels so unfair for that doctor. We expect so many things from our dentists. so teams, feel really being proactive on how we can help our doctor look to see because   Kiera Dent (06:53.912) Your doctor, as an owner, can tell you, is constantly thinking of ways that they can help make you happier too. And so if we can be a yin and yang team together where we're all looking out for how can we help each other. But those are some quick tips, I think, from doctors and from owners and from CEOs that I've heard that if team members would just rally in those little areas, typically the things that cause the most stress for our doctors are unproductive schedules. working and not making money.   not collecting and not having that 98 % collections and then also team morale and problems. And then there's a million other things, but I think those things really are some, some clutch things for teams to support. so teams also, I would encourage you check in with your doctor, especially office managers. You're the one closest ask your doctor, Hey, how are you doing? And what can I do to alleviate stress for you? Because I want to remind you, there's so much weight that none of our teams can see.   When I was a team member, didn't realize how much weight was on my doctor and my owner that I couldn't see. so really like seeing that weight that we don't even know and lifting in these little ways, I think can really help. And doctors, going to encourage you to ask for the help. I know we think as CEOs and owners, we're expected to do it all and have all the answers and you're a doctor. And what I will tell you is that's a great way to be lonely, overwhelmed and come unraveled versus there is another alternative that I'd love to offer as a perspective where you can actually have a team that supports you, that trusts you.   that rallies around you that wants you to be the best that you can possibly be and really truly creating that type of a culture that allows freedom, allows creativity, that allows fulfillment rather than being completely like smothered by your practice and feeling like you have to do it all. Both are available to you and I might encourage that today you actually choose this path and a great way for this is have a team meeting.   to discuss that every ways that our team can lift and maybe say, hey, this could really help me out if you could do X and each of us brings only one thing for one person. So not one person is getting 75 different things, but we're being intentional and cognitive of that. But how can we lift that burden? And a lot of times those burdens aren't even known. And so speaking up and having a team where we're collective with this, because the reality is most of us can take on one little piece that would actually chip away the burden of somebody that's very heavy. And then step three is,   Kiera Dent (09:05.73) I believe committing to lifelong learning and professional growth can also really help and this ties into a community. But finding ways to stay inspired, finding ways to get excited about what you're doing in dentistry rather than the day in day out mundane. And so finding ways where we can have continuous growth, we can find ways to stay engaged. I know for me, I accidentally got to a spot where I got disengaged. I lost the passion. I lost my why. I lost, why am I even doing this? I love what I do, but I'm stagnant.   And it was because I wasn't growing, I wasn't evolving. And so go to CE courses, schedule one in that really gets you excited. What do you really want to learn this year? What's kind of a pain point for me this year? It's marketing. And I'm super jazzed, even though it sounds daunting to me, but I'm super excited to learn the ins and outs of marketing, to take on AI courses, to figure out how I can incorporate that into the consulting company and then bring it also to our dental practices. But something that's going to engage me. I really have found that a lot of our doctors and myself included as a CEO,   getting in a community or a mastermind group with professionals, like where you can talk to them about these issues, you can be with them. I learned so much in person and that's why Dental A Team has brought in person to the table, to the scenes in 2025. I know when people have little kids or family agreement arrangements, it can be tricky, but I want to just remind you it's about a day and a half, at least that's Dental A Teams. It's a day and a half where you leave the practice, you leave your family.   and you go and you energize and you fill your cup. So then you're able to give to all these people so much more. And I think we, oftentimes make it bigger than it really is. It's a day and a half. So I'm giving up three days max of time to fuel my soul. And I think when we remind ourselves that we're worth that, but that's something essential. That's as essential as eating and having oxygen, at least for my soul and for me as a CEO and for a lot of the dentists that I consult and that our team consult, that's the equivalent of oxygen. And so really being able to have that of having a peer group,   And then really for yourself, just like, what do you want to evolve and to grow into set one or two of those that really just juices your life and gets you excited. I found that doctors, when they've joined groups, so a lot of our consulting clients, we have about a hundred clients and this year I'm excited. We're definitely going to be bringing on at least 200 and we've done it in a way where it will still feel very intimate, very small because I hate going into groups where I feel like I'm just one of the crowd. so   Kiera Dent (11:25.156) keeping it to where you feel very connected, very tethered, but also being able to expand our reach to more practices and to get more people connected. That's something I'm super jazzed about. And what I found is when dentists come together, when they see each other, when they meet with each other, their happiness goes up, their productivity goes up, their stress goes down, their team engagement goes up, because we don't just do this for doctors. We actually bring your office manager or a leader in person for you, because I found that that was the hardest thing. I go, get all excited about CE,   then I have no one to implement with me. And so not having that be the problem for you, but bringing you together. So productivity goes up, happiness goes up, stress goes down, team engagement goes up and ease comes into place and having friends. was like, gosh, it's like six wins right there. Just by being a part of something professional that stimulates you have a community of like-minded people for you. So like I said, three ways to do it are one, prioritize your mental health and set aside time to meditate, to do something for your mental wellness and stress management.   Number two is have a team that supports you and surrounds you and make sure that you are supported as a dentist and also dentists, you're asking for that help, not just burying yourself. And number three is having a support group and CE that energizes you and jazzes you and makes you so excited to continue and to be engaged are three great ways for you to be able to celebrate your mental health, your wellness and your fulfillment. This is truly the zone where you're gonna be able to have long-term success. We're not playing for the short game.   We're playing for the long game. We're playing for you to be fulfilled and happy for long-term success. And so I want you guys to know that I'm here. DM me, ask for help, reach out. If you want to come join us in person, I'd love to have you. These are some things that we can do. I'm happy to share with you my favorite meditation that I do, whatever I can do. So DM me for any tips. The Dental A Team, we're on Instagram, we're on all the platforms, we're on LinkedIn. You can message me directly.   And then also subscribe for more Leadership Insights where we celebrate you. We help you be a successful, thriving dentist and team. And if this can be a support for you, if you need one-on-one help or you're like, it would really help if I just had a coach in my corner, reach out. Hello@TheDentalATeam.com This is what we do. This is what we're experts at. And this is our passion. It's your success is our passion. And that's what we're here for. And as always, thanks for listening and I'll catch you next time on The Dental A Team Podcast.

My guest speaker on this episode, Daisy, shares her amazing story of becoming a dental hygienist. She practices hygiene in the state of Washington, working part-time so she can focus on her brand and marketing. Daisy and I shared a great conversation about finances and how she covered school costs; spoiler- she was the recipient of 10 scholarships! Her story is especially inspiring as she is a first-generation college student raised in a single-parent household. Future RDH's, you don't want to miss this episode!Submit your application for the DHB Scholarship HERE! Transcripts are available on Apple or by request. Slide into my DMs HERE: Instagram: @dentalhygienebasics Facebook: Dental Hygiene Basics Twitter: @DH_Basics Email: DHBasics@protonmail.com. Want a question answered on the show? Fill out the DHB Questionnaire HERE.Timestamps:(00:00) Daisy's RDH Origin Story(03:29) Side Hustles through Hygiene School(05:18) Temping as a Hygienist(09:21) Dental Assisting Experience(10:37) Finances through College(20:03) Daisy's Advice for Financial Aid(23:10) GPA Before Hygiene School(28:40) Struggles in Clinic(38:00) Her Favorite Mems in School Hosted on Acast. See acast.com/privacy for more information.

Kiera and Britt continue their conversation from episode 958, Hiring Hygienists in Today's Economy, by discussing the shifting landscape of hygiene. This includes the pros and cons of assisted hygiene, shortened appointments, practices without hygienists, and more. Episode resources: Sign up for Dental A-Team's Virtual Summit 2025! Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00.73) Hello, Dental A Team listeners. This is Kiera and the one and only Brittany Stone coming back for part two of our hygiene conversation. welcome back. How are you?   Britt (00:09.332) It's always fun when you start off with my full name, so I'm like, alright, let's go!   Kiera Dent (00:12.304) It is funny. You do range from Britney, Britt, like no BS Britt to B. B has recently come in. How do you feel about just B? I hope it comes across as like nice, but then I realized like, B could be taken wrong. So I never say the, hey B.   Britt (00:28.75) You're not the only one. I'm fine with it because it's easy and I'm like shoot you grew up with the initials BS like what are you gonna do?   Kiera Dent (00:37.904) Well, I never want to like sometimes when I call you and I'm like, hey B and I'm like, I hope it lands as like, like love. Yeah. Yeah. It's not meant for any other letters. But Britt and I, if you didn't listen to our other podcasts, Britt and I were chatting shop about how to hide like hire hygienists in today's economy. And with Britt bringing a hygiene perspective, if you don't know, Britt used to be hygienist.   Britt (00:46.83) It's Brett. stands for Brett.   Britt (00:52.748) Yeah.   Kiera Dent (01:07.3) Great. How long has it been since you graduated from a hygiene school? Let's just give people your scene.   Britt (01:10.05) Kiera.   You're gonna age me a little bit here.   Kiera Dent (01:16.162) Okay, don't feel age. The only reason I asked for it, so before you answer, just know my reasoning so you don't have to answer. I was just thinking because I wanted people to know you've been in the field for like enough time to give weight to your answers. But maybe we don't need to do that. Maybe it's been there for longer than five years. Shut, I didn't even know. All right, well, you have been in it for a long time.   Britt (01:31.512) That's fine. Eighteen, Kiera, eighteen.   Britt (01:40.378) I'll say this, was a young graduate from high school, so I'll give you that. That pushed me a year ahead, but 07 is when I graduated, so this year we'll make it 18.   Kiera Dent (01:49.111) No way.   Kiera Dent (01:52.996) Dang girl, I didn't even know. Okay, so Britt really has a lot of weight and you did hygiene for, and then Britt went from hygiene to then office management of a pretty large DSO and then came consulting and now does consulting and operations. So.   Britt (02:06.38) Yeah, I did full-time hygiene for a decade. So I'm like a solid, five full-time, full-time, 40 hours for a decade.   Kiera Dent (02:09.21) Did you really?   Wow. Man, I really like there's some moments that I just see you as a hygienist. Like I can just picture you walking up with your like, it's not a swagger, but you have a can't that you definitely walk. And I can see you walking up, getting your patient. Hey B, how's your swagger? But.   Britt (02:28.11) You can call it swagger, I'll take swagger. don't know what else to   Kiera Dent (02:35.736) Yeah, so I'm like, just, could imagine you being a hygienist sometimes, but then you're like, Britt the consultant, Britt operations, Britt, my yin and yang. So anyway, well, that's fun. That's a fun. Okay. So to give Britt credit, she did hygiene for a decade. I won't say anything about loops, Britt. We will not discuss that on this episode. We will.   Britt (02:56.238) I mean, I just changed myself a little bit. you know, we talk about it. I would have to know if I was a full-time clinical, for sure.   Kiera Dent (03:01.752) Of course. Yeah, of course. I know you would. You don't, you stay very current. I do appreciate that you stay very current with hygiene. You attend hygiene CE all the time. So what we were talking about in the last episode that this would be part two of was we talked about kind of like, do we, how do we work with the compensation pieces of hygiene? And then talking about it from a business standpoint and a doctor standpoint and a hygienist standpoint.   and really bringing those two perspectives to the table, which is what the podcast has been built to do is bring different perspectives. And something I just want to reiterate today, if you missed the last one is that the things Britt and I talk about today are going to be perspectives and never meant to weaponize. So doctors, can't weaponize it against hygienists and hygienists, can't weaponize it against doctors. And so really just setting the stage today of let's have an open conversation around where are we at the dynamics. there's no.   there's no like hiding the fact that it has been hard to hire hygienists since COVID. It's it we thought that it would probably be four years, maybe five years before the hygiene shortage caught up. I still think it's in like massive catch up time, then you tack in inflation on it. So raise like the amount people are coming out asking from school, but I, I mean, I don't really want to ask, but I am going to ask I'm sure hygiene has been like   attempting field to go back into. I'm like, you work at Dental A Team but you've got hygiene over there. And it just keeps like getting bigger and bigger and bigger. I think if I was in your shoes, I might just contemplate it here and there, especially on days when it maybe isn't your favorite day at Dental A Team, which is hopefully like one and every moon. I know what happens. We just had it like a week ago.   Britt (04:31.822) Everybody's got a day there right like it happens but I Mean here's the I I love hygiene and I left it loving it so like that's the thing is I and I'm like I still go back I still double from time to time, but I'm going back full-time I The things that are appealing right hygienist know what do I love? It's like   Pretty predictable, right? Like you got a job, 100 % predictable, but my hours I'm gonna work, I know my schedule. If I can get the doctor to work with me, I can manage running on time. like, and then when I'm done at the end of the day, I go home and I don't have to take it. Like there's nothing for me to do outside of the office other than like learning stuff, but there's nothing to do outside. like, those are the, we know that those are the perks of hygiene.   Kiera Dent (05:02.692) That does fit you so much, Britt. The stability, the...   Britt (05:29.23) and that's part of why I loved it is because of those reasons. Do I debate going back? I don't know. I enjoy what I do now. It's different, right? Like you grow and you morph into different things and it's fun to take the next step. And can I go back to it? Sure. Would it be different? 100%.   Kiera Dent (05:47.888) Hahaha   fair. I was just curious because I mean, like I know I've looked at what I want to go back into management, what I want to go run a regional, what I want to run a DSO. And for me, there was like a lot of fun in it. There's a lot of fun in being in a system. But I think I agree with you. I feel like I have morphed and evolved into things that I really enjoy. Like I really enjoy the creativity aspect. Do I sometimes wish, Britt, like sometimes I do miss the like, go in, just like you know your day.   You don't have to like be thinking and creating nonstop and you leave at the end of the day and like, we're done, we're done versus here. Ideas will continue to, I mean, I saw you last night. You're building a whole spreadsheet, which is fun, but it never shuts off unlike at the dental office. So different, different times. But what we were wanting to chat about is we talked about compensation on the last one. And now it's coming into how can offices kind of like did a really great job of like paying your junior.   Britt (06:33.269) Yeah, yeah.   Kiera Dent (06:46.692) like fresh out of school and it's based on skill set, not based on longevity or tenure. Then we morphed into talking about what do we do for base versus commission if offices can't afford it and different ways to navigate that. And so I wanted to just kind of finish up that conversation with a few other ideas of what's hygiene's take as a landscape of assisted hygiene and shortened appointments. Because as we were discussing on the last episode,   it's kind of coming to this like necessity and survival mode for practices of like, hey, we're like running such a high number up for hygienists. So what this is truly called is innovation and things are changing and shifting and adapting due to the nature of lower reimbursement rates of insurance, inflation has come up, there's a hygiene crunch. So hygienists are coming up as a higher paid profession than what they were even four or five years ago. And so it's kind of like, well, what do we do?   what about assisted hygiene? What about shortened appointments so that way we can have more appointments? And again, I'm not here to advocate for it. I'm just saying like, this is the reality of what doctors are thinking of. And it's the thinking of this. They're also thinking of do I bring a doctor and instead of hiring a hygienist, they're thinking of do I do a hygiene less practice? So I'm just curious, let's talk assisted hygiene first, give me kind of a hygiene perspective on because I don't I don't know how it feels as a hygienist. So you get to speak, I know every hygienist is different, but like just what you hear from colleagues in your perspective.   Britt (07:59.361) Huh.   Britt (08:06.85) heterogeneous is different and I feel like it's a it's one of those polarizing things that I think there's people that love it and either you love it or you're not really a fan of it I feel like so that's like the that's the I don't see a lot of in between or it's like sure I'll do it for a little while while we hire like even I would do it maybe for a little bit while we hire someone but it's it's not my jam I can't say that I love it when it comes to   Kiera Dent (08:31.738) Tell me why, why don't you like it? Like what is it about assisted hygiene just from a hygienist perspective that's almost like a grind for you that you're like, I'll do it for a little bit. Cause I hear that all the time, like I'll do it for little bit. Like what is it from a hygienist perspective that makes that a bit trickier?   