Podcasts about practice ownership

You can be clinically bored and logistically burned out at the same time.And honestly? That combination is brutal.In this episode, Tracy sits down with Kathryn Werner, PA-C — practice owner, telepsychiatry provider, and consultant helping clinicians launch and grow their own practices through CPAC.Together, they unpack:what it actually takes to start a medical practicethe startup costs and timelines most clinicians don't understandwhy flexibility matters more than ever for clinician parentsthe hidden emotional realities of entrepreneurshipboundaries inside business ownershiphow to know when it's time to hire helpwhy small practices are often able to serve patients betterand how entrepreneurship can become a path toward sustainability instead of burnoutKathryn shares her experience building White Pine Mental Health & Wellness from the ground up — starting lean, staying flexible, and growing intentionally over time.This conversation is honest, practical, encouraging, and deeply relevant for clinicians who are tired of trying to force themselves to fit inside systems that no longer work.Because maybe the answer isn't trying harder inside a broken system.Maybe the answer is building something better.Resources & Links:• Learn more about CPAC Team: https://cpacteam.com• Follow CPAC on Instagram: https://www.instagram.com/cpacteam• Join the Clinician Entrepreneur Collective Waitlist: https://tracybingaman.com/waitlistIf this episode resonated with you, please share it with a clinician friend and leave a review wherever you listen to podcasts.clinician entrepreneur, healthcare entrepreneurship, physician assistant business, PA entrepreneur, clinician side hustle, healthcare side business, clinician coaching business, clinician entrepreneur collective, part time clinical work, physician associate entrepreneur, healthcare coaching business, clinician burnout, entrepreneurship for healthcare providers, medical side hustle, healthcare business ideas, clinician career transition, healthcare leadership, entrepreneur mindset, physician assistant career growth, make medicine optional

On this week's episode of The Vet Blast Podcast presented by dvm360, host Adam Christman, DVM, MBA, welcomes Josh Sanabria, DVM, back to show to discuss what it was like for Sanabria to sell his practice.  Throughout the episode, the duo talks about the emotional and practice challenges of practice ownership, the need for a balanced life, and what it will feel like when his name is removed from the practice doors. 

Questions? Thoughts? Send a Text to The Optometry Money Podcast! We'll answer your question on the show.The Department of Education just released its final rule implementing the federal student loan changes we've been tracking over the past couple of years — and while most of it lines up with what we expected, two surprises stood out. In this episode, we recap how we got here (the official end of the SAVE Plan and the sweeping changes from the One Big Beautiful Bill Act), break down the income-driven options ODs have going forward, and dig into the two surprises in the final rule that could affect your repayment strategy.If you have questions about navigating these decisions alongside the rest of your cash flow, tax, and practice planning, reach out at podcast@optometrywealth.com.What You'll Learn•Why the SAVE Plan is officially dead and the 90-day decision window for borrowers still in SAVE forbearance•How the One Big Beautiful Bill Act splits borrowers into two groups based on the July 1st date•Why consolidating your federal loans right now could restrict your repayment options•The difference between old and new IBR — and which ODs qualify for each•How the new Repayment Assistance Plan (RAP) works, including its payment calculation and 30-year timeline•The first surprise: new restrictions on who can enter Pay As You Earn before it sunsets in 2028•The second surprise: how RAP payments are (and aren't) treated for forgiveness under IBRKey TakeawayJuly 1st is the date to circle. Whether you're deciding how to exit SAVE forbearance, weighing a consolidation, or trying to lock in Pay As You Earn before new restrictions hit, the window to act on your best options is closing — and the right move depends heavily on your specific path toward forgiveness or payoff.ResourcesPodcast Ep. 152: Listener Q&A: Practice Ownership, Backdoor Roths, and Student LoansPodcast Ep. 151: How Filing Taxes Separately Impacts Student Loan Outcomes for OptometristsEp 143: How the Final One Big Beautiful Bill Act Impacts Optometrists – Taxes, Student Loans, and More!Want a more proactive approach to your planning?You can schedule a no-commitment introductory call to discuss what's on your mind financially and learn how we help optometrists navigate those same decisions nationwide.

On today's episode, Dr. Mark Costes answers audience questions about dental practice ownership, startups, acquisitions, and smart growth. He shares practical insight on what dentists should think through before making big moves, from choosing the right opportunity to understanding the financial realities behind a new or growing practice. Mark also breaks down the importance of planning, budgeting, and building a trusted advisory team so doctors can avoid costly mistakes and make more confident decisions. Whether you're considering a startup, looking at an acquisition, or trying to grow with more clarity, this episode offers grounded guidance from real-world experience. Be sure to check out the full episode from the Dentalpreneur Podcast! EPISODE RESOURCES https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast

1696 Practice Ownership : Dentistry Uncensored with Howard Farran   In this episode, Howard Farran sits down with Dr. David Weber, a third-generation dentist practicing in Michigan City, Indiana, and co-founder of Restore Dental Lab, Restore Dental Education, and Clever Dental Co. Dr. Weber shares the lessons learned moving from associate to owner, and from solo practice to group model — including the unexpected challenges of each transition. The conversation digs into the rewards and pitfalls of hiring new graduates, what it takes to build a strong team culture, and why so many dentists are stepping back from ownership just as corporate consolidation accelerates. Dr. Weber makes a compelling case for dentist-owned regional groups as a meaningful alternative to private equity — and asks a harder question: why are dentists forfeiting control of their own industry?   Episode #1696 : Dentistry Uncensored with Howard Farran, Howard sits down with Dr. David Weber — third-generation dentist, AGD Fellow, and co-founder of Restore Dental Lab, Restore Dental Education, and Clever Dental Co. — to talk about what it really takes to build and grow a dentist-owned practice in today's market. From solo owner to group practice, hiring new grads, and pushing back against PE consolidation — this is an honest conversation about protecting the soul of private dentistry.

Send us Fan MailPractice ownership can feel like a rollercoaster — incredible highs, heavy responsibilities, and moments that make you question why you started in the first place.In this episode of the Smarter Vet Financial Podcast, CJ Burnett and Tom Seeko break down the real-world trials and trivia of veterinary practice ownership. From financial pressure and decision fatigue to emotional load and leadership challenges, they unpack the parts of ownership that often go unspoken.They also highlight the quieter wins: building a lasting culture, developing confident associates, creating optionality, and designing a practice that supports both your lifestyle and long-term financial goals.Whether you're aspiring to own, currently owning and overwhelmed, or somewhere in between, this conversation offers clarity on what ownership actually looks like — and how structure and financial clarity can change everything.

Even though there are many benefits to practice ownership, there are also trade-offs. In this episode, Christy and Charles break down the realities of ownership, helping you decide if it's the right path for you. They explore how various aspects of ownership can feel rewarding to some and challenging to others. From wearing many hats, managing a team, and handling business responsibilities, all of these factors have a double edge sword, carrying both advantages and disadvantages. And if you decide you're ready to take that leap, NDP is here to help guide you away from stress and towards success.

What is it really like to be a dental practice owner? In this episode of the Lifestyle Practice Podcast, we explore the real truth behind dental practice ownership, including the challenges, mindset shifts, and growth strategies required to succeed in today's competitive healthcare environment. If you are a dentist, practice owner, or aspiring entrepreneur, this episode will help you understand what it truly takes to build a thriving, profitable, and lifestyle-focused practice. We discuss key topics such as leadership, scaling a dental practice, time freedom, team building, and long-term success strategies. This episode is designed to help you avoid common mistakes and grow your practice with clarity and confidence. Connect with us: Take our FREE lifestyle and practice assessment: https://thelifestylepractice.com/practice-assesment/ Learn more about 1-on-1 coaching: https://thelifestylepractice.com/coaching-services/ Get access to TLP Academy: https://thelifestylepractice.com/coaching-services/ Subscribe to The Lifestyle Practice Podcast: https://podcasts.apple.com/us/podcast/tlp-podcast-for-dentists/id1476544801 Email Derek at derek@thelifestylepractice.com Email Matt at matt@thelifestylepractice.com Email Steve at steve@thelifestylepractice.com 

Encore Performance: While disgruntled patients have always been a reality, they seem to be growing in number. The combination of massive social and economic changes has turned even some of the nicest patients into grumps. In this world-wide rise of grumpiness, the dental field certainly gets hit hard by the patients who are simply looking to fight. In this episode, Dr. Kuba and Bethany discuss specific disgruntled patient examples from just the last week and share insights on how they each handled or would have handled the patient. The ability to successfully deescalate a tense situation is very complicated. However, over the last two years, it has become increasingly difficult. Listen in as Dr. Kuba and Bethany discuss this topic and their strategies for dealing with unhappy patients. Interested in the Leadership Summit? Friday, September 18, from 8:30 – 4:30Inquire or register TODAY:  https://www.hellobethany.com/about-3 

