Partnering in Practice and Life: Drs. Sarah & Tanner Clark’s Orthodontic Journey

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Welcome to the Haydocks Podcast with your host Jill Allen.
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Today I am joined by doctors Tanner and Sarah Clark,
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the husband wife team behind Clark Orthodonics, and two doctors
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I've had the pleasure of getting to know and work
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alongside throughout their practice journey for many years now. It's
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been so rewarding to watch the vision take shape and
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see how much they've grown, both as practice owners and leaders.
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But as we all know, the growth doesn't come without
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some hard sessions along the way. Today we're talking about
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what it's really been like to build practices together, the
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challenges and surprises they've faced, and what those experiences has
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taught them. I'm excited for you to hear their story
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and hopefully walk away with a little encouragement that the
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hard seasons are often where some of.
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The biggest growth happens.
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So let's dive in and now a word from the
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sponsors who make this podcast possible. Hey, docs, if your
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Grayfinch dot com forward slash Jill Allen. Are you thinking
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about opening an orthodonic practice. I know it's a big decision,
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but saving twenty five percent on the ADEC equipment you
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need to get started, that's an easy one because Adeck
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has a special program called smart Start designed to help
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you launch your first practice. You get up to twenty
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five percent off your Adeck orthodonic equipment and furniture. You
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also get complimentary services to help you run and grow
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your business, and my favorite part, access to the smart
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Start pricing for two whole years after you open your doors.
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That gives you flexibility to add more chairs as your
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cash flow grows.
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It's pretty smart.
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As an orthodonist, you care about getting all the little
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details right, and Adck really got it right with this program.
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So I starting off with the big savings on Adeck
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equipment sounds good to you. The AdEx Smart Start is
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definitely worth a closer look. Just follow the link in
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the show notes to learn more. A Tanner and Sarah,
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I am so excited I to have you on Haydocks today.
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I think that the show has been a long time coming.
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I feel like you guys are just old time friends.
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I mean, we've been working together for so long now,
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and I would love it if you guys wouldn't mind
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starting off. Obviously I just did the intro here, but
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if you could tell us a little bit about yourself,
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each of you, your practices, and just kind of your
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journey on how you got to where you guys are today.
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Sure, Jill, I'm gonna probably take this question and I'll
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kind of help out with Tanner here too.
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But we have been married for over twenty years now.
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We live in sul In, Iowa, which is just kind
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of in the eastern side of the state, kind of
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right by Iowa, sitting home of the Hawk Guys, home
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of Kaitlyn Clark.
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Kaitlyn Clark, We've got three boys.
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Our oldest is going to be a freshman in high
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school now and then we've got a thirteen year old
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and eleven year old, so they keep us busy, they
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keep us moving, try to keep us young, so that's great.
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Both of us enjoy kind of endurance events. We've done
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some tries, we've jumped some long you know, Tanner's done
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some tenor mile races, so yeah, endurance events.
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We do like to travel.
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We just recently were over in Germany and Switzerland, so
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that was great.
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We took the kids over there.
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We also like to just kind of relax, relax by
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a lake, an ocean, something like that, something fun.
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So yeah, that's kind of a little bit about us.
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We met at Iowa.
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We both did our dental school there back in the
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early two thousands. I graduated a year early earlier than Tanner.
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I was a year ahead of him. We both had
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military commitments, so Tanner was had an army commitment. I
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ended up my first year of dental school having grabbing
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on to an Air Force scholarship, so we had that commitment.
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Once dental school was over, I went down to Keisler
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Air Force Base in Biloxi, Mississippi.
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So I spent one year down there with an AAGD
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residency while Tanner was finishing up.
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We ended up getting married that year back in March.
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Kind of spent our semi honeymoon at a dental conference
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in Atlanta, Georgia, so.
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That was kind of fun.
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So after Tanner graduated, we both went over to Germany
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and spent four years over there practicing. I was in
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the Air Force at Ramstein Air Force Base. Tanner was
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at launch Jool Hospital and.
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We were just general dentis in the military there. Got
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to do some fun things.
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I went down to Africa spent a month down there
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with some Army rangers. Tinner was kind of in charge
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of the hospital dental department in that sense. Four years
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went by fast. We kind of really that was our honeymoon.
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That was great.
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After military commitments were up, we decided we both wanted
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du Ortho, so we decided where we could potentially go
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to school and in this relatively the same area, so
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we just kind of went back to our roots, back
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to Iowa and applied there. Tiner was able to get
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out of the Army sooner than I was, so he
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started his residency a year before I did. So when
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I worked as an adjunct with the fourth year dental students,
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and I also worked in a private practice just twenty
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minutes away from Iowa City for that one year, so
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he got done a year earlier than I did, and
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he stayed on his faculty. He worked with those students
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and just kind of took care of some private practice
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patients while I was finishing up my second year at work, though,
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had our first exposed expecting that last year of residency,
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expecting our first child, so kind of a high stress
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situation that.
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Last year with.
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Getting through residency and just unknowns with a little one
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on the way. So then we decided we were going
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to go up to Madison, Wisconsin and we're going to
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purchase a practice up there. That ended up kind of
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falling through as we were up there for the summer
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the three months in the summer.
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During that time, were trying to figure out what are
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we going to do.
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I've got a kid on the way and no practice,
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So we made a few phone calls. I ended up luckily,
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I received a phone call from a colleague of mine
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who was working with me as when I was adjuncting
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at the school.
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She was like, Hey, have you guys.
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Ever considered coming back to Iowa City area because I've
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got a friend who's an orthodonist who wants to retire
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in the next couple of years, and we're like, well,
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kind of, you know, we thought around the Iowa City
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might be our best but of knowing people and starting
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up our own potentially, So we made a couple extra
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phone calls and then decided that, you know what, this
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is the best for us. It's kind of between both families.
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We're going to go back to the Iowa City area.
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We kind of picked North Liberty, just outside of Iowa City.
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It was a kind of a growing area at that time.
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So we decided we're going to go for it. We're
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going to build our own practice, and then in two
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years we are going to purchase the other practice, which
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was about fifty miles away.
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So that was our decision.
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We moved back, and yeah, that was twenty twelve.
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We built that.
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We built that practice. We had one employee. She was great.
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She'd had no dental experience whatsoever.
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She had a communications degree, which you know, at that
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time it was huge for us, and she had just
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a huge work ethics so for her to you know,
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figure out insurance scheduling, everything to start.
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With the business. We kind of relied on Heather to
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help us out with that.
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So during that time, you know, we had this little
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little sun and we needed some income. You know, we
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had one patient one day, a couple patients maybe in
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the next week. So we worked basically as an associate,
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but an hour, hour and fifteen minutes south of where
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we were practicing, so we would go down there, each
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of us would work a day a week and we
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would also do some military exams on the weekends for
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some income. So, you know, some harder times there, but
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we made it through.
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And then knowing that.
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We had this practice in two years to purchase was
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a little bit comforting. So yeah, I got through those
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two years and purchased a practice in twenty fourteen. So
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now we have the two practices, one in Liberty, one
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in Muscatine. We've got ten employees at the moment which
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help us run that practice, and we work four days
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a week between the two of us, and we travel
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once or twice a week down to that other office.
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Between the both of us.
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So yeah, yeah, that's kind of where we were at
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these days with the two practices and ten employees and.
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Just yeah, it's so much fun to hear the story
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and the reason I wanted you to talk about this,
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and we're going to really dive into this for our listeners.
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Everybody's journey, Like we can look at if anybody knows
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you guys are doing very well and things are going
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really great from the outside. You've been able to and
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not only go through almost like a startup, to acquisitions
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and then growing out of a practice and then being
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able to build your dream practice and moving into that
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and still having that secondary satellite location. And I think
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what's fun about this and I want people to hear
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is that there's never this straight line to where you're.
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Going to be.
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And I know we have worked together for so many years,
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as I have said, and it has been so much
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fun to watch the how do we grow the practice
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in North Liberty, how do we grow the satellite practice?
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What do we do? What decisions do we make?
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And then to be like, wow, we're outgrowing the one
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practice that started off as our baby, you know, our
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flagship practice, and now we're getting to design and move
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into another practice. And so what I really want to
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focus on today is just kind of what it is
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like to be partners because I have a lot of
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doctors that come to me, whether it's a husband wife
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team or it's a friends from dental school that want
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to come together and do a partnership. But I really
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want to kind of dive in a little bit to
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the husband wife dynamic because that is what you guys
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know and talk about what that's like running and building
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a practice together. Because I do have a lot of
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my docs too who the husband or the wife maybe
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the orthodonist, but their spouse is working in the practice
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and really digging in and helping them build that practice.
