CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

How Do You Set a Policy, and Enforce It?

Policies allow you to set guidelines on how you want pretty much any part of your practice to operate. Without policies, your staff really have no direction.

How to set a policy.

First you need to analyze your practice to determine that the policy is truly the best thing for the practice. When you create a policy you should be consistent with the way you introduce the policy to staff. Meetings, emails, and memos etc are all acceptable. Pick whatever you are most comfortable with.

Be sure you tell them why the policy has been created. Be honest as that will help you with compliance. Include when the policy will take effect.

There is nothing more confusing for your team than being presented a policy that is not enforced. Especially for the team members who follow the policy when others are not.

The consequences of not enforcing policies:

  1. You lose face
  2. Nothing changes
  3. Team members feel they have a choice of which policies they can follow.
  4. You lose control of the office
  5. You wasted your time and everyone else when you introduced the policy.
  6. Your next policy will be ignored.

How to enforce a policy:

  1. First you must believe in the policy yourself. If you don’t you will never take the action to enforce it.
  2. Know your policies. If you don’t know each and every policy your team will soon learn which ones you don’t know and try to get away without following them.
  3. Recognize your policies. You need to be aware of your policies enough that you can recognize when they are and when they are not being followed.
  4. Act immediately when you recognize a policy is not being followed. The longer you wait the harder it is to correct and the more team members that will assume they can get away with it.
  5. Follow through. You should know what the consequences of not following a policy are and follow through with those consequences.

Attendees of our Management 101 course will cover and practice setting policies that are specific to your practice and situation.

Want to ensure your office manager knows exactly what to do when setting and enforcing policies or anything else a manager needs to know? Send them to our next Management 101 course on one of dates we have scheduled for 2018.

We guarantee you won’t be disappointed. If you don’t see the value in sending your manager we will refund their registration fees. Contact Kodie today at (403) 984‑0114 or register online at https://dentalmanagementsecrets.com/management-101/

Regards,

Dr Dave

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

How to Terminate an Employee*

Terminating an employee is never easy. Whether it’s the first time or the 50th, every case is difficult, emotional and stressful. But no matter how difficult it is for you, it’s obviously more difficult for the individual losing their job. Loss of employment is high on the list of tragedies in a person’s life that results in extremely high levels of stress. With stakes so high, it is critical – no, it’s an obligation – that you ensure the termination be done with a high degree of professionalism, and most importantly, with as high a degree of compassion as possible.

If you follow the Progressive Management Process we discussed in our last newsletter, the employee should never be surprized when this day comes because they have had ample chance to correct their behaviour.  The discussions and signed documentation (should have) happened prior to this meeting. This entire process should take less than 5 minutes.

Here are a few steps to ensure the process goes as smoothly as possible:

Preparation:

  1. Check into any legislation that may require termination pay and/or required information for a termination.
  2. Create your termination letter in advance, take time read and reread the letter to ensure accuracy.
  3. Practice your verbiage.
  4. Clear out the terminated employees work area (with an appropriate witness) prior to any of your employees beginning their work shift. Be sure to gather all their personal belongings.
  5. Select a private room for the termination that has easy access to a building exit. They should be able to exit the building with minimal access to other employees and patients.
  6. Set up three chairs in the room. One for the employee, one for the witness and one for the manager or supervisor that will be conducting the termination.
  7. The witness should be someone of authority. Never have two males terminate a female employee.

Inviting the employee to their termination meeting.

  1. Have your witness meet the employee at the front door and walk with them to the selected meeting room.
  2. The employee should not be informed of what the meeting is about. If they ask the reply should be that “manager name” has all the details.

Conducting the termination meeting

  1. Seat the employee closest to the door and begin speaking as soon as they are seated. The manager should be facing both the employee and the witness.
  2. State slowly and clearly that you have decided to terminate your business relationship with them.
  3. Refer to the issues that have been discussed on several occasions through progressive management.
  4. Tell them what event specifically triggered the termination.
  5. Tell them they will be paid for today.
  6. Give them a letter with the details regarding their payroll and benefits etc.
  7. Stand and politely motion for the employee to exit the room.
  8. Escort them to the exit, preferably not past other employees or patients.
  9. Ensure they are ok to drive and offer a taxi chit if necessary.