Dear listener, it is possible to scale your practice and keep your sanity! Kiera discusses three overall pieces of advice for those who have expanded/want to expand to multi-practice ownership, including centralizing atmosphere and tactics, establishing leadership infrastructure, and keeping your communication fluid. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team listeners, this is Kiera. And today I wanted to dig into multi-practice management and how this can be something so fun. I know several of you have multiple practices. I had multiple offices and I just think that this is a space of like, all right, here we go. How can we make this amazing? And how can we lead, scale and stay sane? I think is a big spot because I think that when we go from one practice to two practices, I know I went.   insane and it was not fun. And so for you, I just wanted to break this down because I really think this is a popular thing. And also if you're sitting on the fence of should I grow, should I not grow, I think it's going to be a fun discussion for us today. And I just wanted to say, welcome to the Dental A Team podcast. I'm Kiera Dent and I'm so happy you're here. I love all things dentistry. I love everything that we're about. I love helping you have the best day. I love positively infusing you and your practice with goodness. I love reminding you that you are in the absolute best profession.   And this podcast is made free because you guys share, review, like, and you're able to bring in more and more listeners for us. So I just want to say thank you. And if you haven't done that today, please share this, like this, review this. That's how we're able to stay at the top of the list for more offices to be positively impacted, to grow their practices with ease, and to realize dentistry should be fun again. So with that, I want to talk about like, when we go into multi-practice ownership, it can get really freaking thrilling. So.   I want you to look at like, okay, things that we need to do are as we grow and evolve. Number one, I want you just to ask why are you doing this for ego? Are you doing it for impact? Are you doing it for fun? Are you doing it to be acquired by a DSO? Knowing your why and then putting that up on the mirror so you never miss it is going to help you tremendously. Like genuinely a hundred percent just have that why because then it gets really, really thrilling. And so for you then it's going to be, okay, great. Once we have that,   I look at like, what can we centralize? So when we brought our second practice, it was make everything very, very simple and very easy for us. Meaning I want it to be all of our software is going to be the exact same. So we have the same software, the same colors. So from practice to look like the different locations when doctors go multi offices, it actually is very easy. Also, we had billing. So we had one person who was over the billing of all the practices. What about our reporting? Can we have the same reporting? So different scorecards that are reporting the same thing.   over the location that we have at centralized so we can quickly look and see how is each location doing. And then also making sure like our handbook, our SOPs, our operations manual is the same. So we set up the operatories the same. We do the same thing for hygiene. Everything is the same. So again, think about McDonald's. Could you imagine McDonald's or Chick-fil-A or any fast food restaurant opening multi-locations if the experience isn't the same that actually gets hard. Now there can be some nuances but the core infrastructure should be very, very similar.   Then after that, you also want to make sure that you have the same culture, team culture and patient experience. So again, go back to Chick-fil-A, the employees all have about the same, the culture is the same, we have the same experience every time we go in, no matter where I'm going across the nation or the globe, it's the same experience. And so for you, how can we make sure that we've got same team culture, same patient experience? You want to make sure your leadership team is really, really solid. And then you've got to have like shared tools. So the KPI dashboards, we've got to have low   specific views. So if you're having things that are on a ⁓ software, so like if Open Dental, you've got to have it to where I can access every single practice easily or if it's in the cloud and there are pros and cons between cloud software versus none. I have found that a lot of cloud softwares are awesome for ease of access at home. I will say Dentrix Ascend is my least favorite even though know they're coming back and they're popular. What happens is like I have a practice that switched to curve and they love it.   but there's nothing that can really integrate oftentimes. So you can't get analytic reports. You can't get other things. They're not as open source for you. And so if you ever want something outside of that software, that's usually cheaper, more affordable, helps you. That tends to be an issue with the cloud-based softwares. But when we got multi-practices, it becomes much easier because then we can sink in. We can look at it. We can have centralized billing, centralized, re-care, centralized phone systems, but you can also do this with a server. So when we look at this,   I think it's really great because we have practices and when we standardize how we schedule, we standardize our software, we standardize our billing procedures, the practices actually grow 10X. So I have a location, there's five practices and when we standardize these items, I kid you not, we add about a million per practice per year. So when you go across this, five million growth and you get 10 million growth and you get 15 million growth and you get 20 million and consistently every single year we're typically adding, but it's because things are standardized, things are centralized. We're able to say, right,   All offices, this is how we're now gonna block schedule. All offices, here are your goals. All offices, the billing is processing. All offices, this is how we do new patients. And it really is able to help you. So you've got to centralize what you can across the board and then have it localized at certain levels. But then it means like each office manager does the same thing, but they're making sure team spirit and team culture is the same. Patient experience is the same of what we do as an overarching multi-location area. So that's step one.   Step two is we wanna build a leadership infrastructure. So what this is, is we've gotta make sure that we've got regional managers, office managers, department leads. Sometimes multi-office locations are gonna have a hygienist that's over all hygienists of all practices. Other times it's at the practice level. But regardless across the board, there are set standards and set processes that are going to be there for you. So I really wanna make sure that you have that. And then we also need to clarify like who has ownership of this, who's entering scorecards, who's entering KPIs.   I like it to be that each office manager is responsible for their practice. So that way their office needs to be profitable, hitting the KPIs, the metrics, all the different pieces in the organization total org. Now I understand some practices, like I've got two locations. One's a very expensive location, one's a less expensive location. But across the board, you need to have leaders at both locations, because we're really struggling with these two locations. We have a regional that's bouncing back and forth between the two, but no one owns the accountability of these practices. And as it gets larger and larger and larger,   Guess what? Capacity struggling. So now we're having to put into place office leads in both location, office scorecards in both location, office hygiene departments. So looking at this and you've got to train the leaders how to lead, not just do. So I can't just be like, okay, you do this X, Y, Z. It's gotta be, how do I grow the practice? How do I make sure everybody's engaged? How do I really get people very talented, very excited about this? Like making sure they know how to hire and fire and have the one-on-one conversations. And what do the scorecard numbers mean?   And what are we looking at? And what is a healthy practice? What isn't a healthy practice? Usually my regional is meeting with my office managers weekly to make sure that they're successful. And what I found is when we track and measure all the locations, the practices increase. So typically as we're tracking and measuring, we're then able to grow them, elevate them and make them so much stronger because we're truly leading. So you've got to make sure you've got a strong leadership infrastructure. And if you don't have that, you don't have the pieces, multi-ownership gets really hard. If you're in multi-ownership right now.   You need to start appointing these people, having KPIs that they're reporting on, helping them see like how we run leadership meetings, how we run these meetings that are very successful, what your ownership piece is, what are you responsible for, how are you winning? And I think if you think about it, imagine a DSO, they're going to come in and they're going to take over your practice. Well, you better believe that they're gonna have KPIs scorecards for every location. They're going to have leaders at every location. They're going to have regionals. They're going to train.   So if that's what a DSO is going to do, why not do that yourself of multi-locations and learn from them because they're smart. They have these systems in place. You can do this as well. And then the third step on here just to help you guys is we've got to make sure that we've got like communication that's fluid rather than it just sitting there. weekly leadership calls are non-negotiable. We're talking run them on traction style, whatever your style is.   but we review where we're at, like where are headed as an organization? What are the numbers tell us? And then what needs to get accomplished? What are the blockers? What are the issues? What are the problems? And having that. Now, some offices, depending upon how large they are, some have a regional. So like we're gonna have a board that talks about the whole organization as a whole. Other times I have it where we're talking about each practice and we run individual ones for the practice, or there's maybe a hybrid of both. I recommend the hybrid of both. I think as an organization, we need to make sure we're healthy.   And then each practice is individual time where they're having these weekly meetings. They're also having ⁓ our KPIs by location. And we also are making sure that everybody's aligned. Then in addition to that, I'm very big on quarterly calibration and quarterly meetings of where are we going for the quarter? What are the rocks, if you will, with air quotes? What are the big objectives that we're accomplishing for this department, for this practice at this time? And what needs to get done?   So it can be different. Each location might run a little bit differently. And that's where it's really great because across the board, all of us quarterly know, and then we roll that down to the full teams. So as an org wide, where are headed quarterly? As practices, where are we headed quarterly? And then also making sure quarterly we're doing some type of team bonding or engagement, because as you get larger and larger and larger, the team culture really can drift. And I know we talked about that at the beginning of like centralizing that and localizing. the OMS are responsible for patient experience and team culture.   But at the same time, you've got to make sure that quarterly, like it's an all team alignment. We send out updated handbooks or protocols across the board, but we also get them like excited. So I'm really big on your communication and your metrics need to be solid. So I'm talking weekly L10s. They usually run for an hour, hour and a half at each office. You also should probably be having department meetings every single week as well to make sure the departments are growing. And then quarterly for sure having amazing like   incredible quarterly meetings that are going to really, really help people drive to those quarterly results, the quarterly pieces and make it to where it's just fun and then do something fun. You don't need to run this as a leadership team, but it is a way for you guys to all start leveling up, have fun together. Remember why we all went into this and it's not just like the drudge of quarterlies. It is truly something fun and exciting. And I have a practice in New York. I've got eight locations over there.   And I'm not joking every three to six months, we are meeting with every single practice, setting up goals, setting up pieces, having the full teams bought in and engaged. think I meet like 250 people in about four days. And the goal is to get team alignment, to get buy-in, but we know as an organization what each of the practices need to do, but we're getting team buy-in from them. And I think when you do that, what happens is the KPIs, when we start tracking them, when we get the quarterly buy-in,   the whole organization rises up because a big pitfall that people don't realize is multi offices. You've got so many team members. You've got so many offices. You got so many places that you can actually let KPI slip profitability slip. And what happens usually in multi offices is one practice is actually draining. It's not as profitable and all the other practices are doing well, but yet all the other practices are having to take care of our draining practice. And it's how do get all the offices leveled up?   Do all offices need hygiene? Do all offices need block scheduling? Do offices need to be reporting on what we're doing for the doctors? And I think when you're able to have that and establish that, you're able to have much, much, much easier multi-practice management, how to lead it, scale it, and grow it. So when we look at it, just a quick recap is we've got to centralize across the board. So our softwares are centralized, our billing is centralized, how we do our patient experience, centralized.   Then we need to make sure we've got leaders in place. So regional managers, office managers, having that go through to where we've got that whole infrastructure, they've got their KPIs, they've got their ownership, they know. And then we also are going to make sure that we are going to have tight communication. So we're running those weekly meetings, we're running those quarterly meetings. Everything is running and driving really, really well. And this is just one of those things of like, we're not doing more. As you see, we've got directed people in their seats, having ownership. So we're able to mass scale across the board.   and make sure all the practices are humming in the right direction. Yes, sometimes personable pieces aren't as common, but you don't have to lose that because you can set that as this is part of our culture and we put in every single practice. The OMS do it, the departments do it, we have fun. I have multi-offices that compete with each other, that have fun with each other, but this is something and I really feel like if you were trying to scale, your sanity is going to be number one. When we scaled, I started working   double time and I was already working about 14 hours a day. So I know there's not 28 hours in a day. It's close. And I was literally sleeping about four hours a night and I was trying to manage all the practices, but it was because I didn't do these things. I did not put into place centralized across the board. Like didn't have it. We then hired a biller that did all the billing for it. We then had our office managers and we set up the software that were the same. We then had it to where here are the like protocols of how we set up the rooms.   but it took me so long and I was already in it rather than having this built before I did it. I did not have leaders of both. I was trying to be the leader to both locations and I was running myself ragged and it was exhausting. Like literally burnout to the nth degree, but you're just in it. And so you're like, there's no way to get out of it versus realizing like, no, we can have a regional, we can have managers, we can have scorecards, we can have KPIs. And if you have this really dialed in at location one before you open up,   Great. If you're already in the location for let's get these things into place and make sure that they're all profitable and then make sure we're weekly, monthly, quarterly team meetings, calibrating them and driving for those results using the numbers, using the culture, using the team. But this is where we're headed over the next quarter. And then we track and measure for that. I promise you, if you do this, you will be able to have multi-practices grow with ease. You will keep your sanity.   And then you're tracking and keeping tabs without having to be the doer of all of it. This is what we do. We build scalable systems for practices. We grow leadership for practices. We train you. We coach your multi practices. We train your office managers how to do it. Our consultants have managed hundreds of employees at one time. They've done this. They've done it successfully. So this is the time for you to truly jump in, call, make your life easier. So reach out. Hello@TheDentalATeam.com. This is something and if you guys want more tips on this,   send this to your regional or send this to a COO or send this to your leadership team. If you're thinking about growing a practice and you want to scale, like let's talk about it. Let's help you and your office manager know what's going to happen or get you and your regional managers or help out. do multiple, multiple, multiple multi-office locations that we consult on. So reach Hello@TheDentalATeam.com. And as always, your sanity is your gift. This is something that you owe yourself, your practice, your patients. And these are three quick, easy ways to be able to scale, sustain and grow.   and keep your sanity. So reach out if we can help you. And as always, thanks for listening. We'll catch you next time on the Dental A Team Podcast.

