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Coaches Corner – Quick and easy, down and dirty, but very important!

Okay – we’ve said this before, but unfortunately we need to say it again!

Why? Last week our Mom had a doctor’s appointment. She is happy with the treatment she has been receiving, but told us that she is seriously considering switching to a different doctor. The reason?

“He has no personality. It’s like he doesn’t care about me. At my last appointment he walked right by me in the hallway and didn’t even look at me or say hello.”

Patient lost.

One of the easiest and most important rules to follow in your practice is “The Madow Brothers’ Ten Foot Rule!”

Simply stated, when any member of the team, including the doctor, is within ten feet of any patient, they should look them right in the eye and give a warm greeting – using their name if possible.

That’s it! No excuses. This is mandatory! So let’s start right now!

Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

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Coaches Corner – Secrets For A Happy Team!

Dear Friend,

No doubt about it – the best practices have the best teams.

As much as we like to think that no one is irreplaceable, including us, the fact is that when a great team member leaves for greener pastures, browner pastures, or Louis Pasteurs, it is a blow to the office, sometimes unnerving to the patients, and just an all around pain in the butt to get a new person hired and up to speed. Of course, there are other team members whose resignation can only be responded to with a humongous sigh of relief! The point is – we want our great team members to work hard, love their jobs, contribute to the success of the practice, and stay! But do we really know how to make that happen?

Recently, the Gallup people finished off two huge multi-year studies to find out what employees really want from their workplaces, and what the best business owners do to retain them. They came up with twelve statements that are directly related to job satisfaction and longevity. 

1) “I know what is expected of me at work.”

According to Marcus Buckingham (of the Gallup Organization, not the great band form Chicago that scored in the 60s with “Kind Of A Drag” and many more), primary analyst for the study, 

“Telling employees every step to take in order to do their jobs basically says ‘check your mind at the door.’ “

He suggests a better route is to tell team members what is expected of them, and what the ultimate goals are, and then allowing them their own route to solving a problem.

Now granted, sometimes this can be dangerous. But usually, it gives people much more satisfaction and follow-through when they are responsible for solutions.

For example, let’s say that you are having trouble with collections. What works better? Telling your front desk sergeant exactly what to do, or asking them to come up with some strategies to use to alleviate this problem? Many times they will have more insight into the problem anyway. Now of course, that doesn’t mean you can’t dictate the course of action. But even that will work better with employee input. And take them seriously. 

2) “I have the materials and equipment I need to do my work right.”

Now this doesn’t mean you need to go to the Chicago Mid-Winter meeting and drop two hundred grand on the exhibit floor. But it also means that if you are working with equipment that was state of the art when Donovan was cranking out the hits, you are holding your staff (and yourself) way back. Plus, everything needs to be kept in the best repair and condition. Asking a team member to accommodate their technique due to faulty equipment is not only unfair, it is asking for trouble!!

Training is important too. It doesn’t help very much if you have the most modern equipment if no one knows how to use it!!

3) “At work, I have the opportunity to do what I do best every day!”

Stifling people is not a way to make them productive. A truly great leader will recognize the talents of others, and utilize them to their greatest potential. This may involve encouraging others to get out of their “comfort zone” (yikes – didn’t we promise to never use that phrase??) and discovering just how good they can be.

4) “In the past seven days, I have received recognition or praise for doing good work.”

There is absolutely nothing better and nicer than complimenting a staff member on a job well done, especially in front of a patient. This can even be for the simplest of things. And there is nothing wrong with repetitiveness!!

“Karen, that temporary looks fantastic!”

“Kim, you really handled that phone call well!”

“Kathy, Mrs. Weezer’s gums look excellent – great job!”

“Kris – why does everyone in this office have a name that starts with a K?”

We’ve been teaching this for years, and are glad that the Gallups agree!!

5) “My boss seems to care about me as a person!”

Now this doesn’t mean that you have to get involved in every soap opera that your assistant has, but it is important to care and get involved with the well being of everyone in your office. The growth and success of your staff is of utmost importance to happiness and a healthy office. It doesn’t hurt to provide a caring ear or even a shoulder to cry on from time to time. 

6) “There is someone at work who encourages my development.”

Buckingham stated that the typical management of the past tended to point out a person’s weaknesses instead of strengths. Well that just doesn’t cut it these days! It is better to point somebody in a path that matches their own skills. 