Britt (08:46.446) I think the piece that makes it tricky is like you're just, I don't know, probably part of why we get into what we do is like the one-on-one with patients and interacting with them and being able to ensure like from kind of beginning to end, right? The team has an impact, but I'm...   I'm giving them a good experience from beginning to end that doesn't feel rushed, that doesn't feel jumbled. And so I think that's for me personally, and I think some other hygienists, it feels like, great, I'm popping in, I'm in their mouth pretty much the whole time that I'm in there, and then I'm popping out and going on to the next one. I don't think it has to be exactly like that, but I think that's how it can feel from the hygiene side. I think having a really good assistant can make it much more doable. I think how you schedule it, how stack that.   Assisted hygienist can definitely make a difference on how much time you've got to interact. like, do hygienists, we like a little bit of control. I don't know, probably. And so it's just like, I know I've reviewed the things. I think that's probably the difference between hygienist and doctor is I'm not leaving it to an assistant to review medical history or ask the questions or hear what's going on and gathering it. Like I get to do that from beginning to end when I'm.   Kiera Dent (09:41.411) Yeah.   Britt (10:00.332) So it's just a little different when you've got the assisted hygiene in there.   Kiera Dent (10:03.834) So, and I'm also curious, like, I've never really scaled teeth for real. I mean, I kinda, in Utah, as an assistant, I was supposed to be able to profite, and I'm like, I don't even know what I'm supposed to do. There was one time I pretended to scale because my hygienist was late, so I just like, I didn't even actually really touch their teeth. just, you know, like, did a little tap, tap, tap, waiting for this dang hygienist to come, and I was like, yeah, we'll just like get started. I didn't do a darn thing. So I don't actually know what it feels like to scale that much. I'm curious, like, on a body.   Britt (10:18.744) you   Kiera Dent (10:33.622) Does it like hurt your hands? Does it, is it exhausting to just go because you don't really get any break or reprieve? You're just going nonstop. I'm just curious or to like the ultrasonics and things like that now help that make it easier for you. I don't really know the mechanics of that.   Britt (10:48.994) So yeah, scaling time, like absolutely. Does technology help? Yes, I'm a big fan. I will say it. Polish first. Polish first. If you're not polishing first, you're spending a lot of time on stuff that you don't have to be spending time on. And I'm a big fan of ultrasonic or piezo. I will use it on pretty much everyone. Like even my kids because they got a lot of plaque and I can polish and I can get a lot done with that that doesn't sound or feel the same as scaling. And so I'm a big fan of it.   Kiera Dent (11:06.117) Mm-hmm.   Britt (11:18.636) And then so like So there's a lot you can do to help minimize it But that's the piece of doing assisted hygiene usually it's if I've got an assistant if they can polish right they're doing They're doing all the easy stuff and so it is me just doing what's the stuff that I only I can do? Pia's own hand skill, right? And so like it's more of that every day and it does hygienist need dentist hygienist assistance, right? We all need to take care of our bodies because it's   It is a more physically taxing job than people think that it is. And so taking care of yourself, making sure you're doing some stretches. And so, yeah, it is a little bit more physically taxing to do assistive tithing, but it's a lot better than it used to be because we got a lot better tools than we used to have.   Kiera Dent (12:02.607) Right. Okay. So that actually helps. And so I'm curious, like, let's just throw out a scenario. And Britt, this week, I mean, we talked to offices about this in our consulting where, so let's say a hygienist, I'm going to use really easy numbers because I don't want to get wild. Let's say a hygienist is $30 an hour, which some of you are laughing at me. I know that's not even in the realm of your hygienist. I'm very aware of this. I also don't want to throw ranges out there intentionally on the. Exactly. There's also a reason I'm not throwing high ranges out there because I don't want to set standards that are not.   Britt (12:24.366) a bit apathetic.   Kiera Dent (12:31.056) Realistic for your area. I feel like 30 is a safe number for me So if I'm hiring a hygienist at 30 and I bring on another hygienist for 30 That would be $60 an hour that I'm paying of compensation for it Well in this area if my hygienist is 30 odds are I could probably get an assistant for between like 17 to 20 realistically if my hygienist is only at 30 I think that that's like a fair number probably more like 15 in that area, but let's say you're there at 20 just for easy math I've got $30 for hygiene. I've got $20 for an assistant   I actually have $10 of extra, if you're following my math, $10 of extra that's not being paid. Britt, what are your thoughts of if an office takes that $10 and even if they pay a hygienist say 35 an hour during assisted hygiene time versus just 30, does that actually make any difference for a hygienist? I know some can do more. Some it's gonna be like, you're paid 30, now I'm paying you 40 during your assisted hygiene days. Tell me like how that is from an office standpoint.   because there's obviously different compensation amounts we're going to be doing. And from a hygienist standpoint, does that feel better? Does that make it easier? Is that like, sure, I'll take on a couple assisted hygiene days. I'm always pro don't run assisted hygiene every single day. I think that does burn your hygienist out. Usually if I recommend it, it's either for a day or a half a day for a hygienist, but trying to make it, but like, is that necessary, Britt, from your perspective from hygiene?   Britt (13:50.786) mean, yes, some degree of compensation difference 100 % if you're running assisted hygiene. I know on the last episode we talked about a base plus commission. I like that even for assisted hygiene because, if we're doing assisted hygiene, we should be producing more. And so again, I do like that model because it naturally adjusts things and compensates accordingly. So yes, I do think there should be some sort of compensation that's more on those days. And I do like it when it's   Kiera Dent (14:01.775) Mm-hmm.   Kiera Dent (14:11.972) Mm-hmm.   Britt (14:20.494) Base Plus Commission. Now I've got some, I've had one client where it's nice when you have a group of hygienists. I do love an office with a few. And they did, they rotated an assisted hygiene day through all of them. And they were like fighting over who got the assisted hygiene day. Like they wanted it, right? Like, and it's because yeah, they make more on those days and they were compensated based on their production was a part of it. And so they loved having those days to get a little bit more of a boost. And it was almost like   Kiera Dent (14:34.743) They do!   Britt (14:46.862) when we don't need it anymore what's going to happen because they all like getting that little bit of extra income coming from.   Kiera Dent (14:53.368) And so how do you even win over a team to do it? Because I agree, and I actually hear that more than I hear the opposite. I hear more hygienists actually enjoy it more than they thought they would. I hear a lot of them figure it out, especially when that's not my everyday. think if they had to do it every day, it'd be a little bit more taxing. But think about it. You've got four hygienists. We add an extra column of hygiene four days a week. We've literally brought in a whole extra hygienist without bringing a hygienist on. So I think it's a very creative way to do it. But how do I even like?   package this, you know I look at in sales terms, like how do I even like convince a team that this is a great idea to trial it out rather than just the resistance of hygienist saying no, just like you said, no, I want my patient care. I want to own over this. Like I want A to Z. I hear all the time we're going to have the patient care. It's going to be disrupted. And I'm like, well, it can be, or it could actually be more awesome. How do you win a team over to even be open to trying it?   Britt (15:47.084) Yeah, I think it depends on the office scenario, right? Like what's the reason, what's the why that we're doing it? And I'm a big fan of like, hey, let's try it first, right? Like I'm not saying you have to do it forever. I'm not saying you have to do it every day, but like, let's try it and let's figure out a system that feels comfortable and meets our like standard of care that we want to provide. So let's start easy, let's work through it, let's train up an assistant. do think.   Cystid Hygiene needs one of your best assistants to be helping in Cystid Hygiene to make it run smooth and give those patients that great experience. And so let's work through the system and see how it goes. like, yeah, it's going to be compensated. If I've got a hygienist who's a gunner and likes to run and does not like to stop, then that's usually my first one. Then I'm like, great, let's team up. Let's get that figured out and see how it goes first. And then word can kind of spread because usually they'll do really well.   Kiera Dent (16:14.681) I agree.   Kiera Dent (16:34.448) Hmm.   Britt (16:42.062) And so yeah, sometimes it's a personality thing, right? Some will love it, some will struggle a little bit. Sometimes there's people that like are gonna be your ones to help you figure it out. And some are like, well, once I see someone else do it and like, oh, that's not so bad. All right, then I'll go ahead and do it. So I think depending on the reason why, I think trying it first, I agree with you, not an everyday thing. It can even be like start with half a day and see how it goes and just start to figure out to find the rhythm of it.   Because I think when you find the rhythm of it and you're like, yeah, that works really well, then it's like, OK, like we can do more of this. And I think it can run.   Kiera Dent (17:18.276) And I'm really grateful that you shared about the office that you have, that they all want it and they enjoy it because I think that that actually can be the reality of what can happen from it. And I'm really big when you roll it out, agreed. Having not a great assistant really will actually make this harder. So do not go and hire a brand new fresh off the street assistant that does not know what they're doing, can't take great x-rays, can't move through because hygienist having someone that they trust that they can lean on, that they know is going to do a great job.   If they can polish, that's a great way for them to be able to use it. And then really also another big piece are no new patients, no SRP, no perio maintenance put in that. It's really just pro fees because that's gonna make it so much cleaner for them to be able to run this effectively. And you're running it on the half an hour. And then doctors, you have to be very strategic when you go in for exams. And doctors, you cannot be late on assisted hygiene because that will throw your whole hygiene. Like it's a domino and it will be good part.   Britt (18:12.302) That's the quickest way to take your hygienist off when you're asking them to do assisted hygiene. 100%. That's the way. That's the way to do it.   Kiera Dent (18:15.44) And that's not like, we'll be there, we'll be there. It's like, you've got to get up and jump. But that's also with hygienists too, making sure that we're giving our doctors enough time. Like I try to ask hygienists to give a 30 minute window of exam time where a doctor could come in. So that way doctors can find the end time of prep, come and get their exams done and keep everybody on schedule. So hygienists plug there, try really hard because I know there's some hygienists who love to alert right at the end of the appointment. And then they're fresh when doctor doesn't come in.   Well, like let's notify when they could come in. Like let's take our x-rays the first 15 minutes and then try to get doctors out at that. I try to have them out. Please do.   Britt (18:51.934) I'll one-up you a little bit on that as soon as diagnostics are done. As soon as my diagnostics are done and they've got x-rays, they've got period charting photos, I'm letting them know. Come at any time. I'm happy to have you. And of course, there's a bunch of plaque that's gonna make it more difficult once I've got that done, but I'm gonna notify them. at any time.   Kiera Dent (19:04.856) Yes.   Kiera Dent (19:12.536) And then doctors, I try to have you out at the quarter to the hour, meaning like you're not walking into the exam, you're walking out of the exam. So that allows hygienists to polish floss, wrap up, get everything done, get the patient out, flip the room and get their next patient back on time. So I think that that's something that before I maybe rolled out assisted hygiene doctors, I might take that on with the hygiene team. Like let's get really good on our exams. Let's calibrate those exams up so they can be more efficient. Let's do the, I have a better.   I haven't told you my new acronym. It's not iCrap. So if you've been listening to me, I have a new one. It's called iCreep. So it's iCreep when you come in that's introduction, compliment, recap, and then a personal note. And if hygienist can get really good at that handoff when doctors come in or assistance, and then doctors are really good on their NDTR, so wrapping up your treatment plans, that's gonna really help that synergy. And then also maybe doing what would doctor do to diagnose and to help tee up treatment. I think that that can just...   Again, we're all working together to make those exams as efficient as possible while also giving the best patient care. But I creep, that's my new one. It's not I, Sierra. It is, I creep. Someone was like, creep, and I was like, amazing. I wish it could be CPR. I've been working to figure out different letter and words. So to be determined, but okay, let's like, go ahead.   Britt (20:16.11) It's a step better. It's a step better than the last one.   Britt (20:28.014) Real quick, one more thing on the exams, because with a really good assistant on exams, the other thing I think about, and that for me as a hygienist I care about as well, is making sure treatment is teed up really well.   Kiera Dent (20:40.675) of greed.   Britt (20:41.59) Patients aren't having to repeat themselves and get frustrated and then not wanting to get treatment done just because they feel like they're not being listened to. So that communication piece and having an assistant who's really strong who can relay that information to doctor if they're the ones that are going to be in there for the exam and make sure that it's teed up really well for the doctor and they can speak to it is huge because that's, I don't want to, you know, rob Peter to pay Paul, right? I don't want to.   have not so great exams and not close as much treatment by adding an assisted hygiene, I'd rather leave it and get really good exams and really good case acceptance. Overall as a business, that's gonna help me a little bit more. So just making sure that again, that assistance key, really quality exams for your patients, even though you're working assisted hygiene, make sure that experience is stellar and 100 % can be done. It just takes a really good team to work together with a hygienist and assistant.   Kiera Dent (21:35.0) Yeah, that's a great point because you can have forms where the hygienist can document it in there because people are in opposite rooms. But getting a good role and a good synergy is going to make this so much better for setting this up for success. And I think the answer is I actually don't think hygienists hate assisted hygiene as much. think it's there's quite a few little like tick boxes that if you can check them off, have a good assistant have good exams.   have doctors in and out on time, have the assistant really, really solid with being able to tee up the treatment and close the cases, have someone that has a similar vibe to the hygiene team that cares about these patients a ton. I think if you can check those boxes, and then you also compensate higher. There's so many little pieces that everybody's super excited about to do it, but I think if you're missing any of those six, it does not feel as good to try. okay.   Britt (22:14.701) Mm-hmm.   Britt (22:24.022) Yeah, and patients are used to working with two people, right? So that's even, it's like, yeah, it's one more person in the mix, but on the doctor's side, there's two of you. So having an assistant with hygiene, isn't that big of a deal? Seeing the same two faces every time, like they'll be fine with it. Cause I know that can be a concern. I'm like, they're used to having two people on the doctor's side.   Kiera Dent (22:41.104) I see the same. I'm like, just because we're not used to it doesn't mean it's odd for the patient. I tell doctors when you're onboarding an associate, I'm like, you can assist each other. And I know that feels weird to you, to the patient, they're used to someone else in there. To hygienist, they're used to people switching rooms. it's not something, if we're not weird about it, your patient won't be weird about it. But I think we feel very awkward because we feel uncomfortable. But just not projecting that onto your patient. Cause I don't think it's as much as you might think it is. So, okay,   Britt (23:10.316) And ender fun for assisted hygiene, I always have someone to pair your chart for me. So I'll take that as a win.   Kiera Dent (23:15.28) True, that is a big win. mean, truth, you're not having to call for it. Okay, the hot topic of shorter appointment times. I'm talking, I've heard 50 minute appointments, 45 minute appointments. Is this doable, Britt? And I think I'm gonna know your answer, I also, like come from both, come from hygiene, Britt, and operations, Britt. Bring both of those Brits to the table and you answer. I'm curious.   Britt (23:40.11) And I'll say this, I have worked in offices with all of the above, right? So I've done all of the above.   Kiera Dent (23:44.42) came. Her bigade you guys have idea. Good thing we plugged that at the beginning.   Britt (23:49.038) So all are doable. I think there's a couple of things that make a difference when it comes to shortening appointments, depending on what type of experience you want them to have, right? That's an important part to consider for doctors. Depending on our pay or mix, what we need to do in order to the business running, that's something to consider. And then also how efficient we are.   Kiera Dent (24:11.376) true.   Britt (24:17.07) as a team and like doctor doing exams, right? That's an important piece of it. And then another one is our patient base slash how good are we at keeping them healthy and not giving ourselves a lot of work every single time our patients come in. If you know what I'm saying, those bloody profusers, they're a lot of work. So if I'm treating period appropriately, I'm educating my patients, they're coming in regularly.   Kiera Dent (24:30.85) you   Kiera Dent (24:36.089) I do.   Britt (24:42.734) We all know those are patients that are a lot easier to see and more efficient most of the time. And yeah, there's gonna be even working on shorter appointment times, there's gonna be some. Like you know that person that's like an advanced period patient and I'm like, I cannot in my right moral standing do that in 45 minutes, it's gonna be an hour. There's gotta be some of that liberty where needed.   