There are many different situations that can arise in these meetings so be prepared to deal with things like the employee begging for their job back, crying, or yelling. Don’t be distracted from the task at hand. Remain calm and professional. If you have prepared properly in advance you should be able to stay on track. If they ask a bunch of questions refer them to read the letter at home and to call if they have any questions. Your goal is to do what you need to do and have them out of the office as quickly as possible while remaining professional and courteous.

Attendees of our Management 101 course will cover termination in depth and spend time role playing with both our facilitator and other attendees to ensure they have some degree of proficiency before they need to terminate someone for real.

Want to ensure your office manager knows exactly what to do when dealing with employees who are not performing to standards? Send them to our next Management 101 course on one of dates we have scheduled for 2017-2018.

We guarantee you won’t be disappointed. If you don’t see the value in sending your manager we will refund their registration fees. Contact Kodie today at (403) 984‑0114 or register online at https://dentalmanagementsecrets.com/management-101/

Regards,

Dr Dave

*Note: we are not lawyers and this post should not be considered legal advice. Please consult with your lawyer for any specific issues that may pertain to your specific situation.

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

How Much Does Good Customer Service Cost?

First, let’s start with how much bad customer service can cost your practice.

Unless you are providing substandard dental care, most patients who are lost are because of poor customer service. Depending on where that patient came from, you have a certain acquisition cost or investment in that patient that you need to recoup but you also have all the lost revenue for the lifetime of that patient. A conservative estimate of the value of a patient is $10,000 over a lifetime.

If that patient experiences great customer service they will also refer other patients to you increasing their value exponentially.

All it takes is one of your team not providing the proper customer service and you have now lost tens of thousands of dollars in lifetime revenue. You can also bet that if it happens to one patient it has happened to others.

Most patients won’t tell you they had a bad experience, they just quietly slip away and the next thing you know you get a call from their new dentist requesting their dental records.

So how much does it cost to keep this from happening?

Not as much as you think!

Great customer service is more than just each staff member treating people with kindness and respect. It is about your entire practice having a strategy for customer service and everyone on the team doing their part to make it happen.

Our upcoming Customer Service Excellence in Dentistrycourse is designed to give your team the strategies for providing great service and train them to implement. At just $499 per person, this course is a bargain. You can bring a team of 20 for less than the cost of losing just one patient! And it is guaranteed. If you don’t feel it was worth the cost we will refund your registration fees. How can you lose on that deal?

Don’t wait another year to make your practice the one that everyone is talking about because of your amazing customer service. Register today. 

To see a full description of what we will cover in this course or to register visit: https://dentalmanagementsecrets.com/customer-service-excellence-dentistry/

For Groups of more than 3 please call to register (403) 984‑0114 – ask for Kodie.

We are limiting the number of seats in this course to 50 to allow us to give all participants the opportunity to interact with our facilitators so space is limited.

All for now,

Dr Dave

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

How do you get staff loyalty?

We have spoken to several offices interested in coming to Cabo, who basically decided not to go because they did not feel that their staff deserve it. They feel their staff are not loyal, and basically not that motivated, so why would they reward that?

Obviously that is a good point. Certainly if you have one staff member that is like that, you should replace them. But if your whole office is like that, then maybe you have not acted in such a way as to earn their loyalty.

We train a lot of dentists and dental teams and leadership and management skills have never been taught to dentists, so a lot of us just don’t know what to do. So it is no surprise that we get unmotivated teams.

But think about it. If you have an entire staff that is not loyal you can either replace them all, or find a way to turn around the office atmosphere.

It would be as if you had a disagreement with your child and they were mad at you. At some point you would have to go to them and try to settle the situation. Remember the question, “who’s the parent here?” You can’t expect your kid to come to you and try to resolve it.