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Where each of you were obviously both orthodonists, so not
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only are you navigating that clinical side of it, but
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it's just that we're partners and we've got to work
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together and put on the professional and live together. So
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I'm wondering if you can just give us some of
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your wisdom, you know, over the years, what that has
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been like, what you have learned, and how have you
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been able to silo maybe some of the personal in
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the business. Has that gotten easier harder over time? Give
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us some insights into that.
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Yeah, Jill, I mean, I think Sarah and I got
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on today and I think we made an agreement that
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we're not going to bicker back and forth.
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We're not going to fight, you know, we'll save that
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for home. So hopefully that doesn't happen. But I'm to
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be honest, I mean.
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I was really nervous about working together. I don't think
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Sarah really was per se. I mean, at home, we
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can't even agree on the best way to fold laundry,
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you know, who makes the bed right. You know, we
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never worked together, you know, in the Army or the
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Air Force when we were General Dennis, and even when
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we were in residency together. You're not really working together
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per se. So being business partners was just a new challenge,
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you know. I think the idea of running a business
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together really felt like it had like the potential for conflict.
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But for whatever reason, I think once we open the
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practice and starting working together, I mean we've always really
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been pretty locked in and really on the same page.
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I think we laid out like the same long term
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vision for the practice, and I think it just comes
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down to trusting each other. I think we trust each
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other completely to make decisions in the practice, and I
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think that's just been really big for us in getting
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to grow the practice and getting it to where it is.
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Now I think maybe just that trust is just a
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huge advantage maybe that you don't get with like a
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traditional business partner, you know. Being a husband and wife,
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we have that already just built into our relationship. Yeah,
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there's been a lot of different things, you know. I
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think that's been challenging working together. But I think one
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thing that we've learned is just how we divide the
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work together. I think we've kind of taken the approach
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of like dividing and conquering really. You know, it's like
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I think Sarah's taken on the lead of more like
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the clinical side, you know, yeah, all.
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Of the clinical side. Tana will do more of the
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admin stuff.
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Yeah, And I think, you know, another thing that we
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found too, is that it's very rare that we're working
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in the same off on the same day. And I
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think that's been healthy for us really, you know. I mean,
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we're not having to see each other all the time
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at home and then all the time at work, so
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I think kind of staggering the time that we're together
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is healthy for us, you know. And I think on
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the days that we do see patients together, whether that's
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like a debond day or just a day that we're busier.
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I think we really try to make sure that that's separated.
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One of us may just run the treatment columns and
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then the other handles just the new patients and the
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observation patient columns, you know. And I think that just
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avoids confusion on the clinic floor. Our assistants and our
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other team members aren't they don't know who to go
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to in those situations.
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I think that just eliminates that.
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So, I mean, I think another aspect, Jill, is that
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the harder part of what we do is that work
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and home. You'd like those to stay separated, but they're
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just not orthodonic talk, business talk, dentist three. I mean,
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that's just part of our daily conversation at home, you know,
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at the dinner table.
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Like Sarah Man, we got three boys.
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I think kind of the running joke in our house
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is that they're either going to all going to become
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orthodonis because they've been around it so much, or they're
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going to have no interest in it at all, you know,
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So who knows. I mean, I think it changes each week,
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but you can't separate it. We try to do the
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best to set boundaries, but.
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And we tried to you know, our commute back from Muscatine,
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that's our time to kind of talk work, talk shop
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that fifty minute road trip and Colin tein are on
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the way home or he's calling me, we're figuring out
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more of like treatment plans or anything that happened in
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the office that needs to be addressed in that amount
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of time.
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So when we get home.
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We can totally you know, focus on the kids, focus
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on what we need to as opposed to trying to
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figure out it.
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Once we get home.
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So I mean that is one good thing about a
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commute kind of get some work stuff done without having
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to talking about it at the dinner table.
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Yeah.
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Yeah, absolutely, And I think there's also helpful to it.
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And I love that you guys brought this up that
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having two locations and being able to split your time. Definitely.
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I think for a lot of doctors who have this
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opportunity when they have multiple locations and they're working together,
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it does kind of help a little bit with that.
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Too many chiefs in one spot, and to your point,
321
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Tanner of on the team who takes lead and I
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want to just talk about that for just a second,
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if you guys can unpack this a little bit for
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me because I think this is super relevant is I've
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worked with a lot of practices where we've got partnerships,
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and I have found from a consulting side that the
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more that you can make your systems the same, even
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between the doctors, the easier it is on your teams.
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And I'm wondering if you guys can talk to that
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just a little bit and what you have seen as
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you guys have kind of evolved into these roles and
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who's taking one on which days. Now, again, you aren't
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working to other as much as you might have in
334
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the past where you might have both been at offices together.
335
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But can you talk about that in the impact that
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you see. I know I'm kind of asking you to
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go down a rabbit hole with me, but just what
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you have seen and how that has helped with your
339
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team members when you're both there. Because you may each
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have your own you know, there may be some things
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that you each do individually that may be are slightly
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different than each other, but yet what you've done to
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kind of help the team out there.
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Yeah, I can answer that, Jill, and I think from
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a clinical standpoint, we share patients, so patients certainly have
346
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the choice to see one of us if they want,
347
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And to be honest, it seems like they prefer Sarah
348
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more than me.
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They can maybe there are some I don't seems to
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be a little bit more patient.
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So those high media's patients, those are those manios, I
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will say with.
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But yeah, then some of them just like would rather
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have like maybe like a female.
355
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So we share patients, but you know, we trained in
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the same residency, you know, so our treatment philosophies are
357
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very very much the same. We do the same wire sequences,
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we use the same bracket system. We're in lockstep like
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with our clinical decisions. I mean, well, and that's the
360
00:18:14.799 --> 00:18:17.920
advantage of working together is that we can talk about cases.
361
00:18:18.319 --> 00:18:20.440
You know, I'll see a patient maybe one week and
362
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then six weeks later, ten weeks later, Sarah I'll see
363
00:18:23.279 --> 00:18:25.440
that patient and she's got a different perspective on it.
364
00:18:25.599 --> 00:18:27.599
We're still going to treat the same the patient the
365
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same way. They're going to get the same elastics, they're
366
00:18:30.279 --> 00:18:34.319
going to get the same archwire progression, the same finishing mechanics.
367
00:18:34.599 --> 00:18:37.720
But there's a different set of eyes looking at the treatment.
368
00:18:37.839 --> 00:18:40.799
So I think sometimes our team thinks that we're so
369
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different in how we treat our patients, but really we're
370
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very similar. So I think that's been a huge benefit
371
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to the patients and then really to the team because
372
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I think it just makes it more efficient in the practice.
373
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And I think I.
374
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Think what I was just going to say, I think
375
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that what the team sees is just the minor little
376
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things like Okay, well Sarah wants to reposition this, Brack
377
00:19:00.240 --> 00:19:02.799
Tanner wouldn't do that, or vice versa, you know, type
378
00:19:02.799 --> 00:19:05.000
of things. So they're seeing little mayer things, but like
379
00:19:05.079 --> 00:19:09.799
the overall philosophy, treatment is yes, spot on.
380
00:19:10.480 --> 00:19:10.720
Yeah.
381
00:19:10.839 --> 00:19:13.519
From a standpoint of when we are in the office together,
382
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it's usually I will be in the clinic, Tanner will
383
00:19:17.559 --> 00:19:20.000
do new patient exams and recalls, and that's kind of
384
00:19:20.000 --> 00:19:20.759
how we split it.
385
00:19:20.799 --> 00:19:22.920
So then they know if they have a they're the
386
00:19:22.960 --> 00:19:23.599
clinic team.
387
00:19:23.799 --> 00:19:26.240
They've got a patient who has an adjustment, they're coming
388
00:19:26.240 --> 00:19:28.839
to me, They're not going to Tanner, and vice versa.
389
00:19:28.920 --> 00:19:30.400
So they know that at.
390
00:19:30.279 --> 00:19:32.599
The beginning of the day who's doing what and which
391
00:19:32.759 --> 00:19:34.920
one of us they need to go to to to.
392
00:19:34.880 --> 00:19:36.200
Have that patient taken care of.
393
00:19:36.640 --> 00:19:39.799
And again, like you know our new patients, we are
394
00:19:40.440 --> 00:19:42.960
I'm treating his patients that he has seen, and he's
395
00:19:43.000 --> 00:19:46.359
treating my patients that I've seen. So treatment plans, I
396
00:19:46.400 --> 00:19:49.000
don't have any question on whether he was, you know,
397
00:19:49.119 --> 00:19:50.440
take out some teeth or not.
398
00:19:50.480 --> 00:19:51.960
We're going to try to do it non extraction.
399
00:19:52.039 --> 00:19:54.680
Yep. We just go with it because we know that
400
00:19:55.279 --> 00:19:57.880
we trust that that's the right treatment for that patient.