Dr. Donnie bought his dental practice just 6 months ago, and he's already facing the challenges every new owner hits. In this raw and honest "MyStory" episode, Craig and Peter sit down with Dr. Donnie to unpack the real problems he's navigating as a first-time practice owner: arbitrary revenue goals with no math to back them up, two part-time associates who aren't pulling their weight, a rocky practice management software switch mid-transition, a team that says everything's fine but clearly isn't, and a leadership style that's more people-pleasing than people-leading.  The guys break it all down, from reverse-engineering his $3M dream with actual operatory data, to why his bonus system could quietly be killing his margins, to the hard truth about what it means to lead vs. manage a team you inherited. Case Study:  Dr. Donnie Wiggins Single Practice Owner Based in New Jersey (commuting from Brooklyn, NY) Purchased Practice: September 2025 Experience: 6 months into ownership DESCRIPTION The Bulletproof Dental Podcast Episode 432 HOSTS: Dr. Peter Boulden,  Dr. Craig Spodak &  Ian de Jongh GUEST:  Dr.Donnie Wiggins "MyStory" is a new Bulletproof series where real dentists share their real story: what's working, what's not, and the questions they can't get answered anywhere else. Each episode is a one-hour Master Class. Peter, Craig and Ian give practical advice, just like they do inside our Mastermind Program and at the Bulletproof Summit.  The point is simple: you'll hear your own challenges in someone else's story, and leave with clear steps you can use right away to shift your mindset, strengthen your practice, and avoid the mistakes that make growth harder than it needs to be. Contact Us Want to be on MyStory? Email MyStory@bulletproofdentalpractice.com. If your story is selected, you'll join Peter, Craig  ans Ian on the podcast. We also launched the Bulletproof Hotline. Call anytime and leave a message to share your story, ask a question, tell a joke, or leave a note for Peter, Craig and Ian. We'll listen and respond with real-world feedback. Hotline: (561) 933-5575 Chapters 00:00 Introduction and Dr. Donnie's Background 01:15 Dr. Donnie's Path to Practice Ownership 02:22 Why Dr. Donnie Chose Practice Ownership 04:14 Current Challenges in Practice Management 05:00 Vision for the Next Three Years 06:07 Financial Goals and Profit Margins 08:20 Building Out the Practice and Capacity 09:08 Analyzing Practice Performance and Capacity 10:14 Forecasting Future Production and Growth 13:28 Staffing, Culture, and Buy-In 15:10 Understanding Practice Revenue and Data 18:00 Staffing Strategies and Efficiency 22:50 Leadership and Influence in Practice 30:09 Overcoming Staff and Culture Challenges 36:20 Financial Metrics and Bonus Systems 40:43 Patience and Long-Term Growth Mindset 42:52 Self-Leadership and Continuous Learning 44:55 Effective Communication and Influence 45:36 Embracing Change and Problem Solving 46:29 Encouragement and Final Advice REFERENCES Bulletproof Summit Bulletproof Mastermind

From dental student to dental practice owner in just 14 months — Dr. Mitch Rush breaks down exactly how he did it. In this episode of the Lifestyle Practice Podcast, host Dr. Derek Williams sits down with TLP coaching client Dr. Mitch Rush to walk through the full journey of buying a dental practice, navigating the chaos of first-year ownership, and growing production from $1.25M to a $135–140K monthly pace in just four months. If you're a dentist looking to buy a practice, an associate dentist planning for ownership, or simply want real, unfiltered insight into dental practice management, business growth, and what dental coaching actually looks like — this episode is for you. Mitch shares the fears he never talked about, the team drama he didn't expect, and the acquisition strategies that helped him hit the ground running. This conversation covers everything from evaluating a dental practice prospectus and writing an LOI to managing a pre-existing team, firing your first employee, and setting a culture of core values from day one. Mitch is a graduate of the TLP Academy, the same program that has helped hundreds of dentists transition from associate to owner with confidence and clarity. Whether you're in dental school preparing early or an associate dentist ready to leap, Mitch's story proves that preparation plus the right coaching equals momentum from day one.   Connect with us: Take our FREE lifestyle and practice assessment: https://thelifestylepractice.com/practice-assesment/ Learn more about 1-on-1 coaching: https://thelifestylepractice.com/coaching-services/ Get access to TLP Academy: https://thelifestylepractice.com/coaching-services/ Subscribe to The Lifestyle Practice Podcast: https://podcasts.apple.com/us/podcast/tlp-podcast-for-dentists/id1476544801 Email Derek at derek@thelifestylepractice.com Email Matt at matt@thelifestylepractice.com Email Steve at steve@thelifestylepractice.com 

What is the best first job if your goal is dental practice ownership? Andrew Clingan breaks down associate options, clinical skill development, financial preparation, and how new dentists should prepare for buying a practice.

Dr. Kuba spills the beans today. In complete vulnerability she discusses the recent opening (and closing) of her second location. She unpacks all of the emotions and thought that went into turning the page on this new and exciting venture in her life. At times, life throws curve balls your way, and you have to react, to pivot. Today's episode focuses on the importance of pivoting and then fighting against the feelings of regret, disappointment, and even guilt and instead forcing yourself to see the silver lining in it all. Welcome to Dr. Kuba's therapy session! Interested in the Leadership Summit? Friday, September 18 from 8:30 – 4:30Inquire or register TODAY: https://www.hellobethany.com/about-3 

Thinking about buying a practice? Learn how to avoid the “messy middle,” pick a ready-to-grow opportunity, and decide if you're built for ownership in today's market.

In this episode, Julie Parker is joined by Charles Kovess, Australasia's Passion Provocateur, to explore a powerful reframe on stress, problems, and performance, particularly for dental practice owners navigating high-pressure environments. Drawing from decades of experience, Charles introduces a simple yet transformative concept: stress is not caused by external forces, but by our resistance to them.Together, they unpack how shifting our thinking, from resisting problems to embracing them, can unlock greater clarity, resilience, and decision-making. For new and growing practice owners facing financial pressure, uncertainty, and rapid change, this conversation offers a grounded and practical mindset framework to navigate challenges with confidence and purpose.For those wanting to explore this work more deeply, Charles offers one-on-one coaching to support your thinking and decision-making. Contact him directly via charles@kovess.com or call him on 0412 317 404.Interested in taking your personal, team, and dental practice to the next level? Contact Julie and Ameena today to explore the possibilities for growth and success!Visit our website, Dental Business Mastery, at https://dentalbusinessmastery.com.au/, and book a complimentary, obligation-free Discovery Call to discuss your specific needs and goals. Schedule your call here: https://tidycal.com/3l298p1/30-minute-meetingIf you have any questions or would like more information, feel free to contact us via email at info@dentalbusinessmastery.com.au.

Ever check your payslip… your student debt… your mortgage… and wonder if you're just treading water?You're not alone, and you're not stuck.In this episode we revisit one of the most neglected topics in the profession: money.Hubert sits down with US-based financial adviser Eric Miller to break down the decisions that can actually move the money-needle for employed vets: from budgeting and debt to investing, insurance, and increasing your income. (We do global principles with US specifics)No jargon. No guilt. Just a clear starting point for vets who know they should have a plan… but haven't begun yet.Here's what you'll learn:Why practice ownership isn't the only route to financial securityThe one habit that underpins every solid financial planA simple 70/20/10 framework for spending, investing, and enjoying your moneyHow to handle student debt without letting it control your lifeWhether to prioritise debt repayment, investing- or bothThe difference between good debt and bad debt (and why it matters)How automation quietly builds wealth in the backgroundWhat young vets need to know about insurance, income growth, and lifestyle creepAnd perhaps most importantly:A more grounded, reassuring view of the profession itself.Yes, financial pressure is real.But Eric will convince you that veterinary medicine is still a strong, high-potential career - IF you do it right.  ⁠⁠thevetvault.com⁠ for show notes, access to our clinical continuing education content and to sign up for our weekly 'best of the Vet Vault' newsletter, or join us in person at one of our phenomenal Vets On Tour conferences. Topics and Time Stamps04:24 Biggest Financial Mistakes05:42 Budgeting & The 70/20/10 Rule14:41 Retirement Planning & 401k24:09 Student Debt & How to Tackle It26:22 Loan Forgiveness28:58 Pay Off Debt vs. Invest31:53 The Debt Snowball Method (it's a good thing!) 33:55 Increasing Your Income37:44 Constructive vs. Destructive Debt41:35 Insurance & Health Coverage44:06 Looking Ahead: The Veterinary Industry49:45 One Financial Habit for Ne w GradsWe love to hear from you. If you have a question for us or you'd like to give us some feedback please get in touch via our contact or catch up with us on ⁠⁠Instagram⁠⁠.And if you like what you hear, please share the love by clicking on the share button wherever you're listening and sending a link to someone who you think should hear this. 

Ask George on dental CPAs in practice ownership: tax planning, embezzlement prevention, deposit ratios, expense categories, and why operational KPIs matter more than accounting for growth.

Thinking about buying a practice? Learn how to avoid the “messy middle,” pick a ready-to-grow opportunity, and decide if you're built for ownership in today's market.