So why do we think our staff will come around on their own? It’s like the wall plaque that says “Beatings will continue until Morale Improves”.

If you want to have loyal staff, especially if they are not like that now, then YOU need to make the first move. YOU need to show that you want their heart as well as their hands. You might even need to apologise for past behavior on your part. But you are the one who wants and needs the loyalty of your team, so you are the one that has to go after it. And the only way to get it is to deserve it.

You need to treat your entire team with respect each and every time you interact with them. It takes a long time to earn someone’s trust and 2 seconds to blow it. Think about your part in how they view you and the office.

I know that for our office, our trips to a course are a huge source of loyalty and staff retention. We all get to know each other much better and truly bond in a way we never could in the office.

Our problem has always been in finding a course that helps our entire office and is not directed to only one part of the team.

So we created the program that we always wished we had; sessions for the dentist on leadership so you learn how to create loyalty, sessions for the staff so they know what is expected, and sessions for the manager on how to pull it all together and keep it going month after month.

Just going on the trip improves loyalty, because a lot of your staff would never get to go to a place like this otherwise. And believe me they appreciate that. But the content is also geared to this exact outcome.

We get our staff to work 3 days for no salary to help subsidize the trip. That makes it affordable. And although they worked toward it, you will get a lot of credit for putting it all together.

We also only teach the principles we use in our own practice. We only teach what works. We have to run our office just like you do. We only want ideas that are proven in the real world, not theories.

If you want a great office that you love to come to every day, you need to make the first move. The longer you put it off, the longer you need to put up with people who don’t care and don’t try.

Join us in Cabo San Lucas for our team development seminar this January.

Take a break from winter, show your staff that you are in it for them too and they will respond, I guarantee it. After all, I said we only teach what we do in our office. This is what we do. Every year or two we go somewhere as a team.

Our office morale and staff retention have never been better since we started doing educational trips. And staff retention translates into patient retention and if you don’t know what that translates into then you REALLY need the course!

Hope to see you there.

Click here for more info.

All for now,

Dr Dave

www.dentalmanagementsecrets.com

P.S. January is coming upon us very quickly. And the all inclusive resort, Riu Palace, where we are holding it is filling up. So if you want to come, don’t procrastinate. Make a fresh start in 2014 and set the office and your life on a whole new track.

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

A Little Mistake That Cost A Dentist More Than $30,000

When Dr Jones (not his real name) downloaded his office manual from a popular internet site, he thought he had taken care of a big potential problem, but instead he ended up having to pay a $30,000 employment claim.

It’s really simple – If you don’t have an office manual, you need one. If you do have one, you better know that it is the right one for you. In the US and Canada you have over 63 different labor jurisdictions, so to create one on your own with no experience is a really bad idea. And like Dr Jones, downloading the cheapest one you can find on the internet isn’t very smart either.

Here’s a better idea: Send your office manager for a four day program, and have a customized manual covering more than 50 topics and policies that do more than just protect you from “little mistakes.”

A good office manual will not only save you money, but actually make you money. In addition to covering key employment and liability issues, your manual should help reduce overtime, increase productivity and patient satisfaction, and provide consistent guidelines for training.
So which way would you handle this important business decision?

  1. Remain vulnerable with no manual,
  2. Use a cheap internet template that still needs hours of work and extensive lawyer review,
  3. Create your own from scratch with weeks of effort and potentially increase your liability, or
  4. Send your manager(s) to work with our professional team for a few days at our next Management 101 training, and have them return with a complete office manual that  protects your practice and increases productivity.

Our Management 101 Workshop does more than just create an office manual, it also includes training on all aspects of managing a dental office and successfully implementing your new office manual.   We now have an Office Manual Workshop and 4 Day Intensive Manager Training scheduled in 11 cities across North America.

Satisfaction Guaranteed

Now save $400 off our regular price of $1,595 and pay only $1,195 for our next 4 day training event in Las Vegas. Your satisfaction is guaranteed. If you don’t feel completely satisfied, we will refund 100% of your purchase price.