401
00:19:58.039 --> 00:20:00.880
So but from a team standpoint, they know who to
402
00:20:00.920 --> 00:20:03.759
go on those days, debond days, we have our morning huddle.
403
00:20:04.240 --> 00:20:07.799
Tanner takes three columns. I'll take three columns, so then
404
00:20:07.960 --> 00:20:09.880
I know who what assistance I'm working with.
405
00:20:09.960 --> 00:20:12.559
They know is who which dock they're working with, and
406
00:20:12.599 --> 00:20:13.559
we just go with that.
407
00:20:14.160 --> 00:20:18.240
Occasionally, you know, someone patient cancels and I'll grab one
408
00:20:18.319 --> 00:20:21.640
or Tanner will grab another patient. But for the most part,
409
00:20:21.680 --> 00:20:24.319
it's these are my three columns, those are your three columns.
410
00:20:24.359 --> 00:20:26.920
Let's get through all these debunds and go from there.
411
00:20:27.000 --> 00:20:30.279
So they're flexible, but they know what.
412
00:20:30.119 --> 00:20:31.079
To expect as well.
413
00:20:31.400 --> 00:20:33.720
So yeah, I think, you know, looking at just like
414
00:20:33.799 --> 00:20:36.680
the workflow of the office and how we've made in
415
00:20:36.720 --> 00:20:39.119
both offices really and how we've made them kind of
416
00:20:39.119 --> 00:20:42.799
systematized and really mirror each other. And I think it
417
00:20:42.920 --> 00:20:46.680
started out with using Ortho two edge, our practice management software.
418
00:20:47.079 --> 00:20:49.000
It speaks to each other, the offices do.
419
00:20:49.200 --> 00:20:52.160
I mean, it's obviously cloud based, but it really works
420
00:20:52.160 --> 00:20:54.240
well with a multilocation practice.
421
00:20:54.640 --> 00:20:55.640
So I think that's.
422
00:20:55.440 --> 00:20:58.000
Really been beneficial. And we started that from day one
423
00:20:58.039 --> 00:21:00.400
and we've never changed. So I think that's just made
424
00:21:00.400 --> 00:21:04.640
it really seamless. When we ended up purchasing the Musketine practice,
425
00:21:04.880 --> 00:21:07.240
I think we've really looked at like dialing in, like
426
00:21:07.359 --> 00:21:10.480
making everything as similar as we can. I mean to
427
00:21:10.519 --> 00:21:12.640
the point where you know, we had the same digital
428
00:21:12.680 --> 00:21:15.960
pan sef, we have the same chair side laptops, we
429
00:21:16.039 --> 00:21:19.160
have the same clinical camera, so when we go to
430
00:21:19.240 --> 00:21:22.680
that office, there's not a huge change with what we're
431
00:21:22.720 --> 00:21:24.960
doing the previous day or the next day when we're
432
00:21:25.000 --> 00:21:27.240
in North Liberty. So I think it just makes it
433
00:21:27.279 --> 00:21:30.079
easier when you bring new team members on, and then
434
00:21:30.079 --> 00:21:34.119
it just makes a systematized process that everyone is understands
435
00:21:34.200 --> 00:21:37.160
what to do, and it just makes it easier throughout
436
00:21:37.200 --> 00:21:38.200
the day to do things.
437
00:21:39.079 --> 00:21:42.599
Yeah. Yeah, going back, I can remember as we were
438
00:21:42.680 --> 00:21:46.599
kind of systematizing different things, you know, just you know,
439
00:21:46.680 --> 00:21:48.960
some of the obstacles of well, where are we going
440
00:21:49.000 --> 00:21:50.640
to do a new patient exam, and how do we
441
00:21:50.720 --> 00:21:53.720
do this the exact same in both offices, and how
442
00:21:53.759 --> 00:21:57.440
are we going to make this totally different office the
443
00:21:57.519 --> 00:22:00.240
say you know so, I think again, going off of
444
00:22:00.279 --> 00:22:03.799
your point, it makes such a difference, especially when you've
445
00:22:03.799 --> 00:22:06.559
got team members that are moving between locations, you've got
446
00:22:06.599 --> 00:22:10.519
doctors that are moving between locations. If you've got even
447
00:22:10.559 --> 00:22:13.279
something as simple as the same X ray machine or
448
00:22:13.319 --> 00:22:16.640
the same scanner, the same computers, you just want to
449
00:22:16.640 --> 00:22:18.839
be able to close the door in one place and
450
00:22:19.000 --> 00:22:22.640
open it in the other. And it's just a continuation
451
00:22:23.039 --> 00:22:27.599
of what has been going all along. And now a
452
00:22:27.640 --> 00:22:33.079
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462
00:23:18.000 --> 00:23:20.559
So I want to look at a closet here when
463
00:23:20.599 --> 00:23:23.480
you guys, you know, kind of think back over the years.
464
00:23:23.759 --> 00:23:26.680
I am sure. I know we've talked about things. There
465
00:23:26.680 --> 00:23:31.440
are hardships, hard seasons that we go through in this
466
00:23:31.680 --> 00:23:37.000
practice evolution, going from brand new doctors in practices where
467
00:23:37.039 --> 00:23:41.640
you're taking over somebody else's dream office and somebody else's
468
00:23:41.680 --> 00:23:46.480
team members into growing into gosh, I think we might
469
00:23:46.559 --> 00:23:49.119
need to purchase our own property and build our own
470
00:23:49.200 --> 00:23:52.640
building and move into something a little different to team
471
00:23:52.680 --> 00:23:55.240
members that come and go. All the things that I
472
00:23:55.240 --> 00:23:57.440
think we've worked through a lot. But I'm wondering if
473
00:23:57.839 --> 00:24:00.599
if you guys can just think back and and think
474
00:24:00.599 --> 00:24:04.880
about maybe some of the bigger obstacles that you've faced
475
00:24:04.920 --> 00:24:08.079
along the way, and what kind of helped you guys
476
00:24:08.200 --> 00:24:09.000
work through those.
477
00:24:09.960 --> 00:24:12.680
Yeah, I think there's just have been, you know, several
478
00:24:12.720 --> 00:24:14.160
hard seasons that stand out.
479
00:24:14.240 --> 00:24:15.440
I mean there's not just one.
480
00:24:15.640 --> 00:24:17.839
I think the first I think we've already alluded to
481
00:24:18.000 --> 00:24:19.279
is just welcome to business.
482
00:24:19.279 --> 00:24:21.640
We're all exactly business.
483
00:24:23.200 --> 00:24:25.359
I think the first was just starting our practice. You know,
484
00:24:26.400 --> 00:24:28.000
it was the both of us, you know, we're all in.
485
00:24:28.079 --> 00:24:31.319
We're both Orthanonis. We had no outside income, we didn't
486
00:24:31.319 --> 00:24:33.119
have a safety net. We knew it was going to
487
00:24:33.119 --> 00:24:34.880
be slow for a couple of years as we built
488
00:24:34.920 --> 00:24:38.319
up our patient base. That reality was stressful to us.
489
00:24:38.440 --> 00:24:39.160
It really was.
490
00:24:39.359 --> 00:24:41.720
And we're not the only ones that are in that situation,
491
00:24:41.799 --> 00:24:45.480
but when it's you, it's stressful. We supplemented our income
492
00:24:45.519 --> 00:24:48.960
working as associates, We did the military exams, and like
493
00:24:49.039 --> 00:24:51.640
Sarah said, we had one team member that helped us out.
494
00:24:51.720 --> 00:24:54.559
So ultimately, you rely on on those people that you
495
00:24:54.599 --> 00:24:56.599
bring on and you make it through those seasons. And
496
00:24:56.640 --> 00:24:59.200
I think that was the first introduction to it. I
497
00:24:59.240 --> 00:25:03.039
think we wish it ended there, but it didn't. You know,
498
00:25:03.200 --> 00:25:05.920
I think a couple of years later, it wasn't starting
499
00:25:05.920 --> 00:25:06.599
a practice.
500
00:25:07.160 --> 00:25:09.480
It was purchasing an old practice.
501
00:25:09.559 --> 00:25:13.240
Yeah, purchasing an old practice in an acquisition and so
502
00:25:13.799 --> 00:25:16.839
buying the Muscatine office in twenty fourteen.
503
00:25:17.279 --> 00:25:19.960
It was Jill in that office, you know, I mean,
504
00:25:20.000 --> 00:25:22.400
we was we had to redo the whole thing. We
505
00:25:22.599 --> 00:25:25.759
had our parents down actually, and they were painting, they
506
00:25:25.799 --> 00:25:27.480
were doing a whole bunch of stuff just to kind
507
00:25:27.480 --> 00:25:31.480
of update it. We had leopard print chairs, and we
508
00:25:31.559 --> 00:25:33.559
were like, we.