Kiera Dent (25:03.888) Yeah, I agree. So I think the hard thing of switching appointment times is I do think it becomes an all model because for me to shift it, it feels like a daunting project to shift from 60 minutes to 45 minutes. Now I'm moving everything up. My exam times don't hit at the same time anymore. Things just are moving all around. that's a huge jump.   Britt (25:18.99) Mm-hmm.   Britt (25:29.804) And 60 to 45 is a big jump. I wouldn't go that far if we're going to play around with times. Maybe you could go from 60 to 50. Most offices are running on 10 minute increments. So you can make that shift. And it's just you've got to be really on point to run that efficiently, because the quality's still got to be there. It's just we've got to be able to run really efficiently.   Kiera Dent (25:45.208) I agree.   Britt (25:57.944) And I'll add this, and depending on what I was expected within that appointment as well, right? If we want the hygienist to be super comprehensive, we want them to get scans done, we want them to collect a lot of information for us, like, I map it out, right? That takes me two minutes, that takes me three minutes. Like, what's reasonable in an appointment for us to get done by the minute mapped out and then make your decision?   Kiera Dent (26:11.002) Mm-hmm.   Kiera Dent (26:19.652) I think that that's a wise and don't go for your fastest hygienist and don't go for your slowest hygienist. Let's find that middle ground of what's reasonable between the two because you do have some. mean, Britt and I, can even hear in our, the way we talk, we've got different tempos. mean, but you can guess who's a little bit faster and who's a little bit slower between me and Britt. And sometimes it's really good. Like Britt slowing me down and me speeding her up. And I think Britt and I would both agree that a happy medium between the two of us is the right spot to be, which is usually where we end just in   Britt (26:33.752) huh.   Britt (26:41.87) Mm-hmm.   Britt (26:48.814) Yeah. And a team working together really well, right? Especially when I was working on 45 and 50 minutes. I mean, we had a fantastic clinical coordinator, right? So if my next patient was here and there was a room to be had even for a few minutes to get x-rays done, and someone was available, they were getting those x-rays done and getting it started. So it's a different tempo and pace you run on. And it does take full team support. It's not going to be like, oh, well, they're early. Oh, they're here. We have space to see them.   Kiera Dent (26:49.561) in decisions.   Britt (27:18.058) start getting them taken care of so that it helps your team members out and we get them out as efficiently as possible.   Kiera Dent (27:24.464) So that's a good point because then it becomes, it's not just the hygienist. Cause I think 60 minutes is kind of like hygiene does their own thing. We want them to do everything on shorter appointment times. We are trying to get more, more bodies in and out. But I did the math and it's like, if I'm going from 60 to 50, I'm getting 10 extra minutes per appointment. That's going to give me 80 minutes in a day, but that's not enough for me to get two extra appointments unless I do a 50 minute plus an additional like 30 minute. And so I would ask the question, Britt, and I don't know if   Britt (27:32.897) Mm-hmm.   Kiera Dent (27:53.36) you run the numbers or not on it. I mean, I haven't, so that's why I'm asking. But if I've got a hygiene team that does take ortho scans for us when we do ortho, I've got a hygiene team who's taking CBCTs for implants and we're teeing it up for all on X cases. If they're looking for sleep and we're doing snore tests on them, does it really make sense to get me one more hygiene patient for hygiene? Or does it make sense to look to optimize the additional services? Now I get like, we might be trying to get   because I'm like, well, what's the reason we're doing it? If we're trying to shorten the appointment times because we have too many patients, maybe it's worth looking at our fees. But if we're trying to get more patients in to optimize our hygienist pay, to be able to pay them and compensate for the amount of production they're doing. And I know a lot of offices don't pay hygienists for those scans. Like if you do a night guard scan or you do an ortho scan, it goes to the doctor, which I understand because the doctor is going to need to do a lot. But I'm just curious, like to me, it makes a little bit more sense, possibly.   If my hygienist have 60 minutes, I'm already there, why don't I try to optimize and maximize that appointment, paying them maybe a little bit of these scans that I want to be done so that way they can hit their production number, but it benefits the office on a bigger scale. What are your thoughts on that, Britt?   Britt (29:05.61) where I think it comes back to what type of experience, what type of office, what's your vision. It comes back to ultimately write any business. It comes back to the volume value question. By cutting time, we're choosing volume. By using that time better, we're choosing value.   Kiera Dent (29:20.208) Mm-hmm.   Britt (29:26.318) It's going to be a personal preference. I'm not going to say there's a right or wrong answer in that because there's a lot of factors depending on kind of what your payer mix is like. I definitely have some areas that even for me, I tried to move that culture of the area, if I tried to move that patient at the speed that I need for a 45 minute appointment, they are not going to love it. Even though I might be the most pleasant human being they've ever interacted with because the pace that they run is a little bit slower, right? And so...   Kiera Dent (29:50.916) Yeah.   Britt (29:56.334) right when I was running 45 minutes, we were right outside of DC. Those people don't want to be there that long. Right. And they were, you know, demographic was easy for us to run them through. And so they didn't mind the fast pace and we still connected, but we were able to run like that. So I think it comes back to overall experience on what you want to have. and there's no right or wrong, but I love making more use of the time we have, which is where I think hygienist functioning to the   the height of their capability, right? If you can use laser and that's something your office wants to bring in, great. That's something that can be an adjunct service that adds to the production. You know, what can you do for the patient? I think not only on the hygiene side, but that's where I think it really is a team to where what can I do in scans, in pictures, in educating patients about treatment options, talking to them about what do they really value? What do they really want? Are there cosmetic things that they're looking for?   Kiera Dent (30:29.232) Mm-hmm.   Britt (30:53.24) There's a lot you can do and I think that's for hygienists to realize if we do well overall, right, everybody wins. So when we're able to get where we need to production collection wise as an office overall, it makes it easier for us to say, yeah, that time is useful. We're making good use of it on the hygiene side. Let's keep our appointments at 60 minutes. Or if it's like, hey, we're not, we either need to do that and get things up or.   we're going to have to evaluate and make some decisions because sometimes there's just business decisions that need to be made and we need to figure out how to adapt and innovate.   Kiera Dent (31:28.324) Yeah, right. That was such an insightful piece. And as you were talking, I just thought, I hope offices are listening because I think that this is just a really good, like, this is where we, have to get into the, are we doing this? What are additional pieces rather than just the like quick surface level decision? Because I think there's so many pieces below it. Like you said, demographics, DC, 45 minutes makes a ton of sense. Those people are faster in and out. They're younger population. Like it's an easier model to roll that.   Britt (31:56.268) Mm-hmm.   Kiera Dent (31:56.396) versus maybe let's say some areas in Arizona, like you might not have a same, you might have it like in Scottsdale Tempe, but if we're going a little further out to maybe some of those senior centers, that's not an ideal model for maybe an older population base. So really like you said, and I think like volume versus value, and I don't think it's the value that we're bringing to the patient. It's the value of are we doing ortho? Are we adding these adjunct services to it? You obviously add value to your patients, but are we doing a lot of people?   or are we doing less people but more extensive? That's gonna be a clinical or a business decision and also a clinical decision and also a cultural decision of what you ultimately want your practice to be. But I get it, you gotta make these decisions, you gotta make the business run. I would just caution, don't make the quick decision because I think there's multi-layers below each of them to really consider. So hygiene Britt, thanks for coming today. Any last thoughts you've got as we wrap up? Assisted hygiene, shorter appointments, I think they are really good perspectives to bring.   Britt (32:55.822) I think my last thing I like that you said, right, don't make the quick decision, evaluate it. And I think even hygienist, right, it's easy for us as team members, I do the same thing, right? I can see my world and what it's gonna impact for me, but I understand there's more behind it than just my view. And so really taking a good look overall and seeing what's gonna be the best decision. And yeah, how we're functioning now might make us think that we need to make this decision, but maybe we can keep running and function a little different to where we don't have to make that change.   Kiera Dent (33:25.52) I think it's a really good perspective. if you guys are in this debacle, we're speaking to your souls. This is what we love to do with our practices is really weigh the pros and cons and help the office make the best decision for their practice, not just a decision and really thinking through the, all the different pieces and then executing and getting your whole team on board, helping the team see the pieces so you can really be successful. So reach out if we can help. Hello@TheDentalATeam.com thanks for being with me today. I appreciate it.   Britt (33:53.196) Yeah, thanks for having me.   Kiera Dent (33:54.648) Of course, and for all of you listening, thanks for listening. And we'll catch you next time on the Dental A Team Podcast.    

Kiera and Britt have a deep discussion on the ins and outs of hygiene right now, including what's on hygiene grads' minds, the right ranges for skill sets, how different practices are staying scrappy amid the dearth of hygienists, and more. Episode resources: Sign up for Dental A-Team's Virtual Summit 2025! Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript Kiera Dent (00:00.822) Hello, Dental A Team listeners. This is Kiera. And today I have Brittany Stone, the one and only No BS Britt. And today I'm asking her to play Hygiene Britt. If you didn't know, it's actually fun. It is. And it was funny because yesterday, Britt and I actually like had, we were heavy in Dental A Team mode. And then I called Britt back probably like a minute later and I said, Hey Britt, can you be Hygiene Britt for me? Cause I have a hygiene question.   Britt (00:26.988) you   Kiera Dent (00:29.102) So Britt, welcome to the show today. How are you?   Britt (00:32.308) I'm good, how are you doing?   Kiera Dent (00:34.23) I'm great. How does it feel to be hygiene Britt? Like go from, mean, you're Dental A Team's operations manager, you're also consultant, like all the things. How does it feel like go back into that clinical space sometimes?   Britt (00:45.678) I mean, hygiene are roots, man. Like that's the beginning. So it feels to me, I know you guys haven't known me as like hygienist. Like, yes, I know hygiene stuff, but you never worked with me clinically as a hygienist. But to me, I'm like, yeah, that's me.   Kiera Dent (00:54.872) true.   Kiera Dent (01:00.91) I'm glad because it is fun. I actually was talking to Jason last night after you and I had chatted and I said, Jay, it was actually really fun to talk to Britt about like where we started. I mean, I'm dental assistant, Kiera, office manager, Kiera, treatment coordinator, Kiera. No one's known me as that in Dental A Team. And so I'm just going to throw it out there because you never know who's listening to the podcast and who would ever like take me up on this idea. But if there's someone out there,   that would love to allow Dental A Team to come in for one day and go back to our roots. So Britt, we probably have to do this in Arizona, because I think you're only licensed in certain states, right? Okay, so Arizona offices, if you know someone in Arizona, all of our crew will be there in March and there might be a few other times, but I think it'd be funny to see a Dental A Team take over. Like how would it be for Tip to be an assistant?   Britt (01:35.318) Yeah, currently still just Arizona. My OG state over here.   Kiera Dent (01:52.462) me to either be an assistant or a treatment coordinator, and Dana to go back into hygiene and just see like how it would run. if anybody's open to letting us come back into our, like put the scrubs on and just see like, shoot, we'll cover for a day for you guys.   Britt (02:01.198) .   Britt (02:06.358) It would be like a good and wild time all at the same time because I think we're all a little bit more maybe assertive than we might have been in some of our olden days in those positions.   Kiera Dent (02:14.038) Hahaha   Kiera Dent (02:18.316) I agree. And this is why I want to see like what would Dental A Team do if we were all put into one office at one time. So anyway, if you're interested, email me Hello@TheDentalATeam.com This isn't a passive ask. This is like, I really think it'd be so fun. We've talked about it so many times, like what would it be like? So, Hey, if you're ever interested in Dental A Team.   Britt (02:23.046) Yeah.   Britt (02:35.982) Usually what we do is we say if we could all only be one role, so no doubling up on roles, this is the game Kiera likes to play, who would be which role within the office is usually how this goes. yeah, not to say we don't get along, we would have a fantastic time, but you'd get a lot of ideas that they would run quick, I'll tell you that.   Kiera Dent (02:45.118) I do.   Kiera Dent (02:49.762) and   Kiera Dent (02:55.608) Thank   Kiera Dent (02:58.99) Well, and I'm like, believe it or not, I would actually not go for office manager. So I'm out on that. Shelby will probably take on office manager role, even though she's never done it, she'll do great. But it is kind of funny, Tiffany, we were talking the other day and I said, Tiff, I remember being a dental assistant and I had hours of time sitting there like root canals, crown preps, where I just thought of all these ideas and Tiff's like, I would like, I literally would hate if you actually went back to that and had that much time to think of ideas.   Britt (03:08.014) Thank you.   Kiera Dent (03:26.904) Fair enough. anyway, throwing it out there, Britt and I have a good time, but truly I do think it'd be fun if an office allowed us to come and just like see what would happen if all of us went back into it. You might hate it. Don't worry, doctors. You can still keep like one or two main assistants. Like we won't fully do it, but like we're, we think we'd be the A team. I'm just curious if we'd actually be rated A, B, C or D going back in as a whole team. Exactly. But on that note, pivoting into what we want to chat about.   Britt (03:47.327) Put our money where our mouth is. Is that what you're saying?   Kiera Dent (03:55.96) Britt and I wanted to get on the podcast and I really wanted Britt to be on this podcast with me because Britt is a hygienist and believe it or not, I have had actually some clients ask Britt and Dana like, hey, if you ever want to like leave consulting and come back to hygiene, hey, poo poo on you, that's terrible, don't do that. We don't poach your people, don't poach ours. But it is interesting because I do know that hygiene is a hot topic and so I thought Britt, if we came on the podcast today and we actually chatted about...   Britt (04:08.174) Thank   Britt (04:12.056) you   Kiera Dent (04:22.508) All right, let's talk about hygiene. How do we get hygienists? How can we hire? How can we attract? What are maybe some out of the box thinking today? And also doing on both sides of the coin because I do know we have hygienists that do listen to the podcast as well. So shout out to you listening in and educating yourself and understanding kind of the predicament the doctors are in because it's this constant, like I do feel over the last four years since COVID, the hygiene pay range has like just like escalated up this ladder, which is making it hard for practices to stay profitable, which then leads to if   The practices can't maintain profitability. I do actually wonder and this is kind of just my thoughts and I'm sure Britt you've thought of it. Will there come a point where hygienists are actually asking for too much that dentists say it's not worth it for hygienists? I'm just going to hire a dentist. So I'm just like just so we know and I want hygienists. So it's going to be kind of like a really open conversation. My goal today is that none of what we bring ever should be weaponized against people. So there might be some ideas discussed hygienists if we're talking about certain things to me. This is not always on where you can go in.   take this to your doctor and demand certain things and doctors if that happens, like it sounds like that's a great opportunity to coach that hygienist out and bring someone else in and vice versa. Hygienists and doctors, like doctors not weaponizing and saying, hygienists we're so high, I can't afford to do this or things like that. I think really understanding the dynamics of where we're at, I think is gonna be a good conversation. So Britt, you, hi, Janice Britt, welcome to the scene, hello.   Britt (05:45.454) Thank you. I'll put that hat on. And it's all in fairness, right? I think that's what it comes down to in any working relationship. And even when it comes down to talking about things like compensation, like it should be a conversation for both sides, right? And sometimes there's things that can be done. Sometimes there's things that can't be done. And sometimes performance-wise, it doesn't warrant being done. So I think that's just the mindset to go into it with always when it comes to those conversations is it is a conversation. It should be a conversation.   demands back and forth and finding the best fair solution.   Kiera Dent (06:20.502) Yeah, absolutely. And Britt, I'm so glad that you're open to this. And Britt, the reason I love her in operations next to me, like I feel like her and I are really good yin and yang. think Britt and I truly, we have very different personalities. We have very different mindsets. We have very different pieces. And I think when you can bring those two perspectives to the table, I'm very strong entrepreneur. I'm very strong business. very, like Britt will tell you, I come in very strong on those and Britt will come in very strong on team.   Britt (06:32.876) you   Kiera Dent (06:45.282) I think that to have someone like that in your corner to me is invaluable because it allows Britt and I to really, like we say hash, like we really do go back and forth knowing that our ultimate goal is to land on what's fair and best for the business, what's fair and best for the patients, what's fair and best for our team, what's fair and best for every player in the scene and the arena. And I believe when you can have these conversations, you can get there. So Britt, I wanna just kick off.   