**The $400 savings applies to our next workshop only in Las Vegas April 16-19, 2013.**

More Details here or give us a call at (403) 984‑0114.

All for now,

Dr Dave

PS – You would spend more than $1,595 in legal fees on your manual alone!
Book your office manager training for Las Vegas today before the limited seating is gone. Best of all, you can order with the peace of mind that comes with our 100% money back Satisfaction Guarantee.

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

Announcing: 11 New Dates and Cities added to our Office Manager Training Series

Last month I posted a message from my office manager Craig. The biggest question we received was “When are you going to do an office manager 101 course near me?”

Because of this we have added 13 new cities and dates to make it more convenient for you to send your manager to get trained.
Scroll to the bottom for the complete list of cities and dates.

Why send your office manager to Management 101?

As dentists we are trained to fix teeth and manage our patient’s oral health but we get very little or no training at all on how to run a dental office.
Then we hire an office manager and try to pass on our great wisdom to them. Can you see what the problem is here?

When I hired Craig to manage my office I purposely hired someone from outside the dental industry. Why? I didn’t want someone who understood just the dental industry (I knew they could learn that), I wanted someone that had experience running a large office and managing a large group of people.

Craig came from the telecommunications industry where he managed teams of over 300 customer service reps. Isn’t that what we need a manager to do, manage our team and provide excellent customer service?

It turns out that hiring Craig was a great decision. He has completely transformed the way our practice operates. He has implemented systems and automation without which an office as large as ours would be in chaos.

Our employees love him. Happy employees mean a much higher chance that you have happy patients.

The office manual alone is worth the cost of this course but you get so much more.

Here is a brief list of what is covered in Management 101 (click through for full descriptions):

Day 1 & 2: 9:00am to 5:00pm – How To Be A Top Manager

  1. Mastering HR
  2. Pay & Incentives
  3. Setting and Enforcing Policies
  4. Goal Setting – Executive & Staff
  5. Implementing Change
  6. Leadership Skills
  7. Office Management Automation
  8. Progressive Management Techniques (Staff Discipline)
  9. Hiring
  10. Training
  11. Termination
  12. Handling Overtime
  13. Scheduling
  14. Collecting money
  15. Marketing your dental practice (Guest Speaker)

Day 3: 9:00am to 5:00pm – Hands On Program – Create your Office Manual (optional)
•    Create your own office manual in this full day workshop.

Day 4: 9:00am to 5:00pm – Advanced Automation Training (Optional)
•    Work with our proprietary system developed specifically for dental office managers.
•    Learn how to reduce costs and increase productivity with Automated Manager. (AutomatedManager.com)

You can register for an upcoming event here.
We hope to see your manager at one of our events soon.

All for now.
Dr Dave

Upcoming Dates:

Las Vegas – April 16 – 19, 2013
Toronto – May 13 – 17, 2013
Honolulu – May 27 – 31, 2013
Chicago – June 10 – 14, 2013
New York – June 24 – 28, 2013
Los Angeles – July 8 – 12, 2013
Calgary – July 22 – 26, 2013
Anchorage – August 5 – 9, 2013
Boston – September 2 – 6, 2013
Las Vegas – Sept 17 – 20, 2013
Atlanta – October 14 – 18, 2013
Phoenix – October 28 – Nov 1, 2013
Denver – November 25 – 29, 2013

Register here

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

A word from my office manager

This month, I have a guest writer.

Craig Hayes is my dental office manager who not only manages our huge 12 dentist office, but also works with me on consulting and he has also been running hands on training seminars for dental office managers over the last 2 years.

Craig does not come from a dental background. In his previous career working for a large public telecom company, he saved them $8 Million. They were going to write off $12 Million and he found a way to reduce it to only $4 Million. Still a lot, but a lot better than it was. So he has real world experience as well as dental. He was managing over 300 people at that time. He has the HR skills to show your manager how to make your office run well.