509
00:25:32.680 --> 00:25:33.759
We can't do this.
510
00:25:34.279 --> 00:25:36.759
So there was a lot of just getting the office
511
00:25:36.839 --> 00:25:38.960
ready and just you know, as all paper charts, so
512
00:25:39.400 --> 00:25:44.039
really just starting from scratch, taking over patients and really
513
00:25:44.079 --> 00:25:46.720
kind of getting into our system getting doing them because
514
00:25:46.720 --> 00:25:49.720
a new patient exam on all these people getting panaxes,
515
00:25:50.000 --> 00:25:54.200
I know, the orthodontics we bought it from the pictures
516
00:25:54.200 --> 00:25:57.400
he had were basically patient with a sticky note on them.
517
00:25:57.400 --> 00:26:00.279
So, you know, just really updating.
518
00:25:59.720 --> 00:26:03.079
That whole office was stressful at times, being up till
519
00:26:03.079 --> 00:26:05.480
one or two o'clock in the morning down in Muscatine
520
00:26:05.519 --> 00:26:07.240
and then having to come back. Sometimes we kind of
521
00:26:07.279 --> 00:26:09.200
thought we might just well, I think we did sometimes
522
00:26:09.279 --> 00:26:11.079
just run a hotel and just spend the night and
523
00:26:11.119 --> 00:26:12.079
then work the next day.
524
00:26:12.599 --> 00:26:14.400
So yeah, I mean I think, you know, we learned
525
00:26:14.400 --> 00:26:17.039
a lot from that. I think it was a different
526
00:26:17.119 --> 00:26:20.599
learning experience and learning curve versus starting up a practice.
527
00:26:20.680 --> 00:26:23.559
But I think we really learned that we need to
528
00:26:23.559 --> 00:26:25.799
make slow changes. I mean, I think if you go
529
00:26:25.920 --> 00:26:28.839
in and if you're taking over an existing practice, I
530
00:26:28.880 --> 00:26:30.759
think you want to make it how you want to
531
00:26:31.079 --> 00:26:33.359
right away. And I think we were able to do
532
00:26:33.440 --> 00:26:36.240
that by starting out our practice, but it was a
533
00:26:36.279 --> 00:26:39.319
different situation. We had employees or team members that were
534
00:26:39.359 --> 00:26:41.319
already there, we had patients that were used to a
535
00:26:41.359 --> 00:26:44.160
certain way of doing things. So I think we've we
536
00:26:44.240 --> 00:26:47.480
took the approach of let's make slow changes and maybe
537
00:26:47.559 --> 00:26:50.279
let's just implement like one change a year, you know,
538
00:26:50.440 --> 00:26:53.079
and a big thing. Let's bring on you as our consultants,
539
00:26:53.200 --> 00:26:56.519
and let's just start from scratch and let's just build
540
00:26:56.559 --> 00:27:00.160
things from the ground up. Or maybe let's work on
541
00:27:00.559 --> 00:27:02.759
digital workflow like we did a couple of years ago.
542
00:27:02.920 --> 00:27:04.960
We have a scanner that we rely upon, or we're
543
00:27:04.960 --> 00:27:08.000
sending everything out to the lab. We're doing digital de bonds,
544
00:27:08.039 --> 00:27:10.400
you know, We're doing those types of things in the
545
00:27:10.440 --> 00:27:13.240
practice to make it more efficient and streamlined. And this
546
00:27:13.359 --> 00:27:17.000
year we're implementing indirect bonding, you know, and custom braces
547
00:27:17.039 --> 00:27:20.160
into our office. So it's those big changes, but just
548
00:27:20.279 --> 00:27:24.440
doing it systematically and doing it in a controlled way
549
00:27:24.519 --> 00:27:28.079
so you're not burning out your team, you're not overwhelming them,
550
00:27:28.519 --> 00:27:31.960
and I think it really transitions the office. We're in
551
00:27:32.160 --> 00:27:34.319
five or ten years, you look back and you're like, hey,
552
00:27:34.599 --> 00:27:36.000
we've made a lot of good changes.
553
00:27:36.279 --> 00:27:38.880
It's a different practice, but it's our practice now.
554
00:27:39.279 --> 00:27:39.480
Yeah.
555
00:27:39.880 --> 00:27:40.400
Yeah, I guess.
556
00:27:40.599 --> 00:27:43.119
And then you know, another hard season that we've got
557
00:27:43.400 --> 00:27:45.680
coming up upon us right now is we've got three
558
00:27:45.680 --> 00:27:47.839
girls on attorney woh we on from attorney leave, all
559
00:27:47.839 --> 00:27:48.839
almost at the same time.
560
00:27:49.480 --> 00:27:53.279
So I mean, what do we do. Yeah, they all
561
00:27:53.319 --> 00:27:54.119
say they're coming back.
562
00:27:54.160 --> 00:27:57.279
Hopefully they do that, but it's just kind of designating
563
00:27:57.319 --> 00:27:59.720
their duties to hopefully somebody in the office that they're
564
00:27:59.720 --> 00:28:02.640
going tocomplish them, or you know, potentially bringing somebody on
565
00:28:02.720 --> 00:28:05.799
short term or doing like a virtual assistant type of thing.
566
00:28:05.839 --> 00:28:08.519
I mean, luckily we have you guys to help help
567
00:28:08.599 --> 00:28:10.480
us work through those.
568
00:28:10.279 --> 00:28:13.119
Issues and that time that we can get through.
569
00:28:13.200 --> 00:28:15.200
So that would be another thing, you know, just with
570
00:28:15.559 --> 00:28:18.799
girls coming and going, I guess, and then dealing with
571
00:28:18.839 --> 00:28:22.000
their duties and designating and delegating those to other people.
572
00:28:22.319 --> 00:28:24.759
So that would be another heart season that we're going
573
00:28:24.799 --> 00:28:25.440
to be going through.
574
00:28:25.480 --> 00:28:26.079
I guess.
575
00:28:26.519 --> 00:28:26.759
Yeah.
576
00:28:26.759 --> 00:28:28.920
And I think looking back on it too, I mean
577
00:28:29.039 --> 00:28:32.079
just I think everyone had an issue like during COVID
578
00:28:32.720 --> 00:28:35.119
or after COVID, and for us it was no difference.
579
00:28:35.160 --> 00:28:37.480
I mean I think we look back at like the
580
00:28:37.559 --> 00:28:42.000
six month time frame after we reopened after the COVID stretch.
581
00:28:42.359 --> 00:28:45.440
I mean, we lost six of our ten team members,
582
00:28:45.480 --> 00:28:47.079
you know, and just for various reasons.
583
00:28:47.079 --> 00:28:49.559
I mean, yeah, not due to COVID, but just moving
584
00:28:49.559 --> 00:28:52.960
to a different Yeah, going to go work somewhere else,
585
00:28:53.279 --> 00:28:54.839
or moving, you know that.
586
00:28:54.720 --> 00:28:57.839
Type of thing. So yeah, it was a turnover.
587
00:28:57.960 --> 00:28:59.279
Yeah, it was like a domino effect.
588
00:28:59.319 --> 00:29:00.680
It was like, I mean, we felt like we had
589
00:29:00.680 --> 00:29:02.920
someone coming in the office every day telling us that
590
00:29:02.920 --> 00:29:04.119
they're doing something different.
591
00:29:04.119 --> 00:29:06.480
And that's great. You know, you want your you want
592
00:29:06.519 --> 00:29:08.400
what's best for your team members.
593
00:29:08.599 --> 00:29:11.079
But it makes it difficult to run a practice when
594
00:29:11.119 --> 00:29:14.200
you have everything happened like that at once. And I think, honestly,
595
00:29:14.240 --> 00:29:16.200
that was probably one of the most stressful periods that
596
00:29:16.240 --> 00:29:18.880
we had because you know, suddenly we were trying to
597
00:29:18.920 --> 00:29:22.400
maintain two offices, you know, in a high standard care
598
00:29:22.640 --> 00:29:25.240
and we were running a skeleton crew. But it allowed
599
00:29:25.279 --> 00:29:27.799
us to reflect and really get clear on who we
600
00:29:27.839 --> 00:29:31.000
wanted to be on the team, like moving forward, We
601
00:29:31.039 --> 00:29:34.160
really wanted to rebuild our team in a systematic, careful
602
00:29:34.200 --> 00:29:37.559
way rather than just like throwing people and filling those
603
00:29:37.559 --> 00:29:40.920
seats quickly. So I think those are just a lot
604
00:29:40.920 --> 00:29:43.519
of different things. I'm sure our hard seasons aren't going
605
00:29:43.599 --> 00:29:45.920
to end. I wish they were.