Growth doesn't always announce itself with big moves or fast wins. Often, it shows up through consistency, restraint, and a willingness to stay anchored when things get uncomfortable. Dr. Lona is joined by Dr. Pete Brettingen for an honest reflection on what growth has looked like across the seasons of his career, from early mentorship and philosophical grounding to scaling practices and leading teams. Together they explore how vision evolves, how discipline protects momentum, and why real growth tends to compound quietly over time rather than all at once.Key Highlights01:59 – Dr. Pete shares how early exposure to chiropractic philosophy shaped his identity before he ever entered chiropractic school.03:18 – The role of immersive experiences, travel, and proximity to strong mentors is explored as a foundation for long-term clarity.04:16 – Dr. Pete walks through a compressed season of personal and professional milestones that set the tone for rapid responsibility.05:25 – Expansion beyond a single office highlights the shift from solo execution to collaborative leadership.06:33 – Growth is reframed as something that touches family life, relationships, and capacity, not just business metrics.07:44 – The importance of a stable philosophical foundation is connected to resisting distraction and short-term trends.09:13 – Pete reflects on consistency as a strategic advantage in a profession filled with shifting models and shiny objects.10:20 – The conversation turns toward vision, patience, and the discipline required to build on proven systems.12:43 – Leadership responsibility expands as teams grow, requiring clearer articulation of purpose and direction.15:05 – Fear, capacity, and the reluctance to outgrow comfort zones are examined with honesty and perspective.17:20 – Leveraging people, systems, and shared vision is positioned as essential for scalability and longevity.18:22 – The episode closes with reflection on stewardship, mentorship, and building practices that support others along the way. Resources MentionedJoin the TRP Remarkable Attraction Immersion - Oct 10 and 11 in Phoenix, AZ and Oct 24 & 25 in Adelaide, AUS - https://theremarkablepractice.com/upcoming-events/ To schedule a Strategy Session with Dr Lona: https://go.oncehub.com/DrLonaBuildPodcastTo schedule a Strategy Session with Dr Bobby: https://go.oncehub.com/DrBobbyBuildPodcastLearn more about the Remarkable CEO Podcast: https://theremarkablepractice.com/podcast

Questions? Thoughts? Send a Text to The Optometry Money Podcast! We'll answer your question on the show.In this first-ever OD listener Q&A episode, we tackle seven questions covering practice ownership, retirement accounts, student loans, and tax strategy. From why your practice is your most important investment to navigating the backdoor Roth IRA maze, we break down what actually matters for ODs at different career stages.Submit Your Questions to the Podcast:Submit your questions for future Q&A episodes: OptometryWealth.com/podcastquestionListener Questions We Tackle:What can younger optometry practice owners do to build wealth in the first few years of ownership?How are "backdoor" Roth IRA contributions recorded on an optometrist's tax return?Why does a traditional IRA "ruin" the "backdoor" Roth IRA contribution for optometrists?Why is a 401(k) plan "better" for optometry practices than a SIMPLE IRA?Are owner's distributions from optometry practices taxable?Should optometrists pay down student loans or save for practice ownership?If an optometrist is on the PAYE plan for student loans, does he/she need to switch repayment plans due to the One Big Beautiful Bill Act?Episode Chapters[00:00:52] What can younger optometry practice owners do to build wealth in the first few years of ownership?[00:06:08] How are "backdoor" Roth IRA contributions recorded on an optometrist's tax return?[00:09:01] Why does a traditional IRA "ruin" the "backdoor" Roth IRA contribution for optometrists?[00:12:29] Why is a 401(k) plan "better" for optometry practices than a SIMPLE IRA?[00:17:25] Are owner's distributions from optometry practices taxable?[00:20:42] Should optometrists pay down student loans or save for practice ownership?[00:25:34] If an optometrist is on the PAYE plan for student loans, does he/she need to switch repayment plans due to the One Big Beautiful Bill Act?Resources MentionedSubmit your questions for future Q&A episodes: OptometryWealth.com/podcastquestionThe Optometry Money Podcast Ep 151: How Filing Taxes Separately Impacts Student Loan Outcomes for OptometristsThe Optometry Money Podcast Ep 143: How the Final One Big Beautiful Bill Act Impacts Optometrists – Taxes, Student Loans, and More!The Optometry Money Podcast Ep 68: Financial Planning Considerations When Preparing for Practice OwnershipThe Optometry Money Podcast Ep 69: Financial Planning Considerations for the Early Years of Practice OwnershipThe Optometry Money Podcast Ep 70: Financial Planning Considerations for Owners of Established Optometry PracticesThe Optometry Money Podcast Ep. 49: An Optometrist's Guide to Business EntitiesThe Optometry Money Podcast is dedicated to helping optometrists make better decisions around their money, careers, and practices. The show is hosted by Evon Mendrin, CFP®, CSLP®, owner of Optometry Wealth Advisors, a financial planning firm just for optometrists nationwide.

As therapists, most of us were never taught how to run a business—let alone how to manage money, payroll, hiring, or leadership in a way that's both ethical and sustainable.Licensed therapist and group practice owner Gordon Brewer and I talk openly about money mindset, generosity, boundaries, hiring mistakes, and what it really takes to create a financially sustainable group practice without burning yourself out or sacrificing quality of care.If you identify as a people-pleaser, an over-giver, or a “nice” leader who are quietly paying the price for unclear boundaries, this episode is for you.Gordon opens up about what didn't work when building his group practice, what had to change, and how learning to lead with clarity—rather than guilt—ultimately benefited both his team and his business.“Being kind means setting expectations and boundaries, so people know what to expect. Being nice often means avoiding those conversations—and that's where things fall apart.” — Gordon BrewerMistakes Made and Lessons Learned: Building a Sustainable Group PracticeGordon shares how over-giving with compensation, avoiding hard conversations, and underestimating the importance of clear financial systems led to stress and instability in his practice. Through hiring missteps, money mindset work, and implementing Profit First, he learned that sustainable leadership requires clarity, boundaries, and a willingness to course-correct.(00:04:16) Gordon's Journey to Owning a Group Practice and Hosting a Podcast(00:09:37) Sustainability Over Generosity: Lessons in Business(00:13:08) Navigating Money Stigma in Group Practice Ownership(00:17:51) Money Management and Hiring Lessons(00:20:05) How Boundaries and Values Shape Your Success with Finances(00:23:39) Parenting: Commands Disguised as Questions(00:27:03) Employee Benefits vs. Contracting(00:31:07) Planning for Financial Stability and Rebuilding a Sustainable Practice(00:36:43) How to Avoid Over-Giving in Your Private PracticeBuilding a Practice That's Generous and SustainableGordon's reflections highlight a truth I see again and again in my work with therapists: sustainability doesn't come from good intentions alone. It comes from aligning your values with clear business decisions, financial transparency, and leadership that supports everyone involved—including you.Key takeaways you can apply right now: Run the numbers before calling something “generous.”High splits, low fees, or extra perks aren't generous if they put your practice at risk. Sustainability is what allows generosity to continue.Being “nice” can quietly lead to burnout.Avoiding boundaries and hard conversations may feel compassionate in the moment, but it often creates resentment and instability over time.Kind leadership is clear leadership.Setting expectations upfront—and holding people to them—is one of the most respectful things you can do for your team.Money stories shape business decisions more than we realize.Beliefs about greed, selfishness, or worthiness often come from family or faith backgrounds and deserve to be examined—not blindly obeyed.It's never too late to course correct.Gordon's willingness to rebrand, rebuild systems, and restructure his business model created a healthier practice that better served everyone involved.If you're noticing patterns of over-giving, financial stress, or people-pleasing in your practice, I hope this episode helps you feel less alone—and more empowered to lead with clarity and confidence. Sustainable, ethical business decisions aren't a betrayal of your values. They're how you protect them.Ready to Improve your Business Money Skills?Are

If you're a dental practice owner that truly enjoys the clinical part of dentistry but would prefer not to be involved with many of the other facets of owning a practice you may want to look into a DPG, dental partnership group. DPGs will allow you to take some money off the table by selling a minority ownership in your practice. You remain the majority owner with full autonomy. To tell us all about it is Dr. Weston Spencer, Chief Dental Officer for SPP and a practicing general dentist in La Jolla, CA. Thanks to our episode sponsors: VOCO America - https://www.voco.dental/us/ NSK America - https://www.nskdental.com/

Send us a textThe Smarter Vet Financial Podcast welcomes Dr. Brent Mayabb, Global Chief Medical Officer at Royal Canin, for a candid conversation on purpose, communication, and leading across cultures. Brent shares how transparency and psychological safety help teams navigate hard cases, rising client expectations, and burnout risk. He offers a hopeful outlook for a new wave of private practice ownership and the leadership habits that make it work. Listen for practical takeaways and resources you can use with your team today.Smarter Vet Podcast-https://flveterinaryadvisors.com/smarter-vet-financial-podcast/Watch the no cost 5 part video course to review your finances and see where you could be doing better in your finances. 5 Foundational Steps to Financial Balance Video Course-http://series.flvetadvisors.com/Find out what you could be overlooking within your practice by taking our brief assessment Test My Personal Financial IQ-https://flveterinaryadvisors.com/personal-test/Sign up for a complimentary phone call to talk about how to get better use of all the cash inside your practice. Schedule a time-https://flveterinaryadvisors.com/contact-usCheck out our social media channels Facebook-https://facebook.com/flvetadvisors LinkedIn-https://linkedin.com/company/flvetadvisors YouTube-https://www.youtube.com/channel/UCAK-PzGDIch3vzKiAjWVrQQ 

In this episode: What does it take to start a specialty veterinary practice from scratch without burning out? Veterinary ophthalmologist Dr. Ben Bergstrom shares how he opened I-Vets in Nashville in October 2023 — from a real-estate snag to the systems he perfected early and the mission-aligned team he built. We also talk cataract surgery that restores sight, treating elephants up close, meeting clients in crisis, and how AI tools like ChatGPT are already helping practices work faster, document smarter, and protect team work-life balance.Guest: Dr. Ben Bergstrom is a board-certified veterinary ophthalmologist and founder of I-Vets, a specialty eye practice in Nashville, Tennessee, opened in October 2023. He earned his undergraduate and veterinary degrees from the University of Illinois, completed a rotating internship at the University of Georgia, and trained in a three-year ophthalmology residency at Purdue University. Dr. Bergstrom is passionate about restoring and protecting vision across species, supporting referring veterinarians, and using technology — including AI — to elevate patient care while building a practice culture that prioritizes sustainable, healthy teams.Key Points & Highlights:The 3 toughest startup challenges.Why communication before and after the exam room is the real growth lever in veterinary care.Where AI is already making a difference in practices (notes, after-hours support, front-desk load).Small culture shifts that protect teams from burnout in a high-pressure, high-volume world.Learn More About Weave:Curious about how Weave can transform your practice? Visit us at⁠⁠⁠⁠⁠⁠⁠ getweave.com⁠⁠⁠⁠⁠⁠⁠ to discover more about our services and how we can help you streamline your communications, enhance patient experience, and grow your business.Stay Connected:Don't miss out on any updates or insights. Follow us on social where we share groundbreaking ideas, cutting-edge practices, and insights into the future of healthcare. Connect with us to be part of the conversation that shapes tomorrow's healthcare landscape.Instagram:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠@getweave⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pinterest:⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠@getweave⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠@weavecommunications⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠@getweave⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Weave⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Happy Practice Newsletter:Join our community of professionals and sign up for the Happy Practice Newsletter. Get access to exclusive tips, tricks, and industry insights designed to help you build a happier, more successful practice. Sign up here:⁠⁠⁠https://tinyurl.com/as6p2ps8