I want you to read what he says but more importantly, read the reviews from the dentist owners of some of the practices whose managers we have trained so far.

First, here is Craig:
I find it difficult knowing that we have answers that can save dentists a ton of heartache, not to mention money.

Like a dentist I have the knowledge and skill to deliver the equivalent of preventive dentistry, only in my case it is preventive management. It is much better to catch decay while it is small. A filling is so much better than a endo, crown (post etc.) or worse yet an extraction if it was really left too long.

It is also true that a staff hand book is so much better than a law suit. Imagine the trouble you would find yourself in if you were a dentist without any dental training, trying to diagnose and fix a problem. I see this every time I hold these seminars, managers managing without the proper training; it’s like an assistant performing an endo.

I‘m reminded of the office we warned that without changing their management style they would lose all their employees, well they’re all gone now. Or the time when an office allowed me to review their homemade Rule Book; we warned them they were headed for a lawsuit, today they are in court facing over $100,000 in labor board actions.

My advice; have the filling done now rather than waiting till it hurts…. Catch the problems while they are small. Send your manager to one of our upcoming courses. (One of which starts April 16 – 19 in Las Vegas) plus we have added many other dates.

Rather than give you more negative horror stories, here are some glowing reviews of the positive changes in some of the office managers we have trained:
________________________________________
I have seen so much progression in her both professionally and personally, She has taken so much of the workload off of me and the weight off of my shoulders. She is both kind and gentle in the way that she deals with the staff.
~Dr. K on N*****
________________________________________
We now have a direction, and no longer feel like we’re walking around blind. Our clinic has both a clear vision and we’re confident in L****’s role in helping to make this vision a reality.
~Dr. R, on L****
________________________________________
Having promoted an internal candidate with no management experience or training, we were expecting Management 101 to increase the ratio of hits to misses. We’re thrilled to say that it eliminated the misses altogether!
~Allan H, on K******
________________________________________
Since the completion of 101, we are implementing SYSTEMS to be more productive and efficient in the practice and we couldn’t have done it without J***. BRAVO. We are looking forward to more learning objectives after 201 is completed.
Dr. M, on J***
________________________________________
The biggest change I’ve seen since T**** came back from Management 101 is in her confidence. She has the confidence to deal with most issues that arise, without needing to check with me. This is particularly true when staff issues arise. She knows how to direct our team members to do what she wants, rather than “asking” them. Where she encounters an issue, she has begun implementing and enforcing clear policies. We’ve also been consistently meeting our targets, which makes everyone happy!
Dr. S, on T****
________________________________________
I just wanted to let S****** know how invaluable she’s been, and it takes me awhile to put things in to words. Thank you so much for these great
courses. I’ve needed this fantastic combination of a great office manager and great training to make her even more knowledgeable. So here we go:
S****** has always been our “go to girl” in the office and my sounding board for my ideas,my goals and visions for the office, many which I
haven’t been able to achieve much to my frustration. Becoming the office manager was the natural transition for S******. Since taking
the first management course, she has turned out a fantastic, much overdue office manual,implemented many office protocols, revamped our
scheduling of both patients and staff, which has increased our patient care and almost eliminated overtime. She has cleaned up our A/R, which
was a mess!
S****** has also begun streamlining our Hygeine, CDA and Reception teams, ensuring that all protocols are followed, and every person will have some degree of crosstraining. She shares the same visions for our office that I do, and is the person to take it to the next level. In short, she has my back, and I have hers.
Dr S on S******
________________________________________
Here are the comments for K*** on her improvements and accomplishments since management 101.

K*** has integrated several changes to our office since her first course. She has brought in new evaluation forms for our staff and has been performing all of our staff evaluations. She has reorganized the administration of the front desk area and brought in the greeter position which had improved patient flow at the front desk. She has been able to delegate many duties to other admin staff and has been able to focus on reducing receivables with great success. She is better able to organize her time so she can more often start and complete tasks. K*** has always had good ideas to improve our office and now she is in the position to implement these ideas. We look forward to her continued growth and improvement!