606
00:29:47.839 --> 00:29:50.160
I wish I could tell you they were, but you know,
607
00:29:50.279 --> 00:29:55.119
I think that's right. Yeah, yeah, exactly. So we've kind
608
00:29:55.119 --> 00:29:58.160
of talked about the seasons. I'm curious, and you guys
609
00:29:58.160 --> 00:30:00.319
have been great about laying it all out there because
610
00:30:00.640 --> 00:30:04.519
I think it's so easy, especially for younger doctors who
611
00:30:04.559 --> 00:30:07.440
are looking at it, to look at somebody and look
612
00:30:07.440 --> 00:30:08.599
at their success and be.
613
00:30:08.680 --> 00:30:10.279
Like, ah, that was just easy.
614
00:30:10.359 --> 00:30:13.359
I'm doing this and I should be there, and twenty
615
00:30:13.440 --> 00:30:15.799
years into my business, I can look back and think,
616
00:30:15.880 --> 00:30:19.000
you know, like, gosh, it sure looks easy to be
617
00:30:19.160 --> 00:30:21.839
where you guys are at in your practice life. But
618
00:30:22.000 --> 00:30:25.400
it doesn't happen overnight. And there are so many hurdles
619
00:30:25.440 --> 00:30:29.480
and challenges and things that you go through, seasons of
620
00:30:29.920 --> 00:30:33.440
growth and enlightenment that you that you go through, and
621
00:30:33.559 --> 00:30:36.319
hardships too, you know, as you're getting to it. I
622
00:30:36.319 --> 00:30:40.119
think we're always always going through that. And I'm curious,
623
00:30:40.400 --> 00:30:45.359
is there anything that has maybe surprised you or things
624
00:30:45.400 --> 00:30:48.920
that maybe you weren't prepared for when you kind of
625
00:30:49.000 --> 00:30:51.640
look back and think about.
626
00:30:51.519 --> 00:30:54.960
From where you were to where you are now, that you're.
627
00:30:54.799 --> 00:30:58.319
Like, man, that was something I wasn't expecting, or I
628
00:30:58.319 --> 00:31:00.519
thought I was going to have a forever team from
629
00:31:00.519 --> 00:31:01.640
the beginning, or you know.
630
00:31:01.559 --> 00:31:06.680
What I mean, Well, really, Jill, I mean getting rid
631
00:31:06.720 --> 00:31:08.920
of somebody. I mean, I would say that was what
632
00:31:09.119 --> 00:31:12.640
was one of my big surprises of like how hard
633
00:31:12.759 --> 00:31:14.759
it was going to be to let somebody go.
634
00:31:15.200 --> 00:31:16.480
I mean, you think, like, okay, if.
635
00:31:16.359 --> 00:31:20.720
They're not doing a good job, okay, well see yuh no,
636
00:31:22.279 --> 00:31:25.039
sitting down and trying to have a little conversation. You know,
637
00:31:25.799 --> 00:31:29.640
I maybe more than Tanner, get more connected with those
638
00:31:29.680 --> 00:31:32.759
girls and kind of learn some things about them, and
639
00:31:33.799 --> 00:31:38.079
you just feel bad and just that you know, you
640
00:31:38.119 --> 00:31:39.880
know they have to go. You know, it's not the
641
00:31:39.960 --> 00:31:43.039
right place for them. There's they are probably gonna they'll.
642
00:31:42.920 --> 00:31:45.759
Succeed somewhere else, but it's just not this isn't where
643
00:31:46.400 --> 00:31:47.000
they are at.
644
00:31:47.480 --> 00:31:50.440
I guess we've learned over time that it's easier to
645
00:31:50.480 --> 00:31:53.039
let them go early than to keep them around because
646
00:31:53.039 --> 00:31:56.519
of that personal connection and just kind of sometimes the negative.
647
00:31:56.200 --> 00:31:57.359
Impact they have on your team.
648
00:31:57.440 --> 00:31:59.759
They just if they stick around too long, then your
649
00:31:59.799 --> 00:32:02.880
team is just slowly going kind of going downhill. People
650
00:32:02.920 --> 00:32:04.759
start to talk and you got some more drama in
651
00:32:04.799 --> 00:32:06.279
the office. So it's just better to get rid of
652
00:32:06.279 --> 00:32:08.880
them earlier than later. But in my mind, I still
653
00:32:08.880 --> 00:32:11.519
want to give them a chance also, but it's just
654
00:32:12.680 --> 00:32:13.440
there comes a time.
655
00:32:13.480 --> 00:32:15.519
And so that was I think has been.
656
00:32:15.400 --> 00:32:18.119
One of my most surprise of how hard it is
657
00:32:18.720 --> 00:32:21.319
to let someone go in those situations.
658
00:32:21.960 --> 00:32:24.880
Yeah, I mean, they certainly don't teach you that in
659
00:32:24.960 --> 00:32:29.000
dental school or orthodonic residency, and nothing really prepares you
660
00:32:29.039 --> 00:32:31.519
for that part of ownership. We even manage people in
661
00:32:31.559 --> 00:32:33.720
the military, I mean in the army and the Air Force,
662
00:32:33.839 --> 00:32:36.160
but when it's your name on the door, it's a
663
00:32:36.200 --> 00:32:38.799
different way you have to approach things. And I just
664
00:32:38.839 --> 00:32:40.599
to build on what Sarah said, I mean, I think
665
00:32:40.640 --> 00:32:42.400
it's one of those necessary.
666
00:32:42.839 --> 00:32:44.880
Evils or necessary things you have to do.
667
00:32:45.319 --> 00:32:46.960
Like there's a quote that we always come back to
668
00:32:47.039 --> 00:32:49.279
that we heard from Dino Lott where he said that
669
00:32:49.480 --> 00:32:51.759
the quickest way to lose a good employees to tolerate
670
00:32:51.799 --> 00:32:53.720
a bad one. So I think he always need to
671
00:32:53.759 --> 00:32:55.000
kind of keep that in the back.
672
00:32:54.799 --> 00:32:57.279
Of our mind. And we've learned that the hard way,
673
00:32:57.519 --> 00:32:57.720
you know.
674
00:32:57.759 --> 00:33:00.000
I think, you know, we sometimes have kept people too
675
00:33:00.160 --> 00:33:03.279
long and that just hurts the practice. You know, it
676
00:33:03.400 --> 00:33:06.039
drains the good people around you know, it really does.
677
00:33:06.119 --> 00:33:09.519
And it's not ever something that you want to have
678
00:33:09.559 --> 00:33:11.519
to do, but it just comes with a territory. But
679
00:33:11.519 --> 00:33:14.400
it makes the practice better. The change is usually immediate.
680
00:33:14.839 --> 00:33:17.039
It's like a big cloud has been lifted when that happens.
681
00:33:17.039 --> 00:33:20.440
I mean, oftentimes people know it's coming. You can almost
682
00:33:20.480 --> 00:33:22.839
feel like the positive change like an energy in the
683
00:33:22.880 --> 00:33:25.240
practice when you do it. So you just have to
684
00:33:25.319 --> 00:33:28.119
keep it quick, professional, and then just wish them well
685
00:33:28.160 --> 00:33:31.279
and not everyone's meant to be, you know, working in
686
00:33:31.359 --> 00:33:34.400
our practice or someone else's, and that's that's okay, you know,
687
00:33:34.440 --> 00:33:37.200
And I think that's that's what we started to realize.
688
00:33:37.440 --> 00:33:40.759
Yeah, yeah, I'm so glad that you guys kind of
689
00:33:40.759 --> 00:33:44.799
brought this up because this is as a consultant, probably
690
00:33:44.839 --> 00:33:47.559
one of the things that is an area I have
691
00:33:47.640 --> 00:33:52.039
to consult on a lot for doctors because I think
692
00:33:52.119 --> 00:33:57.079
so many times we feel like everybody should be our
693
00:33:57.160 --> 00:34:01.079
forever employee and everybody should have this same vision and
694
00:34:01.119 --> 00:34:04.920
the same drive and the same direction that we do
695
00:34:05.039 --> 00:34:08.280
as business owners. And I'm going to ask you guys this,
696
00:34:08.400 --> 00:34:10.719
but from what I see as a consultant and working
697
00:34:10.719 --> 00:34:12.159
with doctors you know all the time.
698
00:34:12.679 --> 00:34:13.760
Is that I feel like.
699
00:34:13.719 --> 00:34:18.719
There are seasons for employees, and there are different seasons
700
00:34:18.800 --> 00:34:22.840
within our practice where we need different things out of employees.