It's something that's come up and I'm just curious from your perspective as a hygienist, because you are a senior hygienist. You've been in the ranks. You haven't been there as a brand new grad. And there are some hygienists who are feeling like these new grads are coming out asking for quite a lot. I've actually been told that a lot of the hygiene teachers are actually telling them to ask for higher amounts. And I'm really curious, like, do you feel that there should be ranges where if you've been out of school for say zero to five years, it's kind of like this is your range.   if you've been out of school from five to 10 years or 10 years plus, because some of those senior hygienists do feel like, hey, I've been in here, I've been running the ranks. And then I'll give you the flip side that I also think of, but sometimes my senior hygienist might not be as up to date as my brand new grads out of school. So there's this like, there is an experience piece of you've been with the patients longer, but sometimes like, I know certain hygienists don't do as much perio, whereas new grads do more perio sometimes. So.   Again, I'm not here to judge the hygiene world. I'm just curious, Britt, from your perspective, being a hygienist who's been in the realm for a while, what's your take on like, should there be ranges based on experience or is it on performance? Like, what's kind of some metrics that you see that would be beneficial when we're looking at compensation to be fair across the board?   Britt (08:22.414) I mean, you know fairness is a big thing to me, right? So I and this will be a probably to some maybe not the most popular opinion But I do think it's the fairest and I no matter the role right whether it's a hygienist whether it's an assistant whether it's a front desk whether it's an associate coming in I'm big on it comes down to skill set and what are they able to do? Right? What what's their skill set in the position? How are they able to perform? What things can they be?   responsible for and own and make sure that they get done. Now with a new grad, would I probably be a little bit conservative on what they start them out with and say, hey, here's your path forward, right? Once you show me XYZ, you're running on time, you're making sure your diagnostics are quality, all those things, this is your path forward as far as compensation goes. But I do think it should be a skill set based compensation, not just like tenure based compensation. I'm not a big fan of tenure overall, no matter like   Kiera Dent (09:21.517) Mm-hmm.   Britt (09:22.176) like where it is. The thing that I will say along with that though is to make sure that our owners, right, whoever's making those decisions on compensation, that we keep it all fair. So I think sometimes some of those more senior ones, maybe they've stayed at a rate for a really long time and maybe haven't been increased according to inflation or what they're paying other people now. And so like that piece needs to be fair as well. So make sure, I'm a big fan of tears, what's   the skills and make sure that it stays within those tiers. And yeah, if you've been with me for a long time and you've got a full set of skills for hygiene and you do really well, you should be at the top end of that top tier. And if not, then we need to have a conversation and talk about it and see how we can get you there. Because that's ultimately my goal for any of my team members is how do we get you performing to the top of your skill set, your ability or your license. And with that should come like fair compensation that comes along with it.   Kiera Dent (10:22.392) So, okay, I really like that. I've got two follow-ups on that. One is what are like set skillsets that could be ranging someone up? Are we just talking perio? Are we talking laser? Are we talking like, what is it that is specifically for hygiene, the skillset? And I do love, I hope you guys all asked like that, like every person should be performing at the top of their license. So that's follow up question number one. Second is gonna be about a compensation question. So what are those skills that you feel will range them up exponentially?   Britt (10:50.252) Yep, so for me, like basic skills, running on time. If you have an anesthesia license, you're doing your anesthesia, if that's allowed within your state. Chart audits are good. You're getting everything that needs to be done, that your charting is complete. You're getting all your diagnostics done. You're coming prepared to huddle. You're being a team player. All of those things are kind of like my basic level stuff.   Kiera Dent (11:16.846) Should they like interjecting real quick on that? Should they be hitting a certain production amount or is it more just those? It's like, what is the production amount that they should be hitting in like basic skill level before they even move on?   Britt (11:29.038) Yep. I think whatever your basic goal is, I'm usually depending on the area, depending on your PPO fee for service, right? There's going to be a little bit of a difference, but I'm usually like a 12 to 1500 is usually around kind of like my base, depending on if you're PPO or if you're fee for service kind of on that upper range. And then as you as you one, I think get more confident with perio, have those conversations, perio percentage rate, that's case acceptance for peri   percentage rate would be a next level to look at. So not only are you having the conversations, right, you can do it, but how effective are you educating patients in advocating form to get the treatment done that's needed? So this is where a few more specific metrics are gonna come into play. So per year percentage is gonna start to come into play looking at jumping to that next level. I'm also gonna start looking at how well are you setting up doctor and teeing up doctor for treatment.   That's going to be my mid range that they need to be able to have those conversations. TFDoctor, be a partner in that conversation. So that's kind of like my mid range ones and my high range ones I'm going to tie in. Yeah.   what's your case acceptance coming out of your room? How well are you supporting the doctor and advocating for those patients? Having conversations because at some point with hygiene, right, there's clinical skills and with those, right, doctors should be checking, sure, check my perio from time to time on my charting to make sure we're aligned. Yes, if I'm missing stuff that I shouldn't be missing, then like absolutely those should be things that are talked about and would keep me in that like basic pay range if I'm not doing well at my job.   But to get up into that advanced pay range, it comes to a lot of the soft skills. Are you adding in that scan? Are you on board? Are you advocating for the practice and getting things done? Are you talking about treatment? Do you have good case acceptance coming out of your room? It's a lot of those soft skills and showing initiative instead of like, no, that's too much. I'm not going to do that. It's almost like a difference in personality and an initiative once you get to those higher range and you know them, you see those hygienists that are just rock stars and they're like, yep, they will   Britt (13:34.33) help out, they are a team player. Yep, I can get that done. I've got time to do it. They are having the conversations, they're supporting the doctor really well. That's my top tier. That's what I ultimately want everyone to be.   Kiera Dent (13:47.918) And I think that actually really helped in like that 1500 that 1200 range like there has been a model out there of like three times their pay and I'm just curious Britt. Is that even a realistic number from your perspective now of three times a hygienist pay? I do say for fee for service usually at a four or four point five times their pay but with PPO schedules and with the new rate of hygienist coming out, do you still feel like three times their pay is fair?   Britt (14:14.242) I think it is a great starting point, right? There's across the country, and this is where like you can pull the economics of it into it, right? Depending on the area, depending on how many hygienists there are.   Like that's something that we, I think, have seen across the board that impacts higher ranges or lower ranges, right? That's the way a free economy works. Welcome to it. So, right, depending on the area, I would say yes, that is, everyone should be shooting to hit that. And some of our areas where   you know, it's a little bit more competitive or depending on, you know, well, we'll throw it out there. State laws, different things that have to be offered, right? That impacts the price and how expensive it can be to pay a hygienist. And I'll say to my hygienist, you guys are worth it, right? Especially you're that top tier hygienist. Like you guys are worth it. But from a business standpoint, there's like we got to we got to stay profitable at the end of the day. And so I do think that three times fee for service   us up to like four times pay is a great place to start. And if we are not there, then we need to start looking at other factors. Is it reasonable? Most of time, yes, 100 % it is. Some cases, depending on the area where there's like those shortage, those higher ranges, like it's a little bit more of a struggle. And that's where it comes to the conversation of, all right.   hygiene or associate. And we've definitely had those practices where it's like, for what I'm paying this hygienist, I can have an associate who can not only do hygiene, but can also do treatment. Which direction should I go?   Kiera Dent (15:38.862) Mm-hmm.   Kiera Dent (15:48.96) I agree. I think, I think the hygiene world, like making sure that it's cognitive of that too, because I think it could be a dangerous zone where without trying hygienists actually like work themselves out of the marketplace. I agree. think hygienists is such a valuable player on the team. And so just making sure that like we're cognitive of that. And I love that, Britt, you bring that from a hygiene perspective. I will also say though, I don't just think it's fully on the hygienist. And Britt, I know you agree with this completely that   Britt (16:15.555) Mm-hmm.   Kiera Dent (16:16.334) looking for that three times and instead of saying like we can't get there, let's look to see how could we get there. So it has the office actually looked at their fees and are we making sure that our fees are competitive, that we're negotiating with the insurances. This doesn't mean you have to drop in and drop your insurance plans, but it does mean we need to be very effective with it. Looking to see can we add in laser? Can we add in PRP or PRF? Can we add in some of those adjunct services? Are we adding fluoride? Are we getting all of our x-rays on the right series?   Are we billing out the correct comp exams for it? Are we looking for those additional pieces and looking for like, what are all the codes that we can bill out within hygiene? Of course, not over diagnosing things out or billing things out. But I think like, let's also look at medicine. They bill for the gauze, they bill for the cotton, they bill for all these things. And I'm not here to say like nickel and dime your patients, but I am here to say.   I think they're starting to become a world where we've got to start being more proactive on what we do, bill out to insurances to hit the rates that the hygienists need to be producing as opposed to just doing what we've always done. So I think like as an office collectively working in conjunction with a hygienist, let's not just throw our hands in the air and say like, they're too expensive. There's no way they'll hit it. No, that's not true. There's actually a lot of hygienists who are being paid those higher ranges and they are producing three, four times their pay. I have hygienists in...   less affluent areas able to hit that. And so it's kind of like the four minute mile. People thought it couldn't happen, couldn't happen, couldn't happen. Well, I think sometimes it's telling us it can't be done. We actually find ways to make that true rather than saying, hey, other offices are doing that. Let's get creative and let's let's let's work together and figure out what we can do. So I want to maybe have some commentary. Please do.   Britt (17:51.118) Yeah, I want to make a quick plug on this because I know I threw out there like there does come a point where like sometimes we sit there and we contemplate of like associate or not the hygienist and me do I want doctors doing hygiene? No, I don't. don't. No. Do doctors want to be doing hygiene? No.   Kiera Dent (18:04.27) No, I don't either and I'm not even a hygienist.   Now.   Britt (18:11.072) No, they don't want to, right? So like it's not an ideal solution, but when it comes to a business being able to survive and stay profitable and keep running to take care of patients and provide livelihoods for everybody, like some that's the that's the business side of my brain that it's like sometimes those are things that we have to contemplate and see what's the best decision moving forward.   Kiera Dent (18:30.296) for sure. And I'm glad you put that because the ultimate goal is to not replace hygienists. The ultimate goal is no. But I think it's like, look at other businesses. Do you think other businesses wanted to convert to AI? The answer is probably not. But due to necessity of profitability, like to me, that becomes a survival skill. Like is this business going to live or die? They're going to find ways to live. That's a natural human tendency. And so I think it's like, let's partner together. Let's find the solutions. I even have some practices who have elected to go   Britt (18:35.598) I don't want that.   Kiera Dent (18:59.064) hygiene, like no hygiene in their practices. so knowing that, like, but again, this is just getting scrappy. This is doctors just like, we have to find a way to survive. think it's   Britt (19:01.71) Mm-hmm.   Britt (19:08.14) And out of necessity, if they can't find one, right? Like sometimes that's kind of been the state that some of them have been in, so.   Kiera Dent (19:15.342) for sure. So Britt on that we did talk about like baseline pay and we talked about longevity of it. What happens when you have a seasoned team that has been there? And we've got hygienists, they love the practice, they love the things they're doing. recruiters are pretty impressive these days. Like I do feel everybody's being bombarded with other offers constantly. And it's like you might be very happy. But hey, like sometimes dollars do count. What do you do for a practice?   when like these new grads are coming out and let's say they're asking because like right now I have a practice and the new grads like literally looking on indeed all practices hiring right now are like $5 an hour more than what they're currently paying like their highest hygienist. Like what do you do in that realm because like if you've got three or four hygienists now I've got to increase everybody $5 an hour just to be able to bring one new hygienist in. I think this is where it's like this wave of constantly like chasing a number but it's not just one person I'm chasing it's multiples.   what do you recommend for businesses and new grads? Because I'm like, if I tell this new grad, like, well, this is where we'll start to, I've got seven other offices willing to offer this hygienist that they only need one hygienist. They can do it because the finances make sense for them. What do we do in those scenarios to help these practices out?   Britt (20:27.724) Yeah, I think having a community near you to know kind of what people are really getting paid, right? There will always be, especially in your more like city, right, areas, there's always going to be someone out there who can pay more.   There's gonna be an offer on the table somewhere. I always say question that. Know what you're getting into on those ones that are like real high from everybody else. But I think it's a real question of what are you ultimately looking for? One, with that higher rate you better believe you're still, you're gonna have to make your way, right? To make it worth paying you that amount. So that's gonna be there.   Also, you know, what do you value in the people you work with and the type of things that are being done and the care that's being provided in practice not taking a hit at anybody but I'm like that's an overall it's not just a dollar like sure you can go out and you just want to pick a job based on dollar Go for it. If you want it's risky in my opinion Look at the whole picture and see kind of what you're gonna be living because we spend a lot of time at work, right? It's a it's a big part of our life and we spend a lot of time and I don't know I take a lot of pride in where I work. So I care about when   the people and what we do. And I hope that's the same for our providers out there, for our hygienists out there. But I think take a look overall.   And then I think when it comes to those rates, so have a community know what like the actual rates are not just the jobs that are out there and what people are getting paid. Make sure you're competitive like 100 % the rates need to be competitive and if you fall in behind some unlike yeah we might need to see what we can do and see if we can start to get back within the range of the market to stay competitive. And then   Britt (22:16.45) that also I think brings confidence in knowing you're offering something fair, right? So if I'm like, if I know, hey, it's competitive, it's fair.   We're a great place to work. I always want to get people in to come meet us, experience us, because again, it's more than just a dollar. If they're making a decision just off of a dollar, they're probably not the right person for me anyways. So I want to get them in, let them see the whole picture. And then, you know, when it comes down to it, at the end of the day, I can offer what I can offer and offer a path of like, hey, this is where it starts. And here's what you can do moving forward in the potential. But we're getting to know each other. And   I'll say this recently, especially for assistants as well, because I think it's the same, similar scenario in assistant world, is some of the doctors that know their affair, they come in, they're confident.   have people who like them and they're like, okay, you know, not to say it always happens, right? It won't always, but it's more likely to happen instead of just chasing a dollar amount and trying to like outbid someone. So I think still be confident in your moves. Don't jump too fast. Make sure you're competitive. Make sure you're allowing people to see the whole picture of you. I'll add to that. Make sure you're actually a good place to work along with that so that you attract people.   Kiera Dent (23:12.878) Right.   Kiera Dent (23:32.398) Agreed.   Britt (23:34.382) because I think trends and you'll see articles and research out there, money matters and there's always going to be those people where money is their top priority, but life I think these days matters to people a little bit more.   Kiera Dent (23:46.22) I would agree. think that that's something that the shift of the, think money used to be the currency that people were going after. And I think now it's time and lifestyle that is the new currency. so realizing that and recognizing that, Britt, let's say an office, the going rate is higher than what you are really like able to afford in your practice. What's your take on offering like a lower base, but commission from a hygienist? Like does this, I don't know how it lands for hygienist. Is it like, well, I want the guarantee of like knowing that I can   let's say it's $5 different between offices, but this office is really struggling, but they can offer you the commission base. How attractive is that to a hygienist? I have my opinions, but I'm not a hygienist. So I'm just curious from your state, what you hear from colleagues in the industry. Cause I know you see very connected to the hygiene world. What are you kind of hearing around?   