Drs. B, K, B,and W
________________________________________

Anyway, I think you get the idea.

The common element is how the manager has taken some of the burden off of the dentist. Who does not want that?

A great person with great training will be much more valuable to your office than a great person that just does not know what to do.

In fact, untrained managers burn out and leave because it is so stressful doing everything the hard way.

And your office manager is usually your best staff member, so if they burn out and leave, you have lost your best and brightest.

The course is not expensive and we offer a full refund including airfare after Day 1 if you are not completely blown away.

You can sign up here: https://dentalmanagementsecrets.com/management-seminar-101

All for now,
Dr Dave

PS As you may have gathered from the comments above, we have a second level that we call 201, so there is continuity. It is not a one stop’ rah rah’ then go back to the old ways type of program.

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.

CAN. Phone: (403) 984‑0114 | U.S. Phone: (480) 840‑7323

https://dms.dgstesting.com/management-101/

Manager Training

Last spring we ran a seminar for dental managers. It was run by my office manager, Craig. It is a bit hard to summarize because it is basic training of management, plus dental office key performance areas to focus on, plus automation of the dental office, plus developing an entire office manual.

There is no doubt it was our most successful training seminar yet. We are running it again this October. Every attendee learned the basics of management, of office efficiency and automation, and went home with their entire office manual completed and most had them implemented within a month. In fact, in the following weeks we received multiple reports of systems and procedures implemented upon their return that had been stalled out for years.

Every attendee learned how best to deal with conflict and difficult people. They all learned what the dentist really wants (more production and less hassle) and how to help them achieve it.

They all appreciated the chance to discuss their individual issues with the group in round table format and to receive suggestions from a manager who has dealt with every conceivable dental management issue. The best feedback we got was that we taughtthem to manage rather than hiring us or someone else to do it.

To see a video of the actual feedback of the attendees of the last one we put on click on the dental office managers comments here:

Or you can read their comments from the anonymous evaluation forms they filled in at the end of the workshop here:

“This seminar exceeded my expectations. I found Craig to be an excellent presenter… he kept on track, was very informative very diplomatic & very helpful in addressing our concerns/needs in our dental office. I found the attendees were able to engage, because of Craig’s ability to put us all at ease. I felt we engaged freely, comfortably and continually. I am thrilled to have been part of this seminar.” “Craig’s presentation was strong in all aspects. Craig was an amazing facilitator in that he picked up very quickly what we wanted out of this seminar.”   “Craig was able to address my questions and was very open to meeting individually” “This was the most informative and interactive course I’ve ever taken! I will recommend this course to my whole office and hope to see you at the next course!” “I have attained a huge knowledge base of information. Working with the other managers have given me the tools & ideas on how I can help better.” “Craig showed me how a manager can implement change and efficiencies. I loved his interactive approach involving everyone.”  “Craig was extremely engaging. His knowledge base & ability to share information was fantastic”. “Really exceeded my expectations, Craig encouraged interaction with the group with no fear of a wrong answer, we were made comfortable to share & ask.   Craig offers a very real human mood to his training.” “The group interaction was refreshing and informative. I got the most benefit from Craig’s knowledge and experience.” “Craig’s strength is his excellent communication and great sharing of Ideas.” “I couldn’t find a weakness in Craig’s presentation.” “This really provided o lot of secrets in dental management, I am glad that I was able to attend this training.” “This was the best I have ever participate in I will be back for more.” “Excellent course! Very informative Craig is a fabulous trainer.”

We are repeating this dental managers seminar this fall in Las Vegas.

I know most of us are still on summer relaxation mode, but in order to run this we need to give you a bit of lead time. Especially since your manager will have a lot of pre-work to do in order to come away with a completed office manual. And I’m not talking about a half baked office manual.