701
00:34:22.920 --> 00:34:28.480
And sometimes as our practices are growing and we're evolving
702
00:34:28.559 --> 00:34:33.239
and we're moving into new stages, the person that we
703
00:34:33.559 --> 00:34:38.960
had doesn't always fit where we are the culture of
704
00:34:39.079 --> 00:34:42.679
what we are growing into or where we're pivoting. And
705
00:34:42.719 --> 00:34:44.800
I think that you guys are saying that to some
706
00:34:44.960 --> 00:34:47.880
extent too, But would you agree with me that there
707
00:34:47.960 --> 00:34:51.480
is kind of this evolution sometimes where it's the team
708
00:34:51.519 --> 00:34:54.239
member that's evolving out of they need to make their
709
00:34:54.280 --> 00:34:56.559
move into the next thing. But also a lot of
710
00:34:56.559 --> 00:34:59.880
times it's the practice and you as business owners that
711
00:35:00.039 --> 00:35:04.440
a kind of coming into what your vision is for
712
00:35:04.559 --> 00:35:07.639
where you're going, and just not everybody is meant to
713
00:35:07.639 --> 00:35:11.119
come along on that journey.
714
00:35:11.199 --> 00:35:14.079
Yeah, I mean, even just like with digital now, it's
715
00:35:14.119 --> 00:35:19.039
like they're not willing to learn new digital to they're
716
00:35:19.039 --> 00:35:22.159
not willing to do some indirect bonding or that seems
717
00:35:22.159 --> 00:35:24.559
to be like a harder process for them.
718
00:35:24.599 --> 00:35:27.440
It's like that's just the direction we're going. That's where
719
00:35:27.440 --> 00:35:28.519
our practice.
720
00:35:28.119 --> 00:35:30.719
Is leading that might be a stepping stone, or that
721
00:35:30.800 --> 00:35:32.320
might be or not a stepping stone, but it might
722
00:35:32.320 --> 00:35:35.480
be a hurdle that they're not willing to jump over
723
00:35:35.639 --> 00:35:38.480
and learn if that's the case. So yeah, I mean,
724
00:35:38.559 --> 00:35:41.519
I feel like we've had some that have left, and
725
00:35:41.559 --> 00:35:44.280
some of them just have decided that wasn't the practice
726
00:35:44.320 --> 00:35:46.920
for them, or they're moving on for some other reason.
727
00:35:47.239 --> 00:35:50.199
But yeah, I mean, I think our practice is changing
728
00:35:50.360 --> 00:35:53.280
and you just need to have those have them come
729
00:35:53.320 --> 00:35:56.639
along with you or else. Yeah, there is no potentially
730
00:35:56.679 --> 00:35:59.559
no spot that they can for a fill, but I
731
00:35:59.599 --> 00:36:01.119
mean to try, you know.
732
00:36:01.360 --> 00:36:02.159
Yeah, for sure.
733
00:36:02.480 --> 00:36:06.440
We've hired in the past as for an assistant and
734
00:36:06.719 --> 00:36:09.639
found out that, you know what, she's not a great assistant,
735
00:36:10.079 --> 00:36:15.039
but she's got other qualities good personality, cheerful, Maybe she's
736
00:36:15.079 --> 00:36:17.360
a great front desk person. Okay, so we move her
737
00:36:17.440 --> 00:36:19.639
to the front desk. She's great at scheduling. Now we
738
00:36:19.719 --> 00:36:22.280
find out that she's great at collecting money. So now
739
00:36:22.320 --> 00:36:24.559
she's our fan financial coordinator. So she went from an
740
00:36:24.599 --> 00:36:27.719
assistant to a financial coordinator and working our front desk,
741
00:36:28.039 --> 00:36:30.320
and that's a perfect job for her. We're not just
742
00:36:30.360 --> 00:36:33.079
going to get rid of people as we evolve, but
743
00:36:33.119 --> 00:36:35.679
we're going to try to move them into positions that
744
00:36:35.920 --> 00:36:38.760
they succeed at or they thrive at, that they.
745
00:36:38.639 --> 00:36:41.000
Enjoy doing, even though it might not be something where
746
00:36:41.000 --> 00:36:41.599
they started.
747
00:36:42.119 --> 00:36:43.960
Yeah, I think, you know, you want to try to
748
00:36:44.000 --> 00:36:45.760
get the right people on the bus, you know, the
749
00:36:45.840 --> 00:36:48.000
right people in the practice, and then you want to
750
00:36:48.039 --> 00:36:49.559
get them in the right seat, you know. And I
751
00:36:49.559 --> 00:36:52.320
think if you get that combination, I think that's where
752
00:36:52.320 --> 00:36:55.280
your practice really takes off. And I think we haven't
753
00:36:55.320 --> 00:36:57.159
been there, and then we have been there, and I
754
00:36:57.159 --> 00:36:59.360
think that's where we are now. But it's been a
755
00:36:59.400 --> 00:37:01.679
process to get to. And I think when you have
756
00:37:01.840 --> 00:37:03.679
those team members, you want to try to keep them,
757
00:37:04.039 --> 00:37:06.199
you really do you know whatever that means. And I
758
00:37:06.199 --> 00:37:08.920
think you've always told us and Annie you know, and
759
00:37:09.000 --> 00:37:10.840
Jen in the past two is that you want to
760
00:37:10.880 --> 00:37:14.559
try to encourage the team to like make Orthdonys a career.
761
00:37:14.719 --> 00:37:16.239
You know, you want to give them like a path
762
00:37:16.280 --> 00:37:19.000
to progression. You know, you don't it's not just a job.
763
00:37:19.079 --> 00:37:21.079
You want to make it more than that. Maybe they'll
764
00:37:21.119 --> 00:37:23.800
be here for a year, maybe to maybe ten or fifteen,
765
00:37:23.960 --> 00:37:26.159
maybe even more than that. So I think if you
766
00:37:26.280 --> 00:37:28.880
lay that out if you give them a dedicated role
767
00:37:28.960 --> 00:37:32.360
in the office and what their duties are and specify
768
00:37:32.440 --> 00:37:35.119
that and then show them that this is where you're
769
00:37:35.159 --> 00:37:35.639
at now.
770
00:37:36.000 --> 00:37:36.800
But who knows.
771
00:37:36.840 --> 00:37:39.239
If you want to do more, great, you know, we'll
772
00:37:39.280 --> 00:37:43.119
provide you the training, the ce the resources to get
773
00:37:43.159 --> 00:37:46.559
there if you want that. But if not, keep doing
774
00:37:46.559 --> 00:37:48.400
what you're doing. You know, you're a valuable part of
775
00:37:48.440 --> 00:37:51.519
our practice. We want you here and we value what
776
00:37:51.599 --> 00:37:54.320
you do. And if you can relay the value that
777
00:37:54.400 --> 00:37:57.119
they're bringing to the practice and the appreciation and tell
778
00:37:57.159 --> 00:38:00.119
them that and tell that to other people in one
779
00:38:00.159 --> 00:38:01.920
of them, I think that goes a long way.
780
00:38:02.519 --> 00:38:03.960
Yeah, yeah, I love that.
781
00:38:04.559 --> 00:38:06.360
So, as you guys are talking about this and we
782
00:38:06.440 --> 00:38:08.800
have worked through a lot of this, I think what
783
00:38:08.880 --> 00:38:13.239
this really comes down to is also just growth that
784
00:38:13.400 --> 00:38:15.760
each of you have had, you know, being able to
785
00:38:15.800 --> 00:38:20.199
stand in your position as leaders in a practice and
786
00:38:20.639 --> 00:38:23.920
being able to kind of come along and see what
787
00:38:23.960 --> 00:38:26.480
that looks like from where you started to where you
788
00:38:26.519 --> 00:38:29.880
are now to where the practice is going. And I'm
789
00:38:29.960 --> 00:38:33.320
just curious if you guys could give some advice to
790
00:38:33.480 --> 00:38:37.840
a younger doctor or a doctor who's done an acquisition
791
00:38:38.079 --> 00:38:40.679
or is just starting out as a startup, if you
792
00:38:40.719 --> 00:38:44.079
could give some advice on what they should be thinking
793
00:38:44.079 --> 00:38:46.320
about or doing, especially if they're kind of in a
794
00:38:46.360 --> 00:38:47.079
harder season.
795
00:38:47.199 --> 00:38:48.840
I'd love to hear your thoughts on that.
796
00:38:50.000 --> 00:38:54.079
Just to be yourself, keep focused on who you are
797
00:38:54.760 --> 00:38:57.639
and then not change it because it makes it harder
798
00:38:57.679 --> 00:39:01.079
as the years go past, or you do face that
799
00:39:01.159 --> 00:39:03.159
season of hardships, I guess.