Britt (24:33.42) Yeah, I think it's a super fair model. I know when I was managing, that's the model we were off. I want you to know that you can count on something that's reliable, right? So that's where I do like having a base that's very reasonable, that's very fair, that is an amount that easily hygienists should be able to produce and make that and cover themselves.   But for those who do like hustle, right? They're not gonna be like, well, I've got an opening, I'll just go home. Or like, I'll just like chill. Like they want to work. They wanna keep people on their schedule. They want to be supportive of the team. They should make more. And so it's even just a fair from a multiple hygienist in an office. I'm like, yeah, yeah.   working hard I should make a little bit more than the person that's kind of slacking off a little bit. And so I like that model to where one you know what you can count on because there's that base there. And then yeah commission is going to be ultimately whatever you want it to be right? Like that's where you've got some control and if it's a commission based on production or adjusted production or collections whatever route the doctor ends up going   fees rise in the practice, right? That's you naturally kind of build in that increase over the years as office fees change.   Kiera Dent (25:56.782) Fair, that's a good point. And Britt, I have so many more questions I wanna ask. I think for today, keeping it here, I really also think one thing to plug on the commission that I think Britt, you and I have done a really good job. Like, mad kudos to you within our company, because we do offer our consultants based in commission. So I think like we can actually speak to this model pretty well. But something I really pride ourselves on is we actually go and look at real numbers. I don't want to be going for my best hygienist and offering off of my best hygienist.   We want to find an average between like our lowest producing hygienist and our highest producing because I would rather set a clear expectation with that hygienist coming in of like, if you do basically like bare minimum, this is what you'll be making. And then if you choose to like go more, which there are opportunities, this is the range you could do. And literally when we do offers, we literally show a hygienist or like in our instance, it's a consultant. Here's what it is. Here's what the averages are.   And for me, I think that actually makes me way more confident going in because I'm not offering the highest end. We have we have consultants that produce a lot more than other consultants. But I don't want because that just sets an expectation for that hygienist coming in. This is what I think I'm going to be paid. And then when I'm not, they get angry with you versus it being like, this is where I think it's very fair. This is very realistic. This is the time frame. Realistically, I think you can hit it. This is an average day. Here's our actual numbers. This is an actual hygiene schedule.   So that way I really do think that that will make you more confident when offering. If you can't offer say that $5 more or you want to bring people in and maybe you're a little bit less than that. You don't want to raise your entire hygiene team. And again, hygienist, it's not because I don't want to raise you. Like I just want to make that super clear as a business owner. I want to pay my entire team exponentially well. Like truly this is like my heart of hearts. Like Britt knows this. I'm constantly looking like how can we raise people? How can we do it?   Britt (27:38.413) Thank   Kiera Dent (27:40.918) I also know as a business owner, my job is to make sure I keep the business profitable because if I don't, I've actually heard every person that we serve in the community of patients. I've heard our entire team of being able to afford it. And also I don't want to be stressed as a business owner, like fully. would, I like, I love you and I want to pay you. I also want to be able to sleep at night and not constantly stressing of do I need to take a second mortgage out on my home? So like just understanding it's, it's a business, it's a person, it's a human, but I think be fair with your numbers that you offer.   And Britt, I do want to do another episode. I'll just tee it up of what do hygienists feel about assisted hygiene? Cause it is a model that's starting to come as popularity of not being able to find hygienists. Is it something of we like it, we don't. Also, I know there's conversations around, we shorten hygiene appointments to be able to see more patients as insurances aren't reimbursing as much. So I definitely want to like tee it up of having a few more hygiene conversations. But Britt on this, thank you for giving you the perspective of like the ranges of how to pay and what you feel about base plus commission.   Britt (28:13.528) Thank   Kiera Dent (28:38.874) Hopefully we were able to give you guys some tips on how can we attract these people. think like you said, Britt, having a great place and a great reputation within the community, having longevity of team members, it's been shocking. Britt and I have been doing interviews and I don't know if you picked up on it, Britt, but the last, I think two or three interviews we've done, one of the questions they've asked is how long is your longest team member and can we ask why they've stayed? It's been shocking to me that that's a question that has come through. It's been consistent.   Britt (29:02.156) Consistent. 100%.   Kiera Dent (29:05.132) And I'm thinking it's because people really want to work in places long-term and there's so much jostling that I think they're also wondering, are employers keeping team members too? So just note, that's been a very random comment that's come through on our last very, and we're talking like yesterday. We just had an interview yesterday, that question was asked, so it's very real. But Brittany, any last thoughts you've got you want to wrap up today? I appreciate your Brittany hygiene today, coming to the table for the perspectives.   Britt (29:29.102) No, I just, I think it's a good conversation and agreed on running numbers and especially if you're wanting to maybe like transition within your practice, right? Hygiene wanting to propose it or doctors wanting to like switch over so that it's a much more sustainable model for you. Run the numbers and see what it looks like, right? That's reality and I'm with you on like low and high end when it comes to hiring. Worst thing you can do is set expectations you're not gonna meet.   Kiera Dent (29:54.094) Agreed Well, Britt, thanks for being on the pod. You guys, appreciate you. We will definitely come back. I know there's lots of questions. I know this is hot right now. So, Britt and will definitely podcast again about assisted hygiene, what we do for shrinking hours. Is that even doable from a hygienist perspective? Or is that like, no, there's other solutions because I know everybody right now is just trying to find solutions for the pickle that we're in wanting to maintain and...   really pay these hygienists what we believe that they deserve. So Britt, thanks for being on it. And for all of you, if we can help you and your hygiene team, if these are issues you're struggling with, if you're like, am just like hitting my head against a wall. I don't really know what to do. Reach out. That's what we do. Hello@TheDentalATeam.com And as always, thanks for listening and we'll catch you next time on The Dental A Team Podcast.  

Alan is joined once again by the one and only Dr. Jason Smithson. We've often compared how dentistry is delivered differently between the United States and the UK, but today we compare how dental hygiene is delivered differently.  Summary: Dr. Alan Mead and Dr. Jason Smithson discuss the stark differences in how dental hygiene is approached in the United States versus the UK. They explore the reasons behind these differences, including insurance models, historical practices, and the perceived value of hygiene appointments by patients. The conversation also touches upon the role of diagnosis, consent, and duty of care in dental treatment. Key Discussion Points: Jason's Current Activities: Dr. Smithson discusses his teaching schedule at Spear Education, including new courses on aging teeth and other advanced restorative techniques. He also mentions his work in Australia and Europe. The Hygienist Shortage: Alan describes his difficulty in finding a hygienist due to increased pay demands and a shrinking pool of candidates. This leads into the core discussion of the episode. US vs. UK Hygiene Models: US: Hygienists are often the primary point of contact for patients, with a focus on regular cleanings regardless of individual needs and disease. The system is largely insurance-driven. Patients often prioritize the cleaning over the dentist's exam. UK: Dentists assess patients first, determining recall intervals based on risk factors (caries, periodontal disease, wear). Hygienist appointments are prescribed by the dentist and are therapy-focused (e.g., scaling and root planing for periodontal disease). Healthy patients may not see a hygienist at all. Value Perception: Jason argues that the US system can make hygiene seem like a cosmetic procedure, diminishing its perceived value, especially for healthy patients. The UK model ties hygiene to specific therapeutic needs, increasing its perceived value. Insurance and Payment Models: The discussion touches on the differences between NHS (government-funded) and private dental care in the UK, as well as the impact of insurance on treatment decisions in the US. The UK has a mixed system, while Dr. Smithson's practice is entirely fee-for-service. Direct Access Hygiene (UK): In the UK, patients can directly access hygienists without a dentist's referral. This is uncommon in the US. Diagnosis and Consent: Jason highlights the importance of explicit diagnosis before treatment, emphasizing that informed consent cannot be obtained without a diagnosis. He suggests that the US system sometimes relies on implicit diagnoses. Duty of Care: Jason explains the concept of duty of care in the UK, stating that dentists assume responsibility for a patient's care once treatment begins. This raises questions about the US system and potential legal implications. Efficiency and Multitasking: The conversation explores the inefficiency of jumping between patients and procedures, including hygiene checks during restorative work. Jason cites research on the negative impact of multitasking on quality and productivity. Patient Expectations: The discussion acknowledges that US patients have been conditioned to expect regular cleanings, even when not clinically necessary. This creates a challenge for dentists who might want to shift to a more therapy-focused model. Some links from the show: Spear Education "Deep Work" by Cal Newport Join the Very Dental Facebook group using the password "Timmerman," Hornbrook" or "McWethy," "Papa Randy" or "Lipscomb!" The Very Dental Podcast network is and will remain free to download. 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Kiera is joined by Mike and Stephanie Walton of Walton Family Dentistry in Bardstown, Kentucky. For the past almost year, the Waltons have not had a hygienist in their office. They talk with Kiera about why they were struggling to keep one staffed, what led them to stop having one in the first place, and how they efficiently and profitably operate to this day without a hygienist. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:05.844) Hello, Dental A Team listeners, this is Kiera and today is such a special episode. I am so excited. I am being joined by our incredible clients. I've got Mike and Stephanie Walton. They are running such an incredible practice. They are doing something so different, so unique, and I just wanted them to come on and share just about themselves. I think they're just a great example for so many offices out there. So Stephanie and Mike, welcome to the show. How are you today?   Mike Walton (00:30.602) Doing great, doing great. Thanks for having us on.   Stephanie (00:33.948) Thank you so much.   Kiera Dent (00:35.114) Yes, absolutely. And I'll do better. I'll ask like Mike this, Stephanie that, because I know when there's three of us on here, can get a little funny, I'll just have Mike, I'll have you kind of kick this off. You two are incredible. I finally met you for the first time. We've worked together for so long. Tiffanie's your main consultant, but it was really dreamy when I got to meet you in June at the Dennis Money Show with Dennis Advisors.   Stephanie (00:39.209) .   Kiera Dent (00:59.07) So super fun, I'm excited to see you guys in person really soon too, but Mike, I'll have you just kick us off, kind of tell us a little bit about your practice, where you guys are at, kind of the dynamics of what you guys do in your practice. So the audience gets to know Mike and Stephanie Walton's office.   Mike Walton (01:11.809) Great. So we are central Kentucky, little south of Louisville. So we're in a town called Bardstown. That's the bourbon capital of the world and the most beautiful small town award that we've received as well.   Stephanie (01:27.244) In America.   Kiera Dent (01:28.69) I agree. And you also bring the best candies and treats with you. Like they loaded us up when they came and met us. Bourbon Central, it was amazing. It was great. I was so like, it was so, the Carmel Stephanie, top notch, incredible. That was my favorite. So thank you.   Mike Walton (01:43.318) Well, and Kara, have to say, you know, when I first saw you there, you know, of course we've seen each other on the think tank and, I saw you across the room and I was like, Hey, there's Kara. And I was like, she probably don't know who I am. We've never met before officially.   Stephanie (01:44.759) You're welcome. Majestics.   Kiera Dent (01:46.961) Exactly.   Kiera Dent (02:01.086) I did it. Well, cause you know, you guys can see Mike, like there's video of him, Mike always, so we have, meant in think tank, which is our doctor mastermind every the first Tuesday of every month that we have. And Mike always wears his Yankees hat. Always. He always has a hat on. So even tonight I'm like, Mike, what are you doing? I'm not even going to recognize you. And you're right. I was like, where's your Yankees hat? That's fair. All right. So you guys are in Kentucky.   Mike Walton (02:19.4) I'm saving it for next season.   Kiera Dent (02:27.103) Tell us kind of the dynamics of your practice. How long have you been practicing? What does this practice look like?   Mike Walton (02:30.026) So I've been practicing, it'll be 22 years in June. Started out in partnerships and then went out on my own about six years ago. So we are a small office where you are about five operatories. It's one doctor. And then right now it's four assistants, two front desk and then office manager.   Stephanie (02:35.246) you   Kiera Dent (02:56.552) And did you hear there's no hygienist, which is what we're going to lead into of how Mike went from a hygiene practice where he had hygienist to the shortage. was crunch time. Like he couldn't figure out how to, like it was so hard to hire. And so that's what I'm super excited to talk about. There was literally four assistants, no hygienist. Stephanie, tell us about your place. How are you in the practice? How did you get involved? I mean, you must really love Mike to be working there. You're even like scrubbed up over there, girl. It's not like you just shop. Tell us kind of how you.   Stephanie (03:07.129) you   So I could tell that he was kind of unhappy at the last place and I was like, you know, it doesn't have to be that way. And so we started doing some research about how to open an office because they don't tell you a lot of business in dental school. And I had my own career and we had three little kids, but I wanted him to be happy. And we found ideal practices and they helped us open the office up and it was well worth the money.   And so that's how I got in there with him. And it was just he and I and an assistant and a hygienist when we started. And now we have two wonderful girls at the front desk. And so they do the majority of running the day-to-day stuff and I get to do the stuff that expands the practice and things like that. So we've come a long way, especially with your all's help.   Kiera Dent (04:16.54) amazing. Tiffanie loves you. She raves about you. guys, every time you're on her coaching call schedule, Tiffanie is like, I get to talk to the Waltons today. Like truly, it has been such an incredible relationship. She adores you. And Stephanie, I love that you love Mike so much. And I think that that's just so telling of who you two are as a couple, what your practice is, the vibe you have, really just coming together as a couple. So now everyone is wondering and I'm wondering, like, how did you guys even come to this decision to have no hygiene? And how is that even like   operating. Like I need to know this because when you mentioned it on think tank, I didn't realize because I'm not on all of your calls that you literally had zero hygienist in your practice and it's been that way for a little while. So whomever wants to like take this on, I don't know whose brainy idea it was, like how did you guys even come to this decision and how is it going and give me all the things.   Mike Walton (05:04.002) Well, I think what kind of led to, know, after COVID came through, you know, the number of hygienists went way down and, you know, it was constant turnover. It was, you know, they were in such demand and every office needed them that it was constantly training and getting them adapted to how we like things done. And then   Stephanie (05:19.492) Okay.   Mike Walton (05:30.66) somebody else would make a better offer and then they would go. And you know, their schedule would be booked out six to eight months and they'd give you a two week notice. And it was super stressful because you know, then we're faced with, well, we're running an ad, there's no way we're gonna get somebody to replace you in two weeks. And it got to the point where it was like, do we reschedule all these people or do we squeeze them in? And we were squeezing them in.   Kiera Dent (05:34.666) Mm.   Kiera Dent (05:42.377) Yep.   Mike Walton (06:00.778) And it was stress and stress and stress and more stress. And then we got to the point where we're like, we can't do this anymore. and you know, you'd go through the cycle where you'd finally get somebody to bite on your ad, you'd get them in the office. And then, you know, I think about every maybe three or four months, it was turnover. And we were going through the same thing again. And we finally got, we're like, how do we, how do we get out of this terrible cycle of.   Stephanie (06:19.136) you   Mike Walton (06:30.441) of one, having to train, and two, having to deal with a six month schedule that's booked out for a two week notice. And the team was feeling that too. It wasn't just us because they were picking up a lot of the slack. And so we were like, gosh, if we keep doing this, they're going to get frustrated. We're going to lose the whole team. And then what are we going to do?   Stephanie (06:53.736) And we have a wonderful team. The  assistants are wonderful and the two at the front desk, shout out to Haley and Jessica. They are great.   