When it comes to scaling smarter, not scattered, there are three mistakes owners make that hurt efficiency, profitability, and leadership. Kiera talks about how Dental A-Team helps practices simplify methods so that success is humming across all locations. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I hope you are having such an amazing day. Today is podcasting day and I actually did a little reel for you guys to come and enjoy getting ready for me on podcasting day. My husband and I, we did this funny thing when I got like amped myself up and we're like, I love my life. I love my job. I love podcasting. And I don't know if you guys have seen that little girl.   who does that where she gets so excited about life and it's like, I love my bed, I love my hot tub, I love my view. And truly I love all of you. And I'm just super excited to be here with you podcasting, to be talking about great things in dentistry. And today I think that this one's going out to our multi-practice owners. And these are three costly gaps that I've noticed within multi-practice ownership that really try to highlight some of the gaps because at the end of the day, the podcast was created   to help all dentists elevate, to help all of us rise, to positively impact the world of dentistry in the greatest way possible. And that's what we're about. That's what our mission is. That's what I'm about. And so today going out to those multi-practice owners, or for those of you thinking about multi-practice ownership and do you want to do this? do you want to like, what are some of these gaps that maybe could also impact solo practice owners? So at Dental A Team, do work with solo practice owners, multi-practice owners. We work with...   like from basically one million, you know, you're maybe at that 650, one million range, all the way up to that 10, 15, $20 million range as well for practices. And there is a no one size fits all in Dental A Team I'm very, very, very, very big on who we hire and who the people are within our company. And with our clients that this is your life. This is your dream. There is no ultimate destination that we're trying to get all of our practices to. There is no final   You've got to hit this in order to be excellent within Dental A Team. is what is your life? We have some owners that are working at two or three days a week. We have some owners that are working six days a week. We have some that want multi-practice ownership. have others that want solo practice ownership. We have some that are solo practitioners doing 4 million in one location of about six to seven operatories. We have others that are in multi-locations doing 2 million. So really there is a no one size fits all. It's more what do you want to be? And we call this the yes model. So where do you   personally and professionally want to be. stands for earnings to make sure you're profitable and S stands for systems and teams to support that. So really making sure that way you can say yes to your life, yes to the things you want in life. That's what we're about. So with that, like when you look at multi-practice ownership, it does not necessarily mean adding more profit. I've talked to several multi-practice owners that are actually making less money in multi-practice ownership than they are.   prior to expanding to multi locations. Think about it. You've got one location that's doing really well, the other one's not doing so well, well, your good one has to then support your not so cash flowing one. So sometimes it actually can be a lot more costly for you. And so for you to just realize that some of the ways that we can do this will actually impact solo practitioners. ⁓ And so the three things that we're gonna work on today are like,   things that hurt efficiency, they hurt profitability and they hurt leadership. So when we look at this, doing a deep dive on that, that's really what I want you to look at of like how you can scale smarter and not scattered because really with multi-practice ownership, I remember the day we opened our second location. Our first practice was doing, it was 500,000 to 2.4 million in nine months. And then we opened our second location and you better believe that it was like just adding more fuel to this already burning chaos fire. I think that's really, really clear. And I hope you heard that it was adding more fuel.   to the chaos fire, not to the profitable fire, but to the chaos fire. ⁓ And that was really, really, really struggling. ⁓ It was hard on me. It was hard on our practice. It was hard on the team. I was not showing up as a great manager. I was not showing up as a great ⁓ leader. I was not showing up as a great partner. ⁓ I was not showing up great in my marriage. It was like literally just trying to swim through and feel like I was trying to survive rather than doing it smart. And so that's something really big that we've been wanting to do for all of you is   to give you this smarter way. Dental A Team was really here for you. It was built by people who are just like you, who have been in your shoes, they don't just understand you, but have actually been in your shoes, who's walked the walk, talked the talk, and we've done it very successfully. So I love to help offices. Hopefully we're helping you. ⁓ And if you love this podcast, please be sure to like it, start, share it, because that's how we're able to help and influence more people. number one, the biggest number one miss is no centralized operations. So that means ⁓ we don't...   we don't have a central plan and instead our practices are individual islands. This was very much my practices. We had our one and it was doing certain things and we had our second one and it was not doing certain things. And so going from each practice felt like I was going to multiple different locations, multi different pieces and that really gets hard. And so we have inconsistent systems which means we have unpredictable outcomes. And then on that, like we did not have a set way that we'd schedule. So we'd schedule one way at our first location another way at our second location.   Our billing was not the same. The way we were insurance verifying, our fee schedules weren't even the same because we were in two different cities. And so we had different fee schedules. ⁓ Reporting was not the same. We did not have leaders in both practices. We did not have SOPs that could scale. Like truly our operations manual was not done and we just thought buy another practice and let's go through this. Rather than having a set standard, and this is something I'm really big on when people want to go to multi-practice ownership or they're already in multi-practice ownership. This is really where we start. There's a practice that we're working with and   I think about them, were, the solo doctor was running around to every single location, trying to out-produce the problems instead of fixing the problems at the base level. And that's going to be through this of like centralized systems and getting systems in place and like having our scheduling and our billing and our cashflow consistent and looking at each of the individual practices ⁓ to make sure that they are centralized. And so when we work with multi-locations,   What we do is we actually simplify it down. So you don't necessarily have to have centralized billing or scheduling like right away. Once you get to that four or five, usually it's very recommended to have centralized billing or I've got some practices that are multi like it's one location, but they have about 15 to 17 operatories. Well, that does count in my opinion as multi ops, multi practices, cause a lot of times multi practices are like five ops or more. So you think about a 15 op practice that's like three practices, but just under one roof.   So even in this larger practice, I often recommend we start to centralizing. So we have a set standard of how we're doing billing. We have different reporting metrics. You've got to have the KPIs. We've got to have the set system. So what we started to do is we standardized the operatories. So all ops are the same. We standardized how we're scheduling. We're all in the same softwares. We have an SOP. So we've got our front office, our back office teams, and we do the exact same way. So how we're doing it. We had both practices auditing each other so that we standards were not getting missed and it wasn't.   Well, this practice does it this way and this one does it this way. No, we're trying to make these standardized. that way, again, it's not so that way we can't have our own flare and variety at the different locations, but it's so that way when practices show up and doctors show up, we're actually able to be efficient and effective because we're able to have it be the same. It's like, could you imagine ⁓ if your practices were like everybody's varying different houses? So the way I put my silverware in my house might be very different than where you put your silverware in your house.   So just imagine we've got five different houses, how much easier it would be if we all walk in and we all agree that silverware goes to the right of the dishwasher. Well, now, no matter where the dishwasher is placed in a house, we know silverware will always be to the right of the dishwasher. Just like when we walk into an operatory, we always know that the ⁓ disposable, so our gauze, our cotton, is always to the right of X. It all practices. So as much as we can get them similar, so that way it's just more efficient, it's more streamlined, everything is working together rather than against each other.   but truly getting centralized operations in multi-operatories or multi-locations is going to be one of the biggest ways to cut costs, to save time, and to make it more efficient for a better patient care all the way around the board. So really look at your practice and see, do we have inconsistent systems? Are we doing things differently? Do we have different flares and flavors? Do we have like five different houses within our multi-practice ownership? And what could we do to unify it across all of the practices this quarter? And usually when I'm starting with an office,   I'm going to look for the scheduling because that's usually the fastest. Then the operatories will be my next piece that I'm going to go for. And then after that, we're going to go into our billing tactics and making sure that goes into it, which leads me right into point number two. And this is gap number two and it's profit per location is not being tracked. A lot of times when people get multipractices, what they do is they just keep it all under one tax ID number. I understand your reasoning. I did that when I started my multiple businesses. It actually gets really hairy scary. And so ⁓   Yes, like let's untangle this. I'm not a CPA. My job is not to be giving you financial advice. My job is just to help you as a consultant. We pair really well with CPAs. And so miss number two is when we don't have profit being tracked per location, but overall as total revenue, but not knowing which practice is profitable and which practice is struggling. That's a really, really, really big miss as a practice. So helping you just understand that you've got to a hundred percent.   make sure we're looking at the profitability and breaking it apart. So each practice has its own tax ID number. Yes, this is annoying. Yes, you have to fix the billing pieces for it, but each practice needs to be treated like its own individual business unit. within the bigger whole. So it's like we have the same standards, we have the same operatory setup, we have the same softwares, we have the same billing tactics, but what we have is we make sure each practice is profitable.   So we know how much are we paying for all the fixed versus variable costs and we're tracking those within each location. When team members travel between each location, they're actually paid out of two separate entities. So they could be technically putting in more than 40 hours, but if they're only putting 20 hours here and 30 hours here, technically that's not over time. It's like working two different jobs. Now you have to be careful with that to make sure that those employees are not overworked.   But making sure that like when I've got team members going to multi locations, I am tracking it per location. I am tracking it per practice. When I've got regional managers separating out that regional manager salary amongst all the locations to make sure is this practical profitable? And if not, what are the underperformers? What are the root causes? How can I get this profitable? Can we do block scheduling in there? Can I work on my costs? I've got two practices right now and their rent is much higher in one location. Well, if I've got higher rent over there and higher costs,   I have to produce more in that practice than I do. So I can't have the exact same block scheduling in both locations. I can still block schedule similarly, but I have to make sure that I'm hitting my correct overhead percentages and that each practice is profitable. We have separate credit cards for each location. So we're ordering on those separate credit cards. So it is per location. We have different bank accounts for each location. So the money's coming in so we can see what it is. And what's crazy is when offices actually do this, what they find is   they're actually able to quickly identify what the root causes of that practice. They're able to bring it up to par. like one practice, they're losing money due to not having hygiene reappointments in there. So like the hygiene team is not as profitable as they should be. So we laser focus in on that. We fix the systems across the board, but we laser focus on the practice that's struggling. And we're actually able to boost them by 400,000 per year just by fixing that one small problem, because we're not looking at the organization as a whole. Yes, you do need to look at the organization as a whole.   but you do need to like scope it down to how each practice is performing. And this should be weekly, monthly, quarterly to then assess how we're doing. ⁓ When people get into multi level DSOs, you better believe they're looking at their top performers and their lower performance. And a lot of times they cut those lower performing offices out because that's hurting their overall profitability of the business. So many offices have really high producing practices and they're dumping it to go save the other ones. Just like thinking about a real estate portfolio.   they're looking and rebalancing those portfolios, but for you to rebalance it is to make sure you're tracking the profit per location and we're fixing the issues at the base root problem. ⁓ And so really what it should be is you should A, make sure you're running them individually, B, do a P &L by location and let's figure out where our gaps are within the finances to see how can I make each location profitable and set that as the target as the goal for your regional, for your office managers.   This is the goal per location. I work with an office and we have six locations that we go to quarterly. And we are looking at their scorecards every single week, every single practice. And then we look collectively at the whole to make sure organization as a whole is profitable. Yes, when we started new and of course we're going to be dumping money into it. But the goal is for that new practice to be profitable. Six months to one year max is when they need to start breaking profit. And so when teams know this, when office managers know this, what happens is the whole   portfolio actually does better and the businesses are running much more effectively, efficiently with better patient care, better team awareness all around. So that's miss number two, ⁓ gap number two. Miss number three is not having consistent accountability. So when you have it, oftentimes it's just this chaos. Like I said, like we're adding more fuel to a chaos burning fire. And so ⁓ when we have that there's no roles, there's no structured check-ins, there's...   It just feels like hope and pray. And then we're trying to like get the profitability margins. We're trying to do all those pieces. So we've got to have cadences in there of weekly calls, having weekly scorecards and quarterly reviews. ⁓ And so when you have leaders at each location, what they do is they, get all office managers together on a weekly call. They look at the scorecards for their practices. They look cross company so they can look at all the other offices. So if I'm struggling with a profitability, but this office over here is doing really well.   office managers sync up, let's have you two work together, let's have you see what you're doing differently. That way everybody's able to be profitable. So that really helps. And then you empower all the leaders to own their KPIs and report back. So they're owning their teams, they're owning their departments, they're owning the profitability of their practice. And then this way we're able to have metrics that are the same across all locations. So having a set scorecard that's used, when we do it within our company, we have practice A, practice B, practice C.   Right now I've got an office I'm thinking of and practice A is super profitable and practice B is not. And they're just looking at it collectively as a whole versus saying, my gosh, we've got to get like practice B profitable. Practice B is not producing and it's not collecting what it should be. A lot of times also that profitability margin is hurting because we're not collecting. And so one practice is very much collecting, paying for the other practice, but it's just due to broken systems and not having that O-M responsible. And it's because we're spread across trying to be   ⁓ efficient, which is true, but we have to have individualized centralized accountability frameworks in each location. So it reports up. People know who's ultimately responsible for that practice for the different pieces, rather than it being we're all responsible for everything. That means nothing is actually truly being tracked. So ⁓ when we've implemented these scorecards across practices, usually what you start to see is you see an increase in profitability, an increase in collections, an increase in case acceptance, because everybody's looking   Like we're looking side to side, it's like Sudoku. I'm looking to see how am I comparing with my other practices and how can I get the support where I'm struggling? And then you also start to create cohesiveness as a unity. You start to create cross collaboration. And this is a huge, huge, huge mess in multi-practice ownership and even in bigger practices. So when you look at this and you have that weekly reporting rhythm, you have this weekly accountability, and then you start to empower your leaders to meet with their team members once a month.   and then have quarterly cadences where we're looking to see how we're doing, you start to see teams rise up. Because now it's like, great, we know what the scoreboard is. We know what we're aiming for. know everybody knows what they're accountable for. There's no more of this confusion of what should we be doing or should my practice do this, but your practice doesn't. You try to get them as standardized as possible. And what I will tell you is working with multiple multi-practice owners, this is not a dream. This is a reality that you should be striving for and that you can do. I love to work with Mac.   multi-practice owners because I love to take the chaos and turn it into simplicity. I love to help you see which like it's like a ball of yarn and you're like, my gosh, like pull this string or pull this string or pull that string. And like, we don't know how to untangle what we've created. And so doing these three misses of not having centralized operations. So making sure we're centralized across the board, making sure each practice is profitable and then having accountability across the board. When you streamline those across all your locations,   instantly things get better. Scaling is not great when it's chaos. Scaling is great when it's tightened, when it's predictable, and when it's consistent. That's when it becomes fun. That's when it becomes fun to be multi-practice honored, but it is not fun when it is the chaos. And so when we do this, this is something that I'm obsessed with. This is something I love to help offices. This is where I love to help regional managers figure out how to do this because a lot of times they don't even know. They've never done it before. They've just been a great office manager and doing one baby versus five babies.   We all know as parents and siblings and aunts and uncles, we know that one baby is a lot easier than five babies. However, five babies can actually be easier on certain levels when we have set standards and we have set processes and we have set things in place and we've got rhythms and we've got routines that actually sometimes can be easier than just one because it forces you to actually rise up. It forces you to be better than what you've been. And so with this, just know these are some of the three big gaps that we see in multi-practice ownership or large practice ownership.   These are some of the areas that we really expert help. And hopefully for you to just have a quick like checklist of like, where am I doing on my standardized ops? How am I doing on profitability of each location? And how am I doing on accountability, KPI tracking, scorecard accountability, weekly check-ins, implementing just a few of these things will radically help you. But sometimes it's so hard to lift your head up out of the bubble when you're living in the bubble. And so if you're struggling with that, reach out.   Like let's just have a conversation. Let's see if we're a right fit. If nothing else, we'll give you a lot of gaps, a lot of tools, a lot of tips and help you out. reach out, Hello@TheDentalATeam.com. Go to our website, TheDentalATeam.com and click on the book of call. This is what we do. We create structure for scale, clarity for leaders and profit for every location. Like that is what our obsession is. And so I'd love to help you out. As always, just know dentistry is the greatest place we could ever possibly be in. We are so blessed to be a part of dentistry.   And I just want you to remember like if multi-practice ownership or larger practice ownerships on the horizon, these are things to do. If you're already in the weeds of it, you know, it's a lot harder to actually do than you thought it was. And so reach out. There's no reason to do this alone. The industry is hard as it is. So there's no reason to do this alone. Reach out. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