We once had a front desk assistant who did a great job, and was extremely well liked by everyone. But it seemed her forte was not answering the phone, scheduling appointments, and other things of that nature, but actually “touching” people with her warmth. It was actually very difficult for her to say “no” to a patient when they wanted a particular appointment time, whether that time was available or not!

So, after some great training, she was “shifted” to dental assistant, a position where her warmth and natural skill of making every patient relaxed and comfortable was utilized to the max. 

Everyone needs to be encouraged to use their natural skills to the best of their potential. And best of all, if you encourage learning and growing, people amazingly seem to develop more “natural” skills!! 

7) “At work, my opinions seem to count.”

This one is very self-explanatory, but rarely practiced. We are so close to the fire sometimes that we can’t feel the heat. Other’s opinions should always be welcomed. And remember, some ideas may not be feasible, but you should always encourage opinions and be VERY thankful that your team cares!!

8) “The mission / purpose of my company makes me feel my job is important”

Mr. Buckingham states, “When people feel they are an integral part of a larger whole, they are more likely to stay committed to that organization.” In dentistry, this is almost too easy. We do great things for people every day. Make sure that your entire staff shares in these successes. Take them to the top continuing education programs where they can meet other like-minded offices. And get everyone involved in charitable cases or philanthropic work of some kind. What we do is extremely important. All too often that fact gets lost in the mundaneality of work and the stresses of running a business. Don’t let it!! By the way, “mundaneality” is a made-up word. Did you like it?

9) “My fellow team members are committed to doing quality work.”

Obvious. No underminers or slackers are welcome!!

10) “I have a best friend at work.”

Like it or not, close friendships in the office are quite important. It keeps people happy and self-assured to have a good friend at work, and helps staff members deal with change. This is, of course, different than cliques, sororities with blackballing privileges, and scary queen bees.

11) “In the last six months, someone has talked to me about my progress.”

Many successful dentists do regular one-on-one meetings with their staff. According to Gallup, it sounds like a good idea!!

12) “This last year, I have had opportunities at work to learn and grow!”

This is a great one, because it benefits both employee and employer. How can your practice grow without staff growth? How can your staff be happy doing the exact same things they were doing two years ago? It just doesn’t work that way. Stagnation leads to boredom, which leads to poor performance or walking. Get your team involved. Take their suggestions seriously. Explore opportunities in continuing education (HINT: TBSE is the best way to do this!) And be one big happy dental family!!

 
Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

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Coaches Corner – You Deserve A Raise Today!

You work hard. You do great things for people. You change lives and sometimes even save them. You deal with all kinds of b.s. from insurance companies, cranky patients, and more. You deserve a raise!

The simplest way to do it? Raise your fees! Most practices have not raised their fees in over 18 months – many even longer! So do it, and do it now!

“Boy – that crown was a real bargain!” SAID NO PATIENT EVER!!

Your patients think your fees are high anyway, so what the heck? Charge what you are worth.

But how about those pesky PPOs? Can you raise those fees too? YES you can!!

Believe it or not, PPO fees can be negotiated (hopefully up!!) But don’t even try to do it yourself – leave it to the professionals. There are some great companies out there that know exactly how to do this, and do it successfully day in and day out.

Our favorite is Apex Reimbursement Specialists. Why? Three reasons.

1. They are the best at PPO fee negotiation. They really know their stuff, and will get you the best fee raise.
2. Unlike the other companies, you don’t pay an up-front fee at all; you just pay them a percentage of the “raise” when the new reimbursements start coming in.
3. See number two. You have nothing to lose!!

Give them a call at 410-710-6005. Or visit www.apexreimbursement.com. Don’t wait – do it now. After all, you deserve a raise TODAY!!

Let us know how it goes!!

Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

To sign up for our mailing list CLICK HERE

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Dental Team Conflict Resolution Tips and Ideas

This is Madow Center Lead Coach Betty Hayden here today!!

Did you know that the month of April is Workplace Conflict Awareness Month?

This is a topic that should be discussed at a team meeting. Why? Conflict happens! Make a plan and an agreement as to how all office conflict will be addressed and resolved.

Steps to deal with office conflict:

  1. Calm down and talk with the other person. (Don’t go to anyone else to discuss the conflict.)
  2. Attack the problem, not the person. Focus on behaviors and events.
  3. Listen carefully – listen to understand and not to be understood.
  4. Brainstorm solutions with a focus on the future. What it will take to move forward?
  5. Celebrate your success!