Kiera Dent (07:03.346) Yeah. Stephanie, how did you feel going through this? Did you agree with Mike? Were you like, let's just cut bait and try and see if we can figure this out? Or were you like, let's not do that. I mean, the traditional model is we need hygienists. We know we need two hygienists for every doctor. Like, Stephanie, what was your take? Because I think if I was in your shoes, I have a reasonable level of risk, but I'm also very risk adverse. And so how is it for you? I mean, this is your livelihood. You two are a couple in this. You went away. You've given up your career. You're in this now. Stephanie, how is that for you?   making this decision to go hygiene-less in a practice.   Stephanie (07:36.508) you end up with kind of your opposite when you marry you know and so I'm the kind of like let's don't miss the boat and he's like that let's not rock the boat kind of person so so this was my idea like I was like   Kiera Dent (07:48.042) Okay. I love it. I knew it was. I didn't even know, but I was like, I bet it was Stephanie's. Just knowing you two, I'm like, I bet.   Mike Walton (07:54.627) But that's what I was gonna say is that I think you're directing this question to the wrong person.   Kiera Dent (08:02.612) Yeah   Stephanie (08:03.274) So I'm always like, well, what about this? And what about this? And what about this? And they're like, you're wearing us out. And so I try not to change too many things. But at the same time, I'm like, if anybody has any ideas, that's the great thing about small business and not having anybody to be your boss. You can try it. And if it doesn't work, you try something else.   Kiera Dent (08:26.47) Exactly. Stephanie, what was your career prior to joining the dental practice? Where did you come from? What were you doing? I know you had three littles. So what did you do beforehand?   Stephanie (08:34.462) was an occupational therapist. So I did, you know, worked at the hospital post, you know, rehab for strokes and hip replacements and things like that. So it comes in handy telling him about ergonomics and protecting that because I had patients that were former dentists. And so I can help the assistants and hygienists. We had one when we switched to this model and assistant   that was having some ulnar nerve impingement because she was doing so much of the same task. And so I was teaching her about ulnar nerve glides and ergonomics and stuff. So that's what I did before.   Kiera Dent (09:13.564) I love it. And so what's fun about that is I wanted to highlight that because I think so often having a fresh perspective like you'd have Stephanie of we're running a ragged race and Mike, I think we're in dental. We're so ingrained in dental. That's why it's really fun to have consultants or have other business people or have someone else's perspective. So Stephanie, how did you pitch this and what was your reasoning? Like walk me through, how did you even say like we're getting rid of the hygienist? Like forget it, Mike. We're going to go for this. Walk me through kind of your thought process of even how you   thought to do this and then I'm excited to hear Mike how you guys actually ended up doing it.   Stephanie (09:46.832) You know, I don't even know if I'm on a lot of different forums and a lot of just to learn podcasts, consume, you know, and I don't know if somebody else was doing it or if it was like a hybrid from like accelerated hygiene or if it was just the fact that can we entertain the idea of not having that position in the office.   and then boost the wonderful people that we do have, you know, could we make that work? Because I'm kind of like, you know, out of the box, you know, well, have we ever tried this before? And, you know, I watch a lot of Simon Sinek, you know, you can have anything you want as long as you don't hurt anybody else in the process, you know? So.   Kiera Dent (10:29.224) Yep, yep.   Kiera Dent (10:33.13) Mm hmm. All right. So Mike, she pitches this to you. Let's get rid of hygiene. I can only imagine a dentist's worst nightmare is, hey, you want to start scaling teeth again? So I'm just dying to know, Mike, how did this pitch go? I'm imagining Shark Tank. Stephanie's got the like white boards. Like we could do this. We can think outside the box. And Mike, you're like, but this means I have to scale again. So Mike, how did this go for you? Give me come because I guarantee you dentists listening are like   I'm hanging up. Like I'm not even gonna listen. How did this dentist even say yes to wanting to do hygiene again? Because I imagine that that's how it's rolling in your practice right now. Well.   Mike Walton (11:04.144) Well, you know, we've been married. We've been married for it'll be 24 years this year and together for 31 years. And I learned a long time ago that I say, you're right. you know, it doesn't take a lot of fight anymore to kind of get me to go along because   Kiera Dent (11:13.374) Wow, congrats.   Kiera Dent (11:22.942) Yeah   Mike Walton (11:28.956) She does a lot of that research and a lot of that background. You know, I've always been more of the technician and she kind of says, hey, if you think about this, you think about that. And she's got a good way of presenting it to where it makes all the sense in the world. You know, I think there were some logistical things that were kind of popping in both of our heads of how does this work? But also from her background as an occupational therapist, she is...   Stephanie (11:38.526) .   Mike Walton (11:57.744) incredibly structured and organized. And so it, you know, she took a lot of that on and kind of said, Hey, what if we do this? What if we do that? And I was like, I couldn't find anything to argue with other than, you know, in dental school, I remember graduating dental school thinking, well, that's the last prophy I'm ever going to do. and you know, I kind of dreaded it going into it at first, but you know, it's not, it's not bad. know, right now I'm still like, you know,   Stephanie (12:02.157) .   Mike Walton (12:25.787) I'm not gonna do any scaling and root planing. you know, I say we're hygienist-less. We do have one of our old hygienists that does come in and do our scaling and root planing for us. And we set her up every couple of weeks and with a full schedule and she's fantastic. And she comes in and takes care of us with that. But we do all the paramedinance and all the pro fees. you know, it took a little time to kind of get into that groove because we were trying to figure out, we do it all?   all hygiene in one day and all restorative in another day or do we mix and match it? And we decided and figured out that it was more efficient and profitable to kind of break it up and do it day by day. we got one day or I guess we work four days a week. So in a two week span, we got eight work days and we'll do several days of just hygiene and several days of restorative.   Stephanie (13:22.5) Three.   Mike Walton (13:24.859) and we kind of alternate those doors. So yeah, so like today was a full day of hygiene for me. So we had three operatories of hygiene just back to back to back and ran all day like that.   Kiera Dent (13:27.316) So you do a full day. It's a full day. Go ahead.   Stephanie (13:27.383) you   Kiera Dent (13:40.668) Amazing. And so you basically are doing triple accelerated hygiene. You've got your assistants who are over a column and then you basically just go in scale. You can do the exam at the same time. So that is convenient. Is that how it operates? Now I'm dying to know the logistics. All right, so we've got three columns of hygiene that we're doing, which is why we have our assistants. How does that work for you, Mike? Are you just scaling, they're polishing, they're taking the x-rays?   Mike Walton (13:42.594) Thank   Kiera Dent (14:07.282) and do you stagger your schedule so that way you're able to get to all of them or are they blocked on the hour just like a regular hygiene schedule?   Mike Walton (14:12.26) So good question. We do not stagger them. We kind of have them on our appointments. I'm trying to think of what's the best way to start here.   Stephanie (14:29.31) The front desk does a really good job of mixing patients that need x-rays with patients that don't need x-rays. So that's kind of the substitute for staggering and the DAs do too, looking forward.   Mike Walton (14:33.186) Yes.   Kiera Dent (14:35.978) Amazing.   Mike Walton (14:37.518) Yeah. So yeah, we'll have somebody that needs x-rays and two that don't. And so what happens is I'll start out and I'll just scale. As soon as they get the first three patients back, I'll scale one. The other assistant is getting all the data and profi. And then the other one's doing the x-rays. And so they're a little bit behind that second one. And then it kind of staggers when I need to go into each room, if that makes sense.   Kiera Dent (15:07.614) Mm-hmm, it does.   Mike Walton (15:08.043) And then, you know, that's what it is. It's just kind of a bounce, room to room to room, and then they got time to turn over, and then we bounce room to room to room again.   Stephanie (15:20.476) And we're real fortunate in the state of Kentucky because the dental assistants can do everything but the scaling. With the certification, they can do the coronal polishing. They can do, we trained them to do period charting. We trained them to do everything but the scaling and of course the diagnosing. And that has worked out tremendously well as far as that. But they can do everything. They can do sealants, can do flora, they can do polishing.   Kiera Dent (15:20.659) Amazing.   Stephanie (15:48.785) They can establish rapport and so they fill that time with what we call how's your mama experience, you know, because that's what it is when people come in, we say how, you know, how are you doing? How's your mom? And we know that good.   Kiera Dent (15:54.984) Yeah.   Kiera Dent (16:00.095) Mm-hmm.   Right. And in the state of Kentucky, because I don't know all the laws, are they, when we go to the restorative side, can they act as like F does in others or are they, they do fillings? Can they do crown preps? Like you obviously prep. that, does that work for you? Because I'm just trying to figure out logistics on restorative day, because I'm guessing you've got quite a few columns of restorative. Is that how your, your assistants work?   Mike Walton (16:22.74) Right, right, exactly. yeah, anything that is reversible they can do. And so they are all extended duty certified.   And that's kind of how we run. Whatever they can do, they are allowed to do, they do, and they do it well. You know, that was one of the...   Kiera Dent (16:46.473) Right?   Stephanie (16:47.311) And the great part about that is, is they understand the restorative part when it comes to treatment planning during a hygiene appointment. And the hygienists always struggled with that. They knew hygiene inside and out, everything about that. But when it came to treatment planning, the process of extractions and dentures or whatever it may be, they didn't understand that. And these dental assistants understand it forwards and backwards. And so they're his right hand in the restorative. And so when it comes to treatment planning,   Kiera Dent (16:55.156) Totally.   Kiera Dent (17:09.258) right.   Stephanie (17:17.147) They already know how he likes it, the procedure process, the steps of it. And so even the treatment planning is so much better because they understand the restorative part where the hygienist really didn't.   Mike Walton (17:21.558) All right.   Kiera Dent (17:30.394) That's a good point Stephanie and I hadn't actually not thought about that. Like you're right. They're probably teeing up treatments so much better. They don't even need to know what would doctor do because they know they've assisted you and as an assistant, I'm like, I know what my doctor is going to do. You're so intimate with your doctor that you really do know. That's actually like a plug for people that want to go fully hygiene, hygiene less like you guys have. If you're looking at assisted hygiene, that assistant really can tee up a lot of treatment if they've worked with a doctor and they are an experienced assistant.   Stephanie (17:36.078) Yes.   Mike Walton (17:36.469) you   Stephanie (17:39.856) Yes.   Mike Walton (17:42.101) Okay.   Kiera Dent (17:58.346) That's a really big pro that I had not thought of. So Mike, is it for you as a dentist, like scaling all day long? Are you okay with it? Do you like the piezo? Walk me through, how many months has this been since you guys have gone to this model?   Mike Walton (18:06.516) It was probably May when we started doing this. Yeah, yeah. And so it was tough at first because it's a whole different positioning. know, it was, I would end the day and could hardly, you know, stand up straight. you know, it's taken a long time to try to figure out   Kiera Dent (18:15.754) Okay, so we're like nine months, 10 months in.   Kiera Dent (18:27.145) Yeah.   Stephanie (18:29.765) It's.   Mike Walton (18:35.858) where proper position was, you know, cause it had been so long since I'd done it. But you know, the last, probably the last month or two, month and a half, it's gotten to where I found that groove and I get in. it's not, you know, it's not that strenuous on me as it was in the beginning. You know, I think that was one of the things early on that we thought, gosh, we might not be able to pull this off because it was so hard, you know, physically, but.   Kiera Dent (18:41.833) Right?   Stephanie (18:58.051) Okay.   Mike Walton (19:05.363) I think we just kept working and of course, know, Stephanie's got a lot of good input on how to do things with the ergonomics and, you know, if I was complaining about something bothering me, she's like, try this, try that. And so, you know, that all kind of panned out and, you know, I think with the assistants learning new skills and taking on more responsibility, they really like, they've run with it, you know, it's pushing there.   Stephanie (19:27.051) Okay.   Mike Walton (19:35.388) their level of importance up in the office and they appreciate that and I appreciate that. It kind of makes their job more fulfilling and it allows us to get through the day. We tend to on time a lot better than we did before. I think one of the nicest things is that there's no interruption. When you had a hygienist, was no matter what you were doing, was constantly, I'm ready for a check.   Stephanie (19:53.614) Okay.   Kiera Dent (19:54.834) I bet.   Kiera Dent (20:01.279) Mm-hmm.   Mike Walton (20:04.518) and you'd have to stop and get up and go check and then you come back and then it seemed like as soon as you sat down and put your gloves on and got your fingers wet, it was time for a check again. And so we don't have that anymore. And so that's like a huge stress reliever. And because you're not having to get up and down all the time, it allows you to schedule more efficiently. know, it...   Kiera Dent (20:14.461) Right.   Kiera Dent (20:26.856) I was going to say, I bet on restorative, can actually do a lot more restorative faster and more efficiently and actually get more done than you were prior. Have you noticed that to be true?   Mike Walton (20:37.027) It has because and you know just kind of jumping a little bit into probably what you would ask down the road, but you know I think our our overall production has gone down a little bit just because we Yeah So like it's it's gone down a little bit just because we can't see as many patients anymore   Stephanie (20:50.092) Okay.   Kiera Dent (20:52.262) Yep, you knew, you know me. Of course I want to know like what are the numbers?   Mike Walton (21:01.584) So we had to scale back just a little bit to make it work with the amount of appointments that we had possibly available. But with how efficient we are now with the scheduling, the profitability has gone up. And I had those numbers and I did that on a presentation with another mastermind group and I don't have it right in front of me, but I don't know, do you remember what those were Stephanie or no?   Kiera Dent (21:02.634) Mm-hmm.   Stephanie (21:26.668) Not exactly, we took home more is what it came down to and our team did. Like we were able to give raises, we were able to share that because we didn't have that hygiene overhead. But another good point is that we had to set aside specific time in the schedule, make appointments, make events.   Kiera Dent (21:33.353) Mm-hmm.   Stephanie (21:45.75) to formalize their training with how to do period charting to his standards, how to do these skills to his standards. It's like everything else you had to put it on the schedule so that everybody could check it off. And so it's kind of like a loss in the beginning, but it pays off in spades down the road because they feel confident about it. And it's like they're their patients, you know, and they're, you know, in charge of it.   Kiera Dent (21:48.383) Yeah.   Stephanie (22:11.335) and responsible for it and they're very proud of how many skills they have now and you know so they were kind of hesitant at first because it's just like it's unknown and you know I don't know if I can do that and but you know by checking off and feeling confident you know it's made the biggest difference.   Kiera Dent (22:30.75) That's amazing. And as an assistant myself, and I know tips and assistant as well, it actually is really fun to think of elevating assistants to give them more skill sets, things that they can do giving them that autonomy. It actually kind of comes down to an ortho assistant model where they're able to do so much more while still being able to have the the general side where we get to do all the fun, like I call it the blood and guts of dentistry, like ortho is so clean, which hygiene is so clean with air quotes around it.   Mike Walton (22:45.23) you   Kiera Dent (22:58.538) And so I think you've actually blended for assistance because I was always envious of the ortho assistance. I'm like, gosh, they get to do so much. They get to do so much more than I do. So I think like really incredible work agreed. think I'd be nervous to take this on and be like, if we're doing hygiene, but I think also way to give them a huge elevation piece. So, and it's also fun to hear about your numbers. I would imagine without that hygiene expense that you will be more profitable. So you run   When you run restorative days, you run three columns of restorative on that, or how many columns of restorative do you normally do?   Mike Walton (23:30.189) three and then. We'll have a foot. We've got a fourth room that if we have kids we can squeeze in a fourth. Yeah, yeah.   Stephanie (23:42.692) that are assistant only.   Kiera Dent (23:44.842) Sure. Okay, so we're running three columns of hygiene on one day, then three columns of restorative, which you can. Now you can have them shorter appointments. You can get in and out. You can utilize your assistants more. So they're having fun too. They have a hygiene day, then restorative day, hygiene. So it breaks up their model too. They're not running all the time. But I'm curious. I always think like long-term, like, do you guys wanna go back to hygiene and or would you hire another dentist?   So then Mike, you and another dentist are doing this hygiene model. can see, cause I'm thinking, well shoot, you're seeing three columns of hygiene. You're probably only seeing two before, but we're seeing three columns, but just not consistently across the time. So what are your kind of your long-term pieces? You took home more, you had a little drop in production. I'm super curious like to see a full year of this. Like will the numbers come back up now that everybody's trained? We kind of have this whole model, but what's kind of in the long-term scope? Are you thinking of another doctor or maybe looking for hygienists?   