In this episode of Teeth Matter, host Ellie Halabian interviews Alan Withall (@newyorkdentalconsultant), a senior sales consultant at Henry Schein (@henryschein), who shares his expertise on helping dentists start and manage successful dental practices. Alan discusses his role in the industry, the importance of building strong relationships, and the common challenges dentists face when starting their own practices. He also highlights the significance of marketing and offers insights into the misconceptions about practice ownership.Keywords: Dental Practice Startup, Practice Management, Marketing, Dental Industry Challenges, Practice Ownership, Entrepreneurship_______Don't miss out on these deals: Prioritize your wellness—shop my daily essentials here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://teethmatterpod.com/store⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠COCOFLOSS - Use code TM20 to get 20% off ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://cocofloss.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ FIGS - Use referral code to get 20% off ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://fbuy.io/figs/elliehalabian⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠If you want to join the conversation about the realities of dentistry, follow: Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@_teethmatter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ellie Halabian⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠__________________________If you enjoy the podcast, subscribe and rate ⭐️. If you think a friend will enjoy it, please share it with them.

High achievers don't need a sabbatical to reset. In this conversation, Dr. Eric Recker gives dentists tiny, repeatable “micro moments” that lower stress, restore clarity, and help you keep showing up strong.

** Set yourself up for financial success with Twinleaf Financial Advisors: ⁠https://www.twinleafadv.com/⁠ or or text 321-521-3133 for a free consultation. Two dentists sit to discuss what can be learned from different practice models and shed light on some challenges that new grad dentists will face. Dr. Thanh dives deep into his journey in dentistry, from his education to his experiences in various practice models, and ultimately to his entrepreneurial ventures in starting his own dental practices. They explore the impact of social media on the dental profession, the importance of work-life balance, and the challenges of being a parent while managing multiple businesses. Dr. Thanh shares valuable insights for new dentists, emphasizing the need for self-reflection and defining personal success.Dr. Thahn's page: https://www.tiktok.com/@thanh_from_dentalschoolEngage with the podcast on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dentaldownloadpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Haley's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dr.haley.dds⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Haley's TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@dr.haley.dds?lang=en⁠⁠⁠Keywordsdentistry, social media, dental practice, work-life balance, entrepreneurship, new dentists, dental practice models, Nashville dentist, DSO, family life in dentistry, medicaid dentist, dental startup, tiktok dentist

When the suction stopped and the power went out, Dr. Maggie Augustyn could have panicked. Instead, she found herself in the basement of her 1886 dental office facing a literal life-or-death decision to flip the breaker and restore power. What happened next wasn't just a fix to a technical problem, it was a moment that revealed what true leadership looks like under pressure.

In this episode, host David Mandell welcomes back attorney Jason Greis for his third appearance. Jason, a healthcare business attorney with extensive experience advising physician practices, discusses one of the most pressing issues for independent groups today: physician compensation models and partnership structures. With generational shifts and economic realities reshaping the field, many practices are rethinking what it means to become a partner and how to fairly compensate both younger and senior physicians. Jason explains how compensation models have evolved from the 1980s and 1990s to today. Younger physicians increasingly favor employment arrangements with health systems over partnership tracks, which creates challenges for groups that need to recruit. To compete, practices must clearly articulate the benefits of partnership—including higher long-term compensation, decision-making authority, and ancillary investment opportunities—while balancing the responsibilities and risks that come with ownership. He outlines the growing popularity of three-tiered structures (associate, non-equity partner, equity partner) as a way to create flexibility and manage risk tolerance. The conversation also explores buy-in and buy-out models, the shift away from high dollar amounts, and the trend toward productivity-based (“eat what you kill”) compensation rather than common pot models. Jason highlights potential red flags, including outdated “founder's models” that rely on new doctors funding senior physicians' retirements, which often result in disputes. He emphasizes the need for practices to proactively revisit their structures—ideally years in advance of retirements or potential sales—to remain competitive, avoid pitfalls, and position themselves for long-term success. Learn more, including additional show notes, links, and detailed key takeaways, by visiting physicianswealthpodcast.com. Click here to get your FREE copy of our latest book, Wealth Strategies for Today's Physician!