800
00:39:03.199 --> 00:39:05.960
But yeah, I think you know, one thing that we've learned,
801
00:39:06.000 --> 00:39:08.039
you know, from starting out, is that we had to
802
00:39:08.039 --> 00:39:10.440
do everything ourselves. And I think you get into that
803
00:39:10.480 --> 00:39:12.920
mindset when you start out is that the only way
804
00:39:12.960 --> 00:39:14.559
that it's going to get done is that.
805
00:39:14.519 --> 00:39:15.199
If I do it.
806
00:39:15.480 --> 00:39:19.639
And I think as you grow your practice, as you
807
00:39:19.639 --> 00:39:21.840
you know, build your business and you bring other team
808
00:39:21.840 --> 00:39:24.440
members on, I think you really have to learn the
809
00:39:24.519 --> 00:39:26.079
skill and it's a skill of.
810
00:39:26.039 --> 00:39:27.079
Learning how to delegate.
811
00:39:27.599 --> 00:39:29.800
You just really do you know, and you need to
812
00:39:29.920 --> 00:39:32.559
know when to get help and that's okay, you know.
813
00:39:32.639 --> 00:39:33.480
I mean I.
814
00:39:33.440 --> 00:39:36.519
Think as business owners, I think you want to try
815
00:39:36.559 --> 00:39:39.480
to control everything. And like I said, when you start up,
816
00:39:39.519 --> 00:39:41.719
you're wearing a lot of different hats. You know, you're
817
00:39:41.800 --> 00:39:45.480
the clinical aspect, you're the marketing coordinator, the hr. I
818
00:39:45.480 --> 00:39:47.559
mean I think I remember us even answering the phone
819
00:39:47.599 --> 00:39:50.079
for crying out loud. I mean that's theory, you know,
820
00:39:50.199 --> 00:39:53.239
I mean doing that, but we had to, you know,
821
00:39:53.320 --> 00:39:57.079
and it comes with the territory. But as the practice grows,
822
00:39:57.119 --> 00:39:58.880
I mean, those things need to shift. You need to
823
00:39:58.920 --> 00:40:01.480
offload some of those things. So I think we've been
824
00:40:01.679 --> 00:40:05.920
much more comfortable finding people who are stronger than we are,
825
00:40:06.280 --> 00:40:08.920
maybe even smarter than we are, you know, in certain
826
00:40:08.960 --> 00:40:13.079
things like the soft skills, those things where you have
827
00:40:13.199 --> 00:40:17.599
a certain personality that just connects with people that can multitask,
828
00:40:18.199 --> 00:40:20.400
that can run the office, they can do a lot
829
00:40:20.400 --> 00:40:23.000
of different things, And those are the types of people
830
00:40:23.000 --> 00:40:26.360
that you need to give those duties to and delegate
831
00:40:26.400 --> 00:40:28.119
to and just let them run with it, you know,
832
00:40:28.159 --> 00:40:30.199
because I think, you know, it ultimately is going to
833
00:40:30.280 --> 00:40:32.880
make your practice better and it's going to make our
834
00:40:32.960 --> 00:40:35.719
lives as the owners easier where they don't feel like
835
00:40:35.760 --> 00:40:38.320
they're being micromanaged. Yeah, So I think that's been a
836
00:40:38.320 --> 00:40:39.199
big thing for us.
837
00:40:39.320 --> 00:40:40.920
Yeah. And then I think the other thing I guess
838
00:40:40.960 --> 00:40:44.639
I can add is that just don't sacrifice the things
839
00:40:44.679 --> 00:40:45.599
that matter the most to.
840
00:40:45.519 --> 00:40:47.239
You during those hard times.
841
00:40:47.280 --> 00:40:48.920
I mean, it's going to be your family, it's going
842
00:40:48.960 --> 00:40:50.320
to be your kids, it's going to be your health,
843
00:40:50.360 --> 00:40:51.440
it's going to be your spouse.
844
00:40:52.559 --> 00:40:54.280
But don't sacrifice.
845
00:40:53.639 --> 00:40:57.519
That and put them aside to just figure out everything
846
00:40:57.519 --> 00:40:59.679
in the office and dive one hundred percent into that
847
00:40:59.719 --> 00:41:03.920
because they need your time to and keeping your emotions
848
00:41:03.960 --> 00:41:09.480
under control and not letting them wander, and just being
849
00:41:09.519 --> 00:41:12.639
focused on that one thing that's really hard at the moment.
850
00:41:12.760 --> 00:41:15.159
I mean, that's going to pass that, it'll get over it,
851
00:41:15.199 --> 00:41:16.039
you'll figure it out.
852
00:41:16.880 --> 00:41:19.679
It might take you a little couple of months longer maybe,
853
00:41:20.000 --> 00:41:23.679
but you haven't solely focused on that. But just not
854
00:41:23.800 --> 00:41:27.639
sacrificing what really matters to you and your practice is
855
00:41:27.679 --> 00:41:28.480
always going to be there.
856
00:41:29.039 --> 00:41:31.159
Yeah, that's what you never know. You never know.
857
00:41:31.800 --> 00:41:36.000
Yeah, Yeah, I think that's such sage advice, learning to
858
00:41:36.239 --> 00:41:40.079
find those It's kind of like the unicorn balance right
859
00:41:40.199 --> 00:41:44.760
between work and personal. But really, truly, I think most
860
00:41:44.760 --> 00:41:48.239
people want some balance and being able to do the
861
00:41:48.239 --> 00:41:51.079
best that you can and work on the business. I
862
00:41:51.119 --> 00:41:53.599
always say, work on your business while you're in your business,
863
00:41:54.000 --> 00:41:56.440
so that you can work on your family and your
864
00:41:56.480 --> 00:41:59.559
life while you're in family and lifetimes and Kenner, I
865
00:41:59.840 --> 00:42:03.599
think your point is so spot on that I think
866
00:42:03.679 --> 00:42:06.360
all of us as business owners start off, as you know,
867
00:42:06.400 --> 00:42:10.159
with this superman superwoman's syndrome. We have to do it all.
868
00:42:10.599 --> 00:42:12.880
And there is a point I mean, as business owners,
869
00:42:12.960 --> 00:42:15.599
we do have to initially start off doing it all,
870
00:42:15.920 --> 00:42:18.360
but then we have to think we kind of get
871
00:42:18.400 --> 00:42:21.039
in that. I love that book Who Not How where
872
00:42:21.320 --> 00:42:23.280
we have to start thinking about I don't need to
873
00:42:23.280 --> 00:42:25.599
figure out how to do this, I need to figure
874
00:42:25.639 --> 00:42:26.840
out who.
875
00:42:27.239 --> 00:42:28.239
Can do this.
876
00:42:28.760 --> 00:42:31.239
And I think when we can make that shift, as
877
00:42:31.239 --> 00:42:33.440
you said Tanner and Sarah as well, but you know,
878
00:42:33.440 --> 00:42:36.400
if we can make that shift and do who is
879
00:42:36.519 --> 00:42:39.920
the best person that I can put in place, I
880
00:42:39.960 --> 00:42:42.719
still need to have the understanding of what is happening
881
00:42:43.000 --> 00:42:46.760
within those positions as a business owner. That is really,
882
00:42:46.760 --> 00:42:49.760
in my opinion as a consultant, when I see practices
883
00:42:50.039 --> 00:42:54.679
really take off is when the doctors I think so
884
00:42:54.760 --> 00:42:58.280
many times become their own parachutes and really hold themselves
885
00:42:58.360 --> 00:43:02.360
back because they have to have their hands in everything
886
00:43:02.480 --> 00:43:05.199
and are not able to put those who's in place.
887
00:43:05.360 --> 00:43:07.800
And I think when you can start to do that,
888
00:43:07.840 --> 00:43:10.360
and I've watched you guys do this over the years.
889
00:43:10.519 --> 00:43:13.760
It makes a huge difference and where that ceiling is
890
00:43:14.119 --> 00:43:16.320
in what you can accomplish.
891
00:43:16.440 --> 00:43:18.679
Yeah, And I think just to piggyback off of that, Jill,
892
00:43:18.719 --> 00:43:22.079
I mean, once you find the people that you want
893
00:43:22.119 --> 00:43:25.119
to delegate and you develop that trust with them, you
894
00:43:25.239 --> 00:43:28.880
involve them in the decision making processes of the practice
895
00:43:28.880 --> 00:43:31.639
and the problem solving issues that you have. I mean,
896
00:43:31.679 --> 00:43:33.440
so if you have a team member that comes to
897
00:43:33.480 --> 00:43:36.159
you with a question, you flip it around on them,
898
00:43:36.400 --> 00:43:38.559
you say, you know, what do you think what do
899
00:43:38.599 --> 00:43:41.199
you think is going to the solution of this issue is?