or like, no, we're gonna just ride this out for a little while.   Mike Walton (24:41.671) I think the plan is gonna be to kind of ride it out. We kind of talked about if you brought on another doctor, are they gonna buy into doing hygiene like we have? I think that's a hard pill to swallow until you've had the heartache and the upset that we had with maintaining a hygienist. So I think it's gonna be kind of ride it out and see how things go.   Stephanie (25:00.407) .   Kiera Dent (25:03.486) Right.   Mike Walton (25:12.317) Is there ever a time where you'd have a hygienist back in? Absolutely. I think there's some things that have to change market-wise and availability-wise and knowing that security because I think that's one of the biggest things that the patients have noticed is they're getting consistency with the same person. And we're...   Stephanie (25:34.233) They love seeing the doctor. There's no pushback to not having a hygienist. They are very excited to have more time with him.   Kiera Dent (25:34.495) Right.   Mike Walton (25:41.29) And, you know, and I think we're getting into that cycle where from when we started, we're seeing the six month, you know, group coming back through and they're like, you know, we had so much turnover that every time they came, it was a different person. And now there, there's like, I get to the same person again. And, and so, you know, that's a, that's a good feeling for them too. And, you know, I think that that would be the limitation on a hygienist is one, no one, you know,   Kiera Dent (25:42.889) I believe it.   Stephanie (25:59.533) you   Mike Walton (26:09.994) If I could guarantee that they would be here long term, absolutely. Or if the market were to change to where there was a surplus that you felt like that was gonna drive them to stay for a long time, I think that's where the change would come in that perspective.   Kiera Dent (26:31.582) Wow. I'm so intrigued and I'm sure listeners are just beyond intrigued by this. It is fun to know about the numbers. It's fun to hear. And I remember Mike in our mastermind that we were chatting, you literally said like, I wouldn't go back. You're like, it was the best thing we ever did. And I'm like, we're getting on the podcast because it's such a anomaly. think it's, it shows your guys's grit. It shows your determination. I love Stephanie, you pushing to think outside the box. So I'm just curious, like with this.   Stephanie (26:52.164) .   Kiera Dent (27:00.202) What would you say are like the best benefits? mean, Mike, I've heard a few come through from you benefits and Stephanie, you just said them. So I'll list a few and see if there's anything I might have missed was something I love that you said they get consistency with the, with the doctor, like they're seeing Mike, they're seeing him more often. Um, I think Mike, for you not having to get the, we're ready for a check. We're ready for a check. Like you feel like you can just get in and almost like do your thing every single day. I also heard the assistants have been able to rise up. You've been able to   probably pay them more than they would normally make, which also then retains your assistance and makes them more sticky to you, I would presume. But any other things that you've seen that have been positives of moving to a hygiene-less model?   Stephanie (27:38.747) Well, I want to speak to that because the team is so much more unified because and they're candid with us because everybody feels like they're on the same level.   Kiera Dent (27:44.681) Interesting.   Stephanie (27:48.192) Like there's no hierarchy in the office. The back office people are candid with the front office people and telling us how we can schedule more efficiently. The front office people are telling the back office people you need to document this so we're getting paid quicker. It's like the barriers have been broken down. Like everybody's on the same level and that has unified the team, I think, like we didn't anticipate.   Kiera Dent (28:17.574) I wouldn't have thought that either. I could see like some divides, but I also think when you go through quote unquote hard times, which you were, you were losing hygienists consistently. We're having to pick up the slack. That's stressful. We've got all these columns of hygiene. It does bring people together when they go through that. And I bet this team is pretty rock solid sticky with you for quite some time going through this, which I think is awesome. Mike, anything you've seen that you want to add to that or Stephanie, either one of you.   Mike Walton (28:40.738) you know, I think those are the big highlights. you know, it's, it's, it seemed like there was always tension before and we don't have that. Like Stephanie said, it's, you know, that, that unifying of the team and it's because everybody's, you know, pulling, you know, a very important role in the office and making it work and everybody's establishing that relationship and   Stephanie (29:09.907) All right.   Mike Walton (29:10.817) It's kind of like not your right hand talking to your left hand. It's like having one big hand and it's all just working together. And I did look up while you all were talking a minute ago, I pulled up the other presentation I had with the profitability. So this was when we were four months into it. Our payroll overhead was falling between 15 and 18%.   Stephanie (29:18.016) Okay.   Kiera Dent (29:18.58) Yeah.   Stephanie (29:25.633) Okay.   Kiera Dent (29:26.89) Oh yeah, I wanna know these. I love numbers.   Mike Walton (29:37.284) because we lost the payroll for the hygienist. Our average overhead for that four months was 48%. And then our overall production was steady, but our profitability was up 27 % over the same four month period the year before. So.   Kiera Dent (29:38.504) Wow.   Kiera Dent (29:47.306) amazing.   Kiera Dent (29:56.854) That's insane. And to hear payroll numbers coming in at, you know, 15, 18 % when right now people are struggling to keep it at 30, 34, 35%. Everything's rising up. And so that had to just feel good to, I mean, I don't know, Mike, I saw both, I saw you for many months. And I just remember the stress, like so many think tanks, you're like, can't find a hygienist, we just lost a hygienist. And I feel like the stress and the   angst that you are going through and watching you two tonight, you just seem like, yep, we have a plan and I'm wondering if there's now, do you feel more certainty? And I think Stephanie will come to you on this one. Is there more certainty that like your success, your future's in your hands or does it feel like there's more stress because now it's all on you? has it, has it freed you up? Has it created more stress? What do you feel Stephanie from your perspective?   Stephanie (30:46.206) think making this change has recreated more stress at all. I enjoy this. I worry about it being physically hard on him, but I enjoy the team being a lot happier when they come in and them feeling fulfilled. And I think that decreases our worry. And I think a lot of people that own practices are worried that people, if you rub them the wrong way, they're just going to leave.   If you ask them to do one more thing, they're just going to leave. And that was a constant stress for us. And I don't feel like that with this group. So, you know, I don't know if it's going to be a long-term option because, you know, I worry about the wear and tear on him, but they seem to really care about each other. it's...   Kiera Dent (31:15.604) Right?   Mike Walton (31:15.811) Thank   Kiera Dent (31:18.442) Mm-hmm.   Stephanie (31:39.249) Yeah, it's working for now and we just need to watch trends and see if it's going to continue to work or if we need to pivot.   Kiera Dent (31:48.212) Sure, I love that. Mike, what about for you?   Mike Walton (31:49.637) you know, I think, I think the excess of stress is kind of what pushed us to make the change. And I would say that definitely the, you know, since we've made it just with the demeanor and the whole office and, and the, the lack of the headache of constantly replacing somebody is, I mean, that's taken mountains of stress away. And, and, you know, I mean,   I think that was the most valuable thing that we've done is relieving that stress because it was taken as toll. It was pretty hard on us.   Kiera Dent (32:31.006) believe it. How does it feel Mike for you being like Stephanie was saying you are now the hygienist and the dentist and so like those two hands I always told my dentist every night I'm like hey keep those hands good because that's my job I tell him like when you walk through the crosswalk put your hands up so in case like the car hits you like they just take your body out but your hands are still good but truly I was like you are my job Mike how is that for you like you are the hygienist you are the dentist it is you in that practice   Stephanie (32:35.292) .   Kiera Dent (32:58.524) Is there stress on you feeling that or is like, well, I'm to do what I can do. And Hey, worst case scenario, I'm going to find someone to replace me if I have to. What, does that feel?   Stephanie (33:05.843) So I think that was something that was really eating at him. And then we sat down with Matt at the dental advisors. And once we got the disability insurance in place and everything was, we have a contingency plan. So if the works were to happen, for whatever that the team is provided for for a little while, and then we have.   Kiera Dent (33:16.446) Mm.   Kiera Dent (33:21.712) Tell   Stephanie (33:30.649) And I think that's, and Mike, you need to speak to this. I think that made him feel a whole lot better because there was a lot of responsibility on his shoulders is just having those contingency plans if something bad were to happen.   Mike Walton (33:44.404) Right and like what she was saying, you you kind of carry that load of everything is dependent on me and what happens and You know, I think that's just seeing the numbers, you know once you see the numbers just like anything that it Relieves you a little bit and you know that hey, you know, you don't want the worst to happen but if it does you know things are provided for you know, as far as   Kiera Dent (33:45.224) For sure.   Stephanie (34:10.606) you   Mike Walton (34:11.42) you know, hands and things go, you know, I see lots of people that go through years of work and I think if anything, my hands are good. It was my back that I was worried about, but you know, I think just repositioning and kind of paying attention and listening to your body too that, you know, I, I've had hygienists that only hand scale and you know, and I'm like, use the use of ultrasonic, you know, that's what it's there for. It's meant to save your hands. And so   Kiera Dent (34:22.472) you   Kiera Dent (34:38.833) Exactly.   Stephanie (34:40.133) .   Mike Walton (34:40.315) You know, I do most everything ultrasonic and if I can't get to ultrasonic, I hand scale and like I said, it's not, you know, I don't pay a whole lot of attention to that wear and tear, you know, because it's so minimal. But, you know, it's one of those things that, you know, at first I thought I wasn't going to like, but I've always been the talker with the patients too. And it's like, now I've got a little extra time to talk, you know?   Kiera Dent (35:07.751) Yeah.   Mike Walton (35:10.746) I think it's been a good change.   Kiera Dent (35:11.058) I bet.   Kiera Dent (35:14.842) It's such a fun thing and I'm so grateful you guys were willing to come on and share and definitely love you guys as clients, love seeing your success, love seeing the change. love just you sharing your experience. It's really fun. So just super appreciative of you coming on. And of course my mind's thinking like, well, if you guys are gonna stay this model, you might as well go fee for service. Like you've already got a huge tether to these patients, make more, it can do less.   bring on another doctor that could swap you out. Hi Jenna. So really fun past for you in the future. I'm just curious as we wrap up tonight, like so appreciative. Any last thoughts, maybe things I didn't ask that I should have asked or things that you're like, Kiera, this would be really helpful for practice thinking about doing this. Stephanie, I'll pivot to you first and then we'll wrap with you, Mike. Anything I maybe didn't ask or something you want to add as we wrap up tonight.   Stephanie (36:00.993) So it probably helps us tremendously that we do not have contracts with any insurance. So we're not straight up fee for service, but we do get full fee now. So that probably makes it a little bit more doable for us, but it also adds a little bit of stress on our wonderful front desk people because they're having those hard conversations.   Kiera Dent (36:10.398) Yes.   Stephanie (36:20.951) And then another barrier was there are only so many hygiene spots that we could fit in a calendar year. So we could literally with only one doctor see probably 2300 hygiene appointments in a year. And so we had probably 4,000 active patients when this was going on. And so we were like, what do we do? And Mike said, you know, a little bit of health issues. And so we wanted to decrease the stress. We're at a point where we could do that. And so   Kiera Dent (36:38.376) Yeah, the big cut.   Stephanie (36:50.006) we had to like downsize some patients and I bet every office would like to downsize some patients. And we just started with the people that gave him the highest stress or didn't value keeping their appointments. And we enacted a super strict cancellation policy, which is a little bit of a hard conversation for the front desk, but it's a little work upfront that pays off in spades and...   Kiera Dent (36:55.946) Hahaha   Stephanie (37:17.353) And it's kind of like people are coming to the understanding that this more of a specialist type office. If they truly value coming to see Dr. Walton, which they love seeing him because of that relationship, you know, they're going to keep that appointment. They're going to book it far out. And so we got to kind of let some people go that didn't respect, you know, his time or we didn't enjoy seeing necessarily. So, you know, I think that was, you know,   something that was hard that we didn't anticipate. But I think it's kind of a good thing in the long run.   Kiera Dent (37:53.596) Yeah, no, and you're right, that is a big downsize, but it's also an upgrade in life and fulfillment and happiness. And I tell a lot of offices, like the best gift, there was one dentist I worked with and they said every year for the holidays, the gift they gave was like, the employees could go through the list of patients of which ones give us the heartache, which ones are the ones that like we just grown, and we're going to dismiss them and we're going to actually like fire them as patients in a very respectful way, send them to another office.   But elevating that, like it's crazy how much that can do for your morale. I only work with clients that I like. That's part of the Dental A Teams model. Like, yes, I understand that there'll be some tricky ones, but we really only, we like to work with our clients. love, and I love the name, my day is full of all the clients that I love working with. And I know Tip feels the same way. So I can only imagine giving yourself that life upgrade was incredible. So thanks for that. That's a, that's also a good, think, key point, cause you're right. Limited space. What do we do with that? And based on where you are in your career path,   It makes sense to possibly downsize. Who knows how much longer we want to practice, but I think if you're really early on in your practice, that'd be something to really consider because downsizing a practice and then if you ever bring in doctors, you're going to need to re-increase that. think that's something that was a wise decision based on where you are. So Mike, anything for you you wanted to add or highlight?   Mike Walton (39:07.389) Well, I think the only thing that Stephanie didn't mention, I'm going blank here now, but it was... What was I going to say?   Kiera Dent (39:23.624) I chatted too long for you, Mike.   Mike Walton (39:23.896) Caught me off guard there. Oh, I know, was when we made that change, one of the other difficult things was, you had six months of hygiene people that you had to reschedule to the days that you were seeing hygiene. And so that was a tremendous load on the front desk as well to move all of those patients and get them lined up on the days that we deemed as the hygiene days. But that was for...   six months and we've made it through that and you know that's a huge load off of their shoulders now and yeah yeah.   Stephanie (39:58.002) .   Shout out to Jessica.   Kiera Dent (40:01.93) Right. It is something where I think you guys have really painted a picture of it's short-term pain for long-term gain. Yes, those are annoying. Yes, those things are just obnoxious. And I think a lot of people aren't willing to do the short-term pain. So they stay in long-term pain thinking that that's easier. And so it is annoying as a front office to move patients, but it's what the benefit going to be. Like we have a pediatric practice that I worked with and we got the doctor where she has   We work just ops in the morning and then we do all hygiene in the afternoon. So it's a similar, it's just split days for them. And she's so much happier, but they had to move. I mean, we're talking pediatrics. That's just like so many little appointments in a day. But that team, hunkered in just like your team did. And it's amazing at how happy this team has become, how much happier the patients are, how much more efficient they are with their time. So mad kudos to you and your team. Yes.   Stephanie (40:55.583) And add those hard conversations about that. that's what people, a lot of people don't want to do is have those hard conversations to have the long-term benefit.   Mike Walton (40:57.526) All   Stephanie (41:06.927) That's what we've experienced is they just, even the doctors, they just avoid those hard conversations, tell them what they want to hear and just get out and.   Kiera Dent (41:16.604) Yeah, and then here we are. So I'm so proud of you. I know Tiff has been proud of you. I know she's been a huge instrumental part to help you guys navigate through this and just work with it and just like really I think the tenacity, the grit and the love that you have is just so incredible. So thank you. I know it's late for you. You guys are East Coast. I'm West Coast. So thank you for taking time. You had a full day today. But really, just thanks for sharing your experience. And I think for offices listening, I think think outside the box like Stephanie and I Mike and go through those   the pains, you will, it's the pain, the pain of holding on and like having that constant replacement, or is the pain of let's figure this out so we're not there. And I'm so excited, like, thanks for letting me, you know, eat my popcorn on the sideline of your life and watch to see how this unfolds. I think you have so many fun things to see how does this year shake out? Is this something we want to do long term? Or is it something where no, maybe we might go back to a more traditional, maybe we do a hybrid of what we've done and what we used to do. I'm really excited to see the future and I think it's bright and   Mike Walton (42:03.859) Yes, thanks.   Kiera Dent (42:13.588) hallelujah, you're not in the hygiene debacle anymore for now. We'll see what changes in the future, but mad appreciation to both of you.   Stephanie (42:20.239) Thank you for letting us share our story.   Kiera Dent (42:23.58) Of course. All right, you guys, that wraps it up. And for all of you listening, thank you for listening and I'll catch you next time on the Dental A Team Podcast.  