To manage conflict, Excellent Communication is Essential.

Communication  –

  • Job descriptions and expectations must be clearly defined. This is a great time to ask every team member to write a list of their job description and responsibilities. Have them indicate next to each task how often it is done (daily, weekly, monthly, yearly, varies, etc.). This will help you determine if and when and by whom these tasks are being accomplished. You might find some important tasks are not being done at all or not often enough and so on.

  • Team Meetings/Morning Huddles are essential for a happy and smooth work day. (I’ll cover tips on how you can have a successful morning huddle in an upcoming Coaches Corner.)

  • Address quickly any needed discipline or correction, don’t wait for a staff meeting to address these problems. Instead, meet one on one with the offender.

  • Avoid office negativity, it’s toxic and will infect your team – Rather, focus on and share positive experiences.
  • Your team must know the why, what, and how. They may know the what and the how but not the why. Oftentimes, this is why employees are there just to collect a paycheck. Talk about what you believe and attract those who believe what you believe. People buy the why not the what.
  • Positive Gossip Only! Entire team agrees to stop gossip. Refuse to listen to it. Rather, encourage the person to go directly to the other person they have an issue or complaint about. Unless of course, they can let it go and move on.

In addition to communication, Proper Training is Imperative–  Don’t hold back in this area! Invest in your team. Thoroughly train any new employees on your practice goals, systems, software, telephone skills, dental procedures, protocols, etc.  However, training isn’t just for your new employees, everyone in the office needs regular training. This leads me to the next point…

Continuing Education – Continuing education, not just for the providers but for the entire team is a wonderful way to ensure practice growth. Not to mention, it’s a great team-building experience, one that will give you a happier and motivated team. Think about this, your administrative team is the first and last impression made on each and every one of your patients. This includes potential patients that call your office. Certainly, you want to have the very best training and education for not only your clinical team but your administrative team too. You can do this with in-office training, webinars, lunch and learns, and seminars/classes outside of the office.

Have you heard about The Best Seminar Ever (better known as TBSE)? It is absolutely the best seminar I have ever been to! If you’re ready to boost your team and take your practice to the next level, please check it out here: TBSE -The Best Seminar Ever.

It is my wish that these ideas and tips will help you and your team experience greater happiness at work without unnecessary negative conflict. If you have any questions or concerns about what you’ve read today or would like to set up a complimentary telephone consultation to learn how I can help your office grow and succeed, please call 1-800-258-0060 or simply respond to this email with your best contact information and we will be in touch.

Yours for Greater Success,
~Betty

Betty Hayden is the lead coach at The Madow Center For Dental Practice Success. She has over 25 years of experience in the dental profession. Her expertise is in effective telephone answering techniques, profitable scheduling, marketing campaigns, communication, social media, new patient acquisition, practice growth, and much more. She is called “The Idea Woman” because she grows practices!

If you have a question for this column, please write to us at coaches@madow.com. And remember, we would like to offer you a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

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Coaches Corner – My Last Dentist Never Told Me That!

Dear Madow Coaches,

Last year I purchased the practice of a retiring dentist, mainly for the “charts.” I have been very pleased with the amount of patients who are coming to see me from this practice.

The problem is, most of them are dental-neglect disasters. It’s bad enough that they never seem to have had a proper examination; “Dr. Jones” never even took x-rays! Then I turn out to be the bad guy for doing a proper diagnosis and treatment plan.

When someone says to me “Why didn’t Dr. Jones tell me that?” I am at a loss. I just say to them “Dr. Jones didn’t take x-rays.” Seems like a good explanation, but I’m not sure. What do you suggest?

Flustered in Florida

Dear Flustered in Florida,

We understand that a lot of people are flustered in Florida! But that may be for different reasons….

Okay – here is the number one, most important, cardinal, oriole, blue jay rule. Don’t throw old Dr. Jones under the bus. Remember, no matter how incompetent and vision impaired Dr. Jones may have been, his patients probably loved him! So it’s not cool to insinuate that his diagnostic abilities were less than stellar. 

So just be honest and try something like this:

“Well, I can’t tell you what Dr. Jones saw during your last examination, but I can definitely tell you what we are seeing here today…..” Then go on to explain your thorough exam. Be sure to tell them things like “New research has shown the need for a very comprehensive examination of your gums to check for infection and inflammation…” 

They will get the idea, and you will (somewhat) spare the reputation of their beloved Dr. Jones! 
 
Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please. 

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A great idea from a reader of Coaches Corner

One of our favorite “idea guys” is Dr. Mitchell Josephs of Palm Beach, FL. Here is a great technique he uses in his practice to actually get people excited about showing up for their appointment when lab work is involved. Take it away “Dr. Joe!”

Hey guys! I came up with this idea when I was at the gym. We have been bitch’n that this one machine we like has been broken forever! Finally, my trainer told the owner to at least put a sign on the machine that says: “Parts on order; thank you for your patience!” At least this makes us feel the gym is on top of it and help is on the way.
 
I always like how Amazon and Ebay send me alerts on the shipping progress of my orders. I get excited when that 1969 Alfa Romeo taillight I ordered has been shipped and was in Arkansas yesterday, and then “out for delivery today.” 
 
See the email below I now send to every patient awaiting lab work to come in:
Subject: Your Dental Lab Work 
Dear Frank:
You lab work is in progress! (see below)
Thank you for your continued trust in our office. See you on the 15th to deliver your night guard.
Dr. J.
DIGITAL ORDER NOTIFICATION
Account Number: 10-45375
Order Received: 3/19/18
Your digital order is in production and will be shipped on 3/24/18
Patient name: Frank Reynolds
———————————–
It’s amazing – when I send this email patients actually get excited about their lab work and their appointment! I hope your readers enjoy this tip. Dr. Mitchell Josephs
Palm Beach, FL

Thanks Dr. Joe! Keep ’em coming!!

 

If you have a question for this column, please write to us at coaches@madow.com. And remember, we would like to offer you a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

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So Did He Throw A Party For The Hygienist?

 

A few weeks ago we published a question from Dr. Mitchell Josephs. Just in case you forgot, here is the question:

Dear Madow Brothers,

After 21 fantastic years in the practice, my hygienist Susie is retiring. She has treated several generations of patients here and everyone loves her.

Should I send an email blast out to our existing patients (coming from her) telling everyone of her retirement, or just inform patients the day before their recall appointments that Susie retired, Ms. Schtupalot will be seeing you today!?”

On one hand I don’t want my patients to claim I did “not inform them”, but on the other hand I don’t want to give them an opportunity to start calling around to find someone else “closer to home” for their cleanings.

Thanks for your advice,

Dr. Mitchell Josephs
Palm Beach, FL
 
So – we asked for suggestions from readers of Coaches Corner, and they came in like crazy! They ranged from doing absolutely nothing to holding a big retirement party for the hygienists and inviting the entire community. So what did Dr. Josephs do? Here it is.

All my patients who thought that my previous hygienist, Susie, of 22 years was the greatest thing since sliced Mandel loaf, now think my new hygienist Rita is the “best they ever had.”

While I was slaving over my drill for 22 years, Susie was not keeping up with perio charting, x-rays and diagnosing and treating perio disease. She would chit chat for 45 min, and clean teeth for 15 min. Poor leadership on my part! I was too busy worrying about my end of the practice and keeping my chair filled. I ignored hygiene.

The new RDH is on average producing 50% more revenue than the previous one.

From your consensus of your DDS’s way to handle the transition, I went with: “Do nothing, other than when confirming their hygiene appointment on the phone, just tell them ‘Susie retired and you will love her successor Rita.’ ” Some people suggested I “should have a retirement party for Susie, inviting my patients and introducing her to the new gal.”  My feeling on this suggestion? Screw dat!

Cheers!

Dr. Mitchell Josephs
 
Just in case you are wondering, Dr. J has an extremely successful practice in South Florida. But as we have experienced with just about every one of our coaching clients, even great practices could use some improvement, and it usually takes someone from the outside (that’s us!) to do the diagnosis. Wanna chat about it? Just let us know!
 
Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

To sign up for our mailing list CLICK HERE

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We All Screw Up

Dear Coaches,

Please help to settle a little disagreement in our office. A patient came in for a crown insert, but the crown was not here! We messed up by putting the wrong date on the lab slip. My assistant thought that we should tell the patient that the lab did not deliver the crown on time. I thought a better answer was that we looked at the crown and were not happy with the quality. Who is right?

Thanks,

Dr. Lynne Jeffries
Manchester, NH

Lynne,

Thanks so much for your question. It can be tough to figure