900
00:43:41.800 --> 00:43:45.079
And then that gives them ownership of that problem. And
901
00:43:45.119 --> 00:43:47.840
then you know they're going to take that and because
902
00:43:47.880 --> 00:43:50.559
they've helped make that decision, and it may may not
903
00:43:50.639 --> 00:43:54.159
be the best suggestion, but at least you're involving them
904
00:43:54.239 --> 00:43:57.440
in the practice, in the decision making and they're going
905
00:43:57.480 --> 00:44:00.039
to take ownership of that. And I think it just
906
00:44:00.159 --> 00:44:04.000
helps build trust and it just helps the practice grow
907
00:44:04.159 --> 00:44:06.599
and it's just been really a beneficial thing for our team.
908
00:44:06.679 --> 00:44:07.719
I think doing that.
909
00:44:07.960 --> 00:44:10.360
Well, they just feel more important, they feel part of
910
00:44:10.440 --> 00:44:12.360
the practice, as opposed to mean.
911
00:44:12.440 --> 00:44:14.880
They work harder for you. I guess that's if they
912
00:44:14.880 --> 00:44:16.800
feel like they are part of the practice. They're going
913
00:44:16.880 --> 00:44:17.639
to work harder for you.
914
00:44:18.159 --> 00:44:21.119
Yeah, yeah, they're invested. Well, guys, I know, we could
915
00:44:21.199 --> 00:44:23.480
just keep going and going here and you know, you
916
00:44:23.519 --> 00:44:26.639
guys so much wisdom over all the years and all
917
00:44:26.639 --> 00:44:28.880
that you guys have done, and as we kind of
918
00:44:28.880 --> 00:44:32.159
finish up here, if somebody wants to hear more about you, guys,
919
00:44:32.280 --> 00:44:35.199
just hick your brain. Gosh, they've done two practices and
920
00:44:35.239 --> 00:44:37.960
a ground up build and all these different things. If
921
00:44:37.960 --> 00:44:40.639
somebody wanted to reach out to what's the best way
922
00:44:40.760 --> 00:44:42.400
that they can get in touch with you guys?
923
00:44:42.960 --> 00:44:45.880
Probably email, Jill, I mean, we've got our office email.
924
00:44:45.920 --> 00:44:49.960
It's you know, mine is Sarah at st Clerkortho dot
925
00:44:49.960 --> 00:44:52.719
com and just you know, Tanner's as Tanner at Stclerkworthrow
926
00:44:52.719 --> 00:44:53.119
dot com.
927
00:44:53.119 --> 00:44:54.239
But probably email.
928
00:44:54.360 --> 00:44:56.719
I mean they can always call the office where there
929
00:44:57.000 --> 00:44:59.239
someone will get us the message too, if that's easier.
930
00:44:59.280 --> 00:45:02.360
But yeah, Emil is our office email is probably the easiest.
931
00:45:02.719 --> 00:45:07.039
Perfect And now a word from the sponsors who make
932
00:45:07.119 --> 00:45:08.519
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933
00:45:10.599 --> 00:45:11.199
Heydocs.
934
00:45:11.480 --> 00:45:14.679
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935
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scheduling system. It's a game changer. In the world of
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new patient management, and as a proud smile Sweet partner,
937
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I've witnessed the incredible impact it has on practices of
938
00:45:25.199 --> 00:45:28.920
all sizes. Smile Sweet means your new patient calls and
939
00:45:28.960 --> 00:45:32.280
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940
00:45:32.400 --> 00:45:36.480
during nights and weekends, and they offer top notch customizable
941
00:45:36.519 --> 00:45:41.119
presentation software and seamless post consultation follow up. It's like
942
00:45:41.159 --> 00:45:45.440
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943
00:45:45.480 --> 00:45:49.920
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944
00:45:49.960 --> 00:45:54.199
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945
00:45:54.320 --> 00:45:58.639
practice with smile Sweet, because every smile deserves a suite
946
00:45:58.679 --> 00:46:02.920
of excellence. Well, you know how I like to finish
947
00:46:03.000 --> 00:46:06.480
up Haydocs, I like to do a quick little speed round.
948
00:46:06.519 --> 00:46:10.400
Are you guys ready for a few questions?
949
00:46:11.559 --> 00:46:15.320
All right? It's random? Yeah, all right, So let's start
950
00:46:15.360 --> 00:46:16.000
with one here.
951
00:46:16.199 --> 00:46:19.440
What is one business trend you think more people should
952
00:46:19.440 --> 00:46:20.280
be paying attention to.
953
00:46:20.840 --> 00:46:23.760
Hmm, I'm going to say the digital practice.
954
00:46:23.880 --> 00:46:29.400
I think digital marketing, fully digital clinical workflow, indirect bonding
955
00:46:29.480 --> 00:46:30.519
with custom brackets.
956
00:46:30.559 --> 00:46:34.000
I think it's growing roll in AI. I guess, and
957
00:46:34.039 --> 00:46:35.880
then that shift I guess.
958
00:46:35.880 --> 00:46:37.679
I mean it's here to stay, it's not going away.
959
00:46:37.760 --> 00:46:41.519
So just I would say that the digital practice.
960
00:46:41.280 --> 00:46:43.199
Okay, perfect. How about this one.
961
00:46:43.280 --> 00:46:46.280
If you could give your younger self one piece of
962
00:46:46.440 --> 00:46:47.599
career advice.
963
00:46:47.280 --> 00:46:50.360
What would it be, don't change who you are? All right?
964
00:46:50.519 --> 00:46:50.960
I love that?
965
00:46:51.280 --> 00:46:54.360
And then the final one, if you had unlimited resources,
966
00:46:54.679 --> 00:46:57.159
what's one big idea you'd bring to life?
967
00:46:58.559 --> 00:46:59.960
So, Jill, I think we all do it.
968
00:47:00.159 --> 00:47:02.840
To the fact that we're having three team members now
969
00:47:02.920 --> 00:47:05.280
that are going to be on maternity leaves, so I
970
00:47:05.280 --> 00:47:07.599
think Sarah and I have been brainstorming like a new
971
00:47:07.639 --> 00:47:10.119
office idea and we haven't talked to you or Annie
972
00:47:10.119 --> 00:47:13.320
about it, but maybe Annie knows about it. But we're
973
00:47:13.320 --> 00:47:15.880
going to build a new office with a daycare connected,
974
00:47:16.199 --> 00:47:19.159
so we're going to brand that as Braces or babysitting
975
00:47:19.480 --> 00:47:20.039
or as.
976
00:47:19.920 --> 00:47:23.440
Annie has suggested, Clark's Kids. So I love it. I
977
00:47:23.480 --> 00:47:25.800
love it. Well, you know what I think this is?
978
00:47:26.000 --> 00:47:29.159
You know, it is something that we need to constantly
979
00:47:29.559 --> 00:47:32.719
be thinking about, for sure, because in our industry, most
980
00:47:32.760 --> 00:47:36.280
of our employees are females, and most of our team
981
00:47:36.320 --> 00:47:38.519
members are you know, usually kind of in that age
982
00:47:38.559 --> 00:47:42.199
where we're always going to have new family members entering
983
00:47:42.199 --> 00:47:45.519
into this world and mamas and dads.
984
00:47:45.199 --> 00:47:48.559
That need to take some time off. So I like
985
00:47:48.639 --> 00:47:49.480
that idea.
986
00:47:49.559 --> 00:47:52.599
Well, you guys, thank you so much for being a
987
00:47:52.599 --> 00:47:55.440
part of Haydocs and just just for taking time.
988
00:47:55.280 --> 00:47:59.360
To be real and talk to myself and the audience
989
00:47:59.480 --> 00:48:01.559
about what has been like over the last year. So
990
00:48:01.639 --> 00:48:03.280
thank you. I appreciate it.
991
00:48:03.280 --> 00:48:05.440
Thanks, We appreciate all you. Thank you.
992
00:48:05.679 --> 00:48:05.880
Yeah.
993
00:48:07.920 --> 00:48:10.119
Are you ready to start a practice of your own?
994
00:48:10.840 --> 00:48:13.239
Need a new fresh set of eyes or some advice
995
00:48:13.280 --> 00:48:16.559
on your existing practice. If so, reach out to me
996
00:48:16.880 --> 00:48:22.079
Jill Allen at www dot practice results dot com. If
997
00:48:22.119 --> 00:48:24.400
you like what we're doing here on Haydocks and want
998
00:48:24.400 --> 00:48:26.920
to hear more of this awesome content, be sure and
999
00:48:27.000 --> 00:48:30.079
give us a five star rating on your preferred listening
1000
00:48:30.159 --> 00:48:33.880
platform and subscribe to our show so you never miss
1001
00:48:33.880 --> 00:48:38.360
an episode. Remember, new episodes drop every Thursday. See you
1002
00:48:38.440 --> 00:48:38.960
next week.