Did you know you're losing $600,000 to $1 million by having open time in your schedule? Kiera talks about what is likely impacting your schedule and how to fix it (without working overtime). Episode resources: Subscribe to The Dental A-Team podcast Join Dental A-Team Consulting Leave us a review Transcript: Kiera Dent (00:00.974) Hello, Dental A Team listeners. This is Kiera and today is just a great day and I hope you're having a great day. I hope that you remember you are changing people's lives through dentistry. Like what you're doing, know billing, hygiene, hygiene checks, dentistry, doing the exams, doing the numbers, looking at the profitability, running the business doesn't feel like you're changing lives, but you are. You're giving people the confidence of their smiles and their healthy mouths. You're helping them have long-term systemic health. You're saving them from period disease. You're helping them have like   preventing the risk of cardiovascular disease. You are doing such a great service in this world and you're also helping more people smile more confidently, changing their lives exponentially. And just remember you're doing so much good. So let's keep it up. And I'm here to give you all the tactical practical tips, infusing your world with positivity and changing this world in the greatest way possible. If you love the podcast, leave us a review, share it with a friend, do something of goodness today. You guys just stay here and listen on your own.   Share with someone, send it to a doctor, send it to a team member, send it to a colleague, whomever it is, put it in a Facebook group, tag me. I'd love to see a picture of you where you're at. Tag us. It makes me so happy to get to know you instead of just talking to you. So share, I'd love to hear from you. And thank you for being a part of our family. Make sure that you guys are sharing though. keeps us at the top of the list. And my goal is to bring you massive value that you naturally want to be sharing. And so today my massive value is...   how to give you back like 600 to a million dollars to your practice. You on board with that? Does that sound dreamy enough for you to share with someone to listen in to take some notes? I hope so because Tiff and I were actually talking the other day and she was like, Kiera, it's so interesting. I talked to practices and like, I'm not hitting my numbers. I can't afford these things. I can't do this. And the answer is that's true. But there's a simple, simple, simple solution. And then we're going to, I'll give you two. That's actually helping you.   miss this money and it's so simple and yet we look at over all the time and it's your schedule being open. I know, I know. I took you to the top and brought you down to the bottom. What, Kiera, you want to tell me that? Yes, your schedule being open because if we take your hourly production and your hygiene's hourly production and we go and look at your open time in your schedule, if you just filled your schedule, it's like we calculated it. It's 600 to a million dollars in most practices by just having open time in their schedule.   Kiera Dent (02:24.216) which then you're like, well, I can't afford these things. can't do it. Well, yeah, because your schedule's open. And so I want to give you some tips. Like I said, it seems kind of like, gosh, OK, we're going to do this. We are going to do this because 600 to a million just with an open schedule. So what impacts our schedule being open? Cancellations, not closing treatment, not getting patients to schedule, not reappointing our patients, not having a cancellation policy within our practice.   Those things create open schedules. And then also I'm going to lovingly and directly say not having our team focused and obsessed on filling the schedule. Offices who are obsessed with filling the schedule, meaning we have it to 90 to 95 % to goal every single day are the offices that are freaking killing it. The other offices are like, we tried our best. See you later. It's five. No. As a front office team member, the expectation and the agreement we made was I was not allowed to leave for the day.   unless my schedule for the next day was full. Now people tell me, Kiera, we fill our schedule, it's full at the end of the day and I come in in the morning and I have voicemails canceling my whole day out. Well, phenomenal, you don't have a cancellation policy. Number one, don't let them leave a voicemail to cancel. It's way too easy to break up with someone on a voicemail. So let's eliminate that. On your voicemail, can say, thank you for calling, if you have an emergency here, this is. Also, we do require.   Kiera Dent (03:56.866) Also, we do require a 48 hour notice for any appointment changes and we do not accept those via voicemail. Give us a call back during normal business hours to move your appointment or reappoint your appointment. That was really, really clunky. Call back during business hours to reappoint or reschedule your dental appointment. Also, text messages, I do not accept them via text message. I tell them, hey, thank you for reaching out. We can't take any appointment changes via text. Give me a quick call and I'll help you get this taken care of.   Amazing. They text you. So we don't have to worry about that. My dermatologist literally has no voicemail. I kid you not, there is no way for me to leave them a voicemail after hours for cancellation. They don't have it and they have a policy that if we don't have a 48 hour notice that we have a credit card on file and it's a hundred dollar fee, you can choose whatever you want. I'm not here to advocate that you should charge fees. I'm not here to say you should have a credit card on file, but I am saying you need to have a policy that your whole team is behind.   I'm very big on you are a specialist, you are a doctor's office and patients should value your time. So whether we're having them leave you on, they put a deposit down, there's a credit card on file, but every specialist, I'm talking IVF, dermatologists, doctors, like everybody in healthcare has a credit card on file. And if you choose not to show for that appointment and you don't give them a 48 hour notice, there is a deposit that's non-refundable that they do take. Now you don't have to do that, but you do have to have a policy.   Some offices, if you choose to cancel or reschedule your appointment, I never use the word cancel, they just reschedule because I have no one who cancels on me. They reschedule their appointment. If they choose not to do it within 48 hours, that's okay. We push them out six weeks or 12 weeks, whatever it is, and then we move them forward after they've waited for about four weeks. If they continue to do it, so it's a three strike policy for me, if they choose to continue to do that, then they actually get put on what's called our walk-in.   list like, Hey, care, it sounds like you're super, super busy. We're actually not going to reschedule this appointment for you. just give me a call and you'll be on a same day walk in, that we'll be able to get you in if we have availability that day. but either way, there's a set policy and we're going to start to train our patients. So our patients stop canceling off of our schedules because remember 600 to a million, just by having open schedules is something we need to stop. And so looking at this, you can also have them sign that they understand that these things are happening, but really   Kiera Dent (06:18.958) getting super clear on what our cancellation policy is, having everybody follow through on it and making sure, and you're not being a jerk. You're just saying like, these are the rules of our game. We want you to play the game with us. These are the rules. Do we agree that we're both going to play by them? Absolutely. Yes. Phenomenal. Come to our practice. We're going to be on time for you. We're going to get you back and we're going to make sure that we see you and we have the adequate time for you. That's how we play the rules of the game. So number one, keeping our schedules full. We don't take those cancellations.   We make sure that at the end of the day, our schedules are always filled, filled up to goal. We call, you guys, I used to call all the time and I got so good when patients called to cancel and I'm like, my gosh, Mrs. Jones, tell me what's going on. like, I hope you're doing okay. Tell me what's going on. And I find out what her problem is and then I find the solution. Mrs. Jones, doctor was so excited to see you today. I understand you have a work meeting. Like thank you for letting me know. We do require a 48 hour notice for any appointment changes.   Let's see, I could actually like if we could get you in and out by two o'clock today, does that work for you? Yep, that works great. Amazing. Mrs. Jones is in my schedule. I just move her time. We move along. There's so many ways that we can keep patients on the schedule. We can let them know like, hey, like I have people that like I can't make it send an Uber. If they're a big case, send an Uber to the patient. But you've got to have some solutions for them to where patients are staying on our schedule. And I feel like this is where if you own   and your friend office owns that the schedule will be full and that's what their agreement with you is. Excellent. Hold them to that level. And people are like, but Kiera, patients are canceling for sure. Let's count for a 10 % cancellation. Like that's normal, but guess what? We've still got to keep 90 % of it full. We still have to go through that open time. Hygienist not hitting their goals. does it do to open time? Anytime we have open time on the schedule or if we like finish with a patient on time or like, let's say it's an hour and we finish at 45 minutes.   For every 15 minute increments, let's have people make five phone calls. So we've got outbound calls going all the time to make sure our schedule is always getting full with people coming in. This is how we keep our schedules full. This is how we own it. This is how. And then the next thing is doctors needs to be diagnosing. I shouldn't share our secrets. We have a question for consultants interviewing for our company, and I'm always looking to see if they can catch it. It's the hardest one for them to catch. It's the schedule is so busy, but we're not hitting goal.   Kiera Dent (08:42.052) Well, usually that's because doctors not diagnosing enough. So let's check at that. And doctors, this is not me saying you're doing anything wrong. But what I am going to say is, we being comprehensive and are we diagnosing comprehensively for that patient? Are we doing quad dentistry or are we like watching a lot of things because we don't want to have the conversations of treatments needed? That's a question you get to answer. I'm not your dentist. I'm not a doctor. You get to tell me that. I'm just here to ask you the question. So when we look at that, if we're not able to hit goal and we don't have these schedules filled,   Is it because we're not presenting enough treatment? Is it because we're not closing enough treatment? And are we not calibrated between hygiene for an office and doctors to make sure that all of us are actually on the same page with each other and that we're closing all these cases? Are we reviewing our cases together? Are we looking to see what's going on with these cases? Are we looking to find out why is it not closing? We presented it this way. Are we recording ourselves and listening to them back to find out what are we saying that's not having these cases closed? Because patients are the dentist. They want dentistry. And I want you to remember that. There's an office that I coach in there.   team is incredible. We have added so much to their practice and helped so many more patients. And one of their treatment coordinators, says, she's like, Kiera, when people come to the dentist, they want to do dentistry. So they want to do dentistry. My job is to make sure that they get the dentistry done. Like they're here. And I was like, that is the most beautiful way to think about this because you're right. They're at the dentist. They're here. They're giving up their time to be here. Let's make sure that we're giving them the information that they need. We're helping them. We're guiding them. And we're actually helping them have good, clean, healthy mouths.   That's what we're here for. And so for you guys looking to see these are easy ways for us to actually add money to our schedule. We can afford things, but money is being lost because the team's not unified. So if all of us know no one gets to leave, it's not just the front office. No one leaves until our schedule is full. Well, hygienist, reappoint. You should be at 98 % reappointment. Let's not ask like, Hey, Kiera, do you want to schedule back? It's Kiera, we're going to schedule your six months. I've got you on May 5th at 8 a.m. same time as now.   Can't wait to see you in May and then I'm gonna walk you up to the front if May 5th doesn't work for me I'm going to let you know we always remind them like we do require 48-hour notice for any appointment changes 48 hours and then I also really big on unconfirmed appointments because the schedule can look totally full But if they're not confirmed, they're probably not gonna show and so what's our policy for that? I do have some offices where we call the patients and say hey I've got to hear from you today If not, I am going to need to reschedule your appointment. They scooch off the appointment   Kiera Dent (11:07.914) we fill it with someone who's guaranteed to come. If that patient comes, I get to have the fun conversation with them. Notice it's fun. Hey, awesome. Again, these are the rules of our game. We called you, we told you we needed to hear from you. And because we didn't hear from you, we did pull you off the schedule. If I have time that day, I'm going to scoot them in. I'm not going to do the whole thing. If I don't, I'm going to say like, I am going to reschedule you. Let's get you back at this time. I do need you to confirm your appointments because we have, we have so many patients that we want to see that every patient does need to confirm their appointment. Great.   They know the rules of the game. You can even tell your patients new year, new start. This is what we require. So patients do need to give a confirmation. Otherwise we will be moving you off the schedule. It's totally fine. But these little areas and people are like, gosh, Keira, is it really worth it? To me, 600 to a million is definitely worth it. I'm not working any extra days. I'm not working any extra hours. I'm literally working the exact same time. I'm just making sure my schedule is full every day. If you wanted to change one thing in 2025,   Keep your schedule full and have the entire team unified on this. I guarantee you, you will see results. Guaranteed. No ifs, ands, or buts about it. Guaranteed. You can have it there. But it's a whole team effort. And I promise you, goals will be hit easier. Your team will do better. You'll serve more patients, and you will work less. People are like, Kiera, how do you cut down from five days to four days? You have full schedules. You're able to do it.   we're and we're better with our block scheduling and we map it out. So we're super productive every time. So doctors are diagnosing treatment, treatment coordinators are closing cases. Hygienists are reappointing and schedulers are filling the schedule. The whole team is ticking together and we can actually consolidate. can expand whatever your goals and dreams and desires are. And we have good block schedules in there to fill it full. Then if we can't fill a block with what we're supposed to, we have a 24 hour hold on that. And then if we can't, fill it with something that's going to be productive for it, whether it's an emergency.   We also schedule emergency times in our schedule. Scheduling is so clutch in a practice. And yet I feel like we just haphazardly oftentimes do it. It's so easy. It's so easy to add production to offices, schedules, and consulting because we work on this. We train the team. We watch it. We see it. We make sure they're productive. And then from there, we're able to help offices grow exponentially. So go look to see how to add $600 to a million to your practice. And if we can help you.   Kiera Dent (13:28.056) We're experts at this. We're really, really good at it. We're really good at helping your team with the verbiage. We're good at helping them understand like how we change the voicemail and what do we do with the upset patients and how do we handle this? Reach out. It's easier to do it with a buddy. So reach out. Hello @ TheDentalATeam.com And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.