Here are the sections we have in ours and that will be in yours when the seminar is done:

Contents Introduction. 6 Welcome from Dr. Dave Robertson. 6 Your Employment at Deer Valley Dental Care. 9 Manager’s Mission Statement. 9 Deer Valley Company Employee Relations Principles. 9 Responsibilities of all Employees. 10 Introductory Period of Employment/Probationary Period.. 11 Employee Status. 11 1.      Permanent Full-time Employees:11 2.     Permanent Part-time Employees:12 3.     Temporary Employees:12 4.     Casual Employees:13 Employee Guidelines. 13 Attendance. 13Work Schedules. 14 Shift (Changes) Trades. 14 Overtime. 14 Lunch and/or Coffee Breaks. 15 Guidelines for Lateness, Leaving Early and Absence. 15 Confidentiality and Release of Information. 16 If You Leave the Company. 17 Employee Selection & Recruitment. 17 Job Postings and Promotions. 18 Compensation. 18 Time Sheets. 18 Pay Period.. 18 Salary Reviews. 19Objectives Review.. 19 Benefits. 19 Life, Short and Long Term Disability Insurance. 19 Dental Plan. 19 Permanent Full-Time Employees:20 Paid and Unpaid Leave. 21 Vacation Entitlement. 21 Statutory and Civic Holidays. 22 Other Paid Leaves of Absence. 22 Bereavement Leave. 22 Jury and Civic Duty. 22 Maternity Leave. 23 Your Benefits Coverage during Any Leave of Absence. 23 Company Guidelines. 23 Harassment and Personal Discrimination. 23 Definition. 23 What Can You Do About Sexual Harassment. 24 Dress Standards. 25 Employee Training and Development. 25 Continuing Education. 26 Suggestions and Ideas. 26 Employee Concerns. 26 Open Door Environment. 26 Smoke -Free Environment. 27 Intranet. 27 Internet and E-Mail27Company Facilities and Property. 28 Staff Room.. 28 Operatories. 28 Employee Work Stations. 28 Employee Sign-Off. 29Employee Sign-Off. 30

We all know what it is like dealing with any of the above issues when,( not if ), they arrive, and we have not set a policy in advance. You only needed to be sued once to know how critical all of this is.

I recorded a short video on why I think dentists will benefit immensely from proper manager training and you can see it here.

In fact, this is not for dentists. We could fill more seats if we allowed dentists, but that changes the entire mood of the group. An all-manager group encourages honest expression of real concerns as we confirmed in our last seminar. We also spend one day on office automation which is one of the keys in our office to running 60 staff, staying on top of everything, and freeing up months of time per year.

There is more info on the web site that you can access here, but the important details are:

Location; Las Vegas

Date: October 11-14

Cost: $1195-$1495 depending on whether you register for 2,3 or all 4 days.

Registration: Click here to register for the dental office managers seminar

We can only take 17 managers and last time we sold out, so if you want a well managed office and someone qualified that you can delegate to, I would strongly encourage you to send your office manager.

Guarantee: If after day one, your manager is not completely satisfied, we will refund the entire tuition plus $500 toward travel costs. As a dentist it is nice to be a great manager. But that also means you have to do the management. If you have a great office manager, you will also see great results, but you just added at least one day a week to your family/recreation time. That certainly has been my focus and is key to being able to take time off and still have things well run.

Most dental managers have no formal management training as those programs don’t exist. We teach management skills but also as those skills apply to high performance dental practice.

This is the only program of its kind that I am aware of directly specifically to dental office managers, and even better it is taught by an extremely well qualified dental office manager who actually does all these things. All this and evenings free to enjoy Vegas. All for now, Dr. Dave

PS We have an early bird $100 coupon good for any Las Vegas show.

CANADA OFFICE

#30 1221 Canyon Meadows Dr
SE Calgary, AB T2J 6G2

Phone: (403) 984‑0114

U.S. OFFICE

40837 N 97 St
Scottsdale, AZ 85262

Phone: (480) 840‑7323

Copyright © 2015 Dental Growth Strategies. All Rights Reserved.