Most dentists grind themselves into the ground, believing freedom only comes after a big sale. After scaling a $6 million practice, selling to a DSO, and nearly torching his relationships in the process, Dr. Paul Etchison discovered that real freedom isn't about early retirement. Now the bestselling author of Dental Practice Heroes, a coach, and a podcast host, he shows how any dentist—whether solo or scaling—can build a business that thrives without their constant presence. If you like this episode, here are more episodes we think you'll enjoy: Ep #554 – From Clinician to Executive: The Playbook for Scaling Dental Practices - Emmet Scott Ep #549 - Lessons on Ownership, Mindset & Money For Practice Owners and New Dental Grads – Mike Abernathy Check out the show notes for more information! P.S. Whenever you're ready, here are some other ways I can help fast track you to your Freedom goal (you're closer than you think): 1. Schedule a Call with My Team: If you'd like to replace your active practice income with passive investment income within 2-3 years, and you have at least 1M in available capital (can include residential/practice equity or practice sale), then schedule a call with my team. If it looks like there is a mutual fit, you'll have the opportunity to attend one of our upcoming member events as a guest. 2. Get Your Dentist Retirement Survival Guide: The winds of economic change are here, and now is the time to move to higher ground. This guide gives you the steps to protect your retirement, your family, and your peace of mind. Get the 25-point checklist here. 3. Get Your Free Retirement Scorecard: Benchmark your retirement and wealth-building against hundreds of other practice professionals, and get personalized feedback on your biggest opportunities and leverage points. Click here to take the 3 minute assessment and get your scorecard.

In this episode of Ask George, Richard and George discuss the difficult decisions that come with dental practice ownership. They cover real-life examples of failed partnerships, premature hiring, and costly expansions, offering insights on how to navigate and recover from these challenges.

In this episode of Dental Unfiltered, hosts Matt Brown and Dr. Andrew Vallo sit down with Dr. Alexandra Kantor and Dr. Eric Appelsies, co-hosts of the podcast Just a Couple of Dentists, to discuss their distinctive journey in dental practice ownership. The conversation highlights the realities dental professionals face, including the decision to step away from multi-practice ownership due to burnout. The group reflects on how COVID-19 shifted marketing strategies and underscores the importance of seeking professional advice and managing the emotional demands of ownership. The episode wraps with a focus on the challenges of growing a practice, the responsibilities of selling one, and the importance of strong leadership and communication in creating a thriving dental business.

Why do so many chiropractors push for higher patient volume, only to find themselves burned out and financially unstable? In this episode, Dr. Lauryn sits down with Dr. Carly Swift to uncover the truth behind practice profitability and why focusing on numbers alone often leads to disaster. Carly's story of near-bankruptcy, followed by a complete financial turnaround, will challenge you to rethink what success in practice ownership really looks like.Together, Lauryn and Carly dive into the myths that keep chiropractors stuck in survival mode, the emotional roadblocks around budgeting, and the power of setting prices that reflect your true value. Carly shares how she shifted from people-pleasing decisions to data-driven strategies, building a more sustainable and thriving clinic in the process. If you've ever felt like you're working harder but not seeing the financial results you deserve, this conversation is your wake-up call.Key Takeaways:Profitability is not about volume—it's about knowing your numbers and pricing your services correctly.Budgeting isn't restrictive; it's a roadmap that protects your practice and reveals hidden opportunities.Transparency around money stories and financial missteps can empower chiropractors to build healthier businesses.Shifting from people-pleasing to data-driven decisions is the key to long-term sustainability and freedom.About the Guest:Dr. Carly Swift is a chiropractor, entrepreneur, and budgeting coach dedicated to helping holistic practitioners take control of their finances. After building a successful practice and nearly losing everything to a failed expansion, Carly discovered the importance of budgeting, profitability, and data-driven decision-making. Now, she empowers wellness entrepreneurs to stop undercharging, set sustainable prices, and run businesses that can truly serve their communities for the long haul.Get Carly's FREE budget sheet to help your business find profitabilityFollow Carly on InstagramResources:Join The Uncharted CEO: An 8-week immersive experience for clinic owners designed to increase revenue, maximize profits, and build cash flow systems that create freedom NOW, not at 65. Not sure if The Uncharted CEO is right for you? Take the quiz and find out!Join The Uncharted Collective: A Membership for Healthcare Professionals to Build a Profitable Personal Brand in Just 2 Hours a WeekFollow She Slays on YouTube to watch video versions of the show and get additional content!Sign up for the Weekly Slay newsletter!Follow She Slays and Dr. Lauryn: Instagram | X | LinkedIn | Facebook#PracticeProfitability #ChiropracticSuccess #ChiropracticBusiness #MoneyMindset...

Is Practice Ownership worth the stress?  What's the most difficult thing you have to do as a practice owner?  Thinking about starting your own squat practice? How long does it really take before you see profit, and what sacrifices do you need to make along the way? In this episode, Jaz is joined by Dr. Shabnam Zai to unpack the real highs and lows of running a dental practice. From the loss of control as an associate, to the resilience needed during COVID, to the challenges of leadership and managing a team—nothing is sugar-coated here. They also tackle the big money question: when does a squat practice finally become profitable, and is it worth the grind in those first few years? If you've ever wondered whether practice ownership is for you—or why it might not be—this episode will give you the clarity (and reality check) you need. https://youtu.be/Tf1bgOWMA2A Watch PDP237 on Youtube Protrusive Dental Pearl: “DO NOT COMPARE YOUR WORK TO WHAT YOU SEE ON SOCIAL MEDIA” Most cases shown online are the very best results, done under perfect conditions by clinicians with thousands of hours of experience.  Instead of letting that trigger self-doubt or imposter syndrome, use it as inspiration: respect it, aspire toward it, and occasionally achieve it — but remember that real-world dentistry is different. Key Takeaways Engagement in work is crucial for job satisfaction. Time management is essential for balancing work and family. Marketing and patient relationships are vital for practice growth. Quality time with family is more important than quantity. Coaching can help surface potential and provide accountability. Delegation is essential for effective practice management. Vulnerability can arise unexpectedly in practice ownership. Managing people requires empathy and clear communication. Being an associate can be fulfilling and offers flexibility. It's important to have projects outside of dentistry. Balancing family life with practice ownership is challenging but possible. Financial planning is crucial before starting a practice. Understanding your priorities helps in making career decisions. Documenting staff performance is key to effective management. Continuous learning and self-improvement are vital for success. Highlights of this episode: 0000 Teaser 00:25 Intro 06:10: Guest Introduction – Dr. Shabnam Zai 08:38 Journey into Dentistry and Practice Ownership 15:08 Practice Philosophy and Security 16:33 Decision Making and Growth 19:10 Hardest Part of Being a Practice Owner 24:30 Balancing Parenthood and Dentistry 26:10 Coaching and Supporting Others 30:44 Compliance and Personality Types 34:15 Compliance and Personality Types 35:55 Navigating Career Vulnerability During COVID-19 37:06 The Importance of Self-Awareness and Managing People 40:07 The Forever Associate Trend 43:01 Projects vs Goals 48:33 Balancing Parenthood and Professional Growth 50:47 Financial Considerations for Starting a Practice 59:05 Final Thoughts and Mentorship Opportunities 59:42 Outro Enjoyed this episode? You might also like Treatment Co-Ordinators – Are They Right For Your Practice? – IC043 #PDPMainEpisodes #CareerDevelopment #BeyondDentistry Connect with Dr. Shabnam:Website → shabnamzai.comInstagram → @drshabnamzai This episode is eligible for 1 CE credit via the quiz on Protrusive Guidance.  This episode meets GDC Outcomes: B: Effective management of self and working with others in the dental team. AGD Subject Code: 550 PRACTICE MANAGEMENT AND HUMAN RELATIONS Aim: To provide dentists with an honest, practical insight into practice ownership—particularly squat practices—covering the challenges, rewards, financial realities, and mindset shifts needed for success. Dentists will be able to - Explain the main motivations for becoming a practice owner versus remaining an associate. 2.

In this episode of The Dental Download Podcast, Dr. Daniela Eversgerd shares her journey from growing up with a pediatric dentist mom to running her own successful cosmetic dental practice in Louisiana. She opens up about her passion for cosmetic dentistry and aesthetics, the role of mentorship and consulting in shaping her career, and how she balances being both a dentist and a mom.Dr. Eversgerd also discusses how Ozempic and other GLP-1 medications are impacting patients' oral health, why collaboration with dental specialists is crucial for optimal patient care, and how social media and word-of-mouth marketing have fueled her practice's growth.Whether you're an aspiring dentist or already practicing, this episode is packed with insights on building a dental career that aligns with your goals, mastering the business side of dentistry, and staying ahead of modern health trends affecting your patients.Dr. Daniela's IG: https://www.instagram.com/alluredentalhealth/Engage with the podcast on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dentaldownloadpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Haley's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dr.haley.dds⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Haley's TikTok: ⁠⁠⁠https://www.tiktok.com/@dr.haley.dds?lang=en⁠

My guest today is John Marvin, former President of TSO (Texas State Optical). John joins me to talk about two intertwined issues reshaping private-practice optometry: the accelerating influence of private equity and the growing challenge of recruiting—and retaining—enough ODs to meet patient demand. We explore the cultural and financial trade-offs of PE consolidation, the shifting career aspirations of new graduates, and practical ways independent practices can protect their culture, stay competitive, and thrive.   As a reminder, you can get all the information discussed in today's conversation by visiting our website at integratedpwm.com and clicking on the Learning Center. While there, be sure to subscribe to our monthly “planning life on purpose” newsletter that's filled with tips and ideas to help you plan your best life, on purpose. You can also set up a Triage conversation to learn a little bit more about how we serve in the capacity of a personal and professional CFO: helping OD practice owners around the country reduce their tax bill, proactively manage cash flow, and make prudent investment decisions both in and out of their practice to ultimately help them live their best life on purpose. If you're interested in learning more about the 20/20 Money Financial Success Masterclass, a course & platform that we created to help ODs become “brilliant at the financial basics,” or are interested in learning more about how OD Masterminds creates space for real conversations, real accountability, and real growth, please check out the link in the show notes of this episode to learn more.   And with that introduction, I hope you enjoy my conversation with John Marvin.   Resources: 20/20 Money Ultimate Financial Success Masterclass OD Mastermind Interest Form 20/20 Money Episode #297 – Thoughts and opinions on the state & future of private practice optometry from the president of a $110 million optometry organization: a conversation with John Marvin, President of Texas State Optical 20/20 Money #336 – My “Frankenstein:” how I would assemble the perfect optometry practice     ————————————————————————————— Please rate and subscribe to 20/20 Money on these platforms Apple Podcasts Spotify ————————————————————————————— For past episodes of 20/20 Money with full companion show notes, please check out our episode archive here!

Being a dentist isn't easy, and neither is being an entrepreneur. In this episode, Kirk Behrendt brings in Dr. Jeff Henneberg, co-founder of Smile Source Spokane, to share his path from being an educator to entrepreneurship and offer his words of wisdom and encouragement for current and future practice owners. To learn the essential tools and skills of entrepreneurship, listen to Episode 924 of The Best Practices Show!Learn More About Dr. Henneberg:Join Dr. Henneberg on Facebook: https://www.facebook.com/smilesourcespokaneFollow Dr. Henneberg on Instagram: https://www.instagram.com/smilespokanenorthLearn more about Smile Source Spokane: https://www.smilesourcespokane.comMore 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 924: https://www.youtube.com/@actdental/videosMain Takeaways:Entrepreneurship is a learnable skill, not something innate.Whether it's Smile Source or not, find a community to be a part of.Balance your time and your life. It will make you a better human being.Keep on giving. It's when you're giving that you'll feel like you're truly living.Figure out who you are and what is important to you about the role of dentistry.Snippets:0:00 Introduction.1:40 Dr. Henneberg's background and what pulled him into dentistry.11:12 Can entrepreneurship be taught?12:42 Bumps in the road and lessons learned.19:26 The community of Smile Source.22:08 The dark side of entrepreneurship.25:08 The importance of finding a community.27:50 Figure out who you are.30:11 More bumps in the road and lessons learned.34:03 The future for Dr. Henneberg.36:04 The importance of controlling your time.40:57 Final thoughts.Dr. Jeff Henneberg Bio:Dr....

More resources? ----------------------- Watch Full Episodes in my YouTube channel! https://youtube.com/@drtjahn ---------------------- Get Your Free Copy of my book, "Podiatry Profits Book: Crafting A Seven-Figure Lifestyle Practice" to grow your podiatry practice. You just cover the shipping: https://www.podiatryprofitsbook.com ---------------------- Do you want to build your dream private practice without the hassles of insurance networks? Then schedule a FREE 45-min Strategy Session with me. We will dive to look at your current practice and I will provide you with a crystal game plan for you: https://drtjahn.com/the-profit-accelerator-session/ ---------------------- I've created this EXCLUSIVE Private Facebook Group community of like-minded podiatrists who are coming together to build their DREAM PRIVATE PRACTICE, and FREE to join!! https://www.facebook.com/groups/podiatryprofits

If you're navigating the complexities of staff dynamics, practice transitions, or rapid DSO growth—this episode is for you. Because here's the truth: hope is not a strategy. And when it comes to managing workplace conflict, ignoring the problem won't make it go away—it just costs you more. To break this down, I've invited Dina Lynch Eisenberg, Esq., a nationally recognized ombuds and conflict resolution consultant, to the show. Dina brings decades of cross-industry experience—from Coca-Cola and Twitter to DSOs and private practices. She specializes in resolving internal conflict, protecting team culture, and preventing silent turnover. In this episode, Dina and I discuss: What an ombuds actually is—and why every growing practice should consider working with one The hidden costs of unresolved team tension, from failed associate retention to lost productivity How DSOs can better support both legacy staff and new acquisitions during transitions Why HR alone isn't enough—and how the neutrality of an ombuds creates psychological safety Practical strategies for conflict prevention, including conflict style assessments and mediation training The powerful shift from "culture" to "community"—and how that reframes your leadership Whether you're managing five locations or fifty, this episode will help you take a hard look at your organizational health—and give you tools to proactively strengthen it. — Key Takeaways 00:42 Introduction and Event Announcement 03:30 Understanding the Role of an Ombuds 05:43 Dina's Journey into Dentistry 10:00 Common Conflicts in Dental Practices 15:14 The Impact of Ignoring Conflicts 18:40 Ombuds vs. HR: Understanding the Differences 21:18 Ombuds Engagement: Temporary vs. Long-term 24:33 The Cost of Unresolved Conflict 27:10 Organizational Health in Dental Practices 28:31 Lightning Round Q&A 32:40 Conclusion and Contact Information   — Connect with Dina LinkedIn: Dina Lynch Eisenberg Email: hello@happypracticeconsulting.com Resource: Self-Assessment for DSO Leaders    — Learn proven dental marketing strategies and online reputation management techniques at DrLenTau.com. This podcast is sponsored by Dental Intelligence. Learn more here. This podcast is sponsored by The Doc Sites, the leading provider of websites and online marketing for dentists. Find out more here. Raving Patients Podcast is your go-to place for the latest and best dental marketing strategies that will help you skyrocket your practice. Follow us for more!

This episode is sponsored by: My Financial Coach You trained to save lives who's helping you save your financial future? My Financial Coach connects physicians with CFP® Professionals who specialize in your complex needs. Whether it's crushing student loans, optimizing investments, or planning for retirement, you'll get a personalized strategy built around your goals. Save for a vacation home, fund your child's education, or prepare for life's surprises—with unbiased, advice-only planning through a flat monthly fee. No commissions. No conflicts. Just clarity. Visit: https://myfinancialcoach.com/bootstrapmd/ to meet your financial coach and find out if concierge planning is right for you. ____________ Dr. Mike Woo-Ming interviews Enpo Tu, COO of My Financial Coach, to discuss how physicians can avoid common financial missteps while building long-term wealth. Enpo explains the challenges physicians face around health insurance, tax planning, business structures, and financial advising, and how My Financial Coach provides unbiased, subscription-based financial planning without commissions or product sales. Together, they cover how to set up your business with an exit strategy in mind, when and why to create an LLC or S-corp, and how to vet whether your CPA is providing real value. Enpo also shares how My Financial Coach acts as "primary care for your finances," identifying early warning signs and coordinating with vetted experts across legal, tax, and investment disciplines. Three Actionable Takeaways: Start with the end in mind: Are you building to sell, building a legacy, or creating a personal income engine? Check whether you're taking only the standard deduction—if so, ask what your CPA is really doing for you. Focus on optimizing your taxes now for guaranteed returns, rather than worrying about what the markets or government may do. About the Guest: Enpo Tu is Chief Operating Officer at My Financial Coach, where he leads an education-first, process-driven financial coaching model tailored for physicians and high-net-worth professionals. With designations including CFP®, ChFC®, CLU®, CAP®, RICP®, and an MSFS degree, Enpo brings expertise across financial planning, insurance, estate, and retirement planning. Beyond his advisory work, he has led SEO and marketing strategies that have positioned My Financial Coach as a leading resource in the financial coaching space. Enpo regularly speaks and writes on topics such as physician finances, tax efficiency, entity structures, and practice ownership.

Check out all of dvm360's conference coverage here. Adam Conroy, DVM, graduated from University of Illinois Vet Med in 2005. He owned and operated 8+ practices – 20 yrs of leadership,mentorship business experience Cofounded 2 companies (Vet Mentor Solutions :  7S Society (facilitate practice ownership). Conroy is VP of Medical Recruiting for MVP  (2020 to merger with SVP), VP of Clinical Operations Livewell (MVP/SVP), and a national speaker He is married with 2 kids and 3 dogs, Otter the Labroador and Frenchies Tug and Hudson. 

Explore the essential steps to securing financing for your dental practice with Richard Low, Steve Steinbrunner, and Brian Carroll from Provide. From liquidity requirements to real estate expansion, this episode outlines best practices for both startups and acquisitions—plus details on the July Pathway to Practice Ownership event. Check out our events page https://sharedpractices.com/events/ for more details.

In today's VETgirl online veterinary continuing education podcast, Brian Cavanaugh, co-founder and partner at VetValue talks about the importance of planning practice ownership exit transitions. A successful transition away from practice ownership involves more than just deciding to 'sell my practice.' Tune in to learn about resources available to you as you explore and navigate your next transition!Sponsored By: VetValue

In today's VETgirl online veterinary continuing education podcast, Brian Cavanaugh, co-founder and partner at VetValue talks about the importance of planning practice ownership exit transitions. A successful transition away from practice ownership involves more than just deciding to 'sell my practice.' Tune in to learn about resources available to you as you explore and navigate your next transition!Sponsored By: VetValue

In the Dental Success Network and Dental Success Institute, hitting black belt status means achieving 50% take-home revenue as a practice owner. But how do you get there? Today, Dr. Killeen breaks down the key overhead targets—from staff costs to supplies and labs—that make this level of profitability possible. If you're not at 50% yet, don't worry. Tune in for practical steps to optimize expenses, improve efficiency, and move closer to financial mastery in your practice!

Building a systemized dental practice can feel like chipping away at solid rock—slow, exhausting, and sometimes discouraging. Today, Dr. Killeen shares the story of Robber's Cave in Lincoln, NE, and how one man's relentless effort to dig it out mirrors the journey of practice ownership. Progress may be slow, but with the right tools, you can speed it up. Tune in to hear how persistence pays off and how DSN resources can help you break through faster!

In this episode, Dr. Deb Peters shares her journey as a dentist, practice owner, and leader in the dental community. She discusses the challenges and rewards of balancing family life with a dental career, the importance of mentorship, and the evolving role of women in dentistry. Dr. Peters emphasizes the significance of defining personal values, finding fulfillment in the profession, and the impact of organized dentistry on her career. She offers valuable advice for new dentists navigating their paths and highlights the importance of continuous growth and community involvement.Dr Deb's Book Recommendations:The Next Conversation by Jefferson FisherSuper Communicators by Charles DuhiggEveryone Communicates, Few Connect by John MaxwellDeveloping the Leader Within You 2.0 by John MaxwellIt's About Time by Valorie BurtonSuccessful Women Think Differently by Valorie Burton (She's currently revising so look for new release soon)Atomic Habits by James ClearDr Deb's Podcast Recommendations:Maxwell Leadership PodcastMaxwell Executive Leadership PodcastWorking Genius PodcastMel Robbins podcastJefferson Fisher podcastEngage with the podcast on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dentaldownloadpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Haley's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/dr.haley.dds⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Keywordsdentistry, female dentists, practice ownership, women in dentistry, mom dentists, maternity in dentistry, dental maternity leave, life harmony, work-life balance, organized dentistry, mentorship, leadership, family, fulfillment, career transition, dentist retirement, business owner, dental practice owner, career advice, dental practice sale transition

In this episode, Doc Danny tackles an often-overlooked challenge in running a business—the impact of stress and anxiety on mental health. Starting and growing a clinic comes with financial insecurity, long hours, and constant uncertainty, which can take a toll on both personal and professional well-being. He shares insights on how to navigate the emotional ups and downs of entrepreneurship while maintaining strong relationships and avoiding burnout. Key Takeaways: ✔ The emotional toll of running a business and how financial uncertainty affects mental health ✔ Why balancing clinical and business skills can be overwhelming—and how to manage it ✔ The challenges of task-switching between clinician, business owner, and leader ✔ How business stress can spill into personal life and impact relationships ✔ The importance of having a mentor to provide clarity and reduce anxiety ✔ Why business mentorship is crucial for long-term success and peace of mind ✔ How defining your business goals (lifestyle, scalable, or sellable) can bring clarity and reduce stress ✔ The role of therapy or a support group in managing stress effectively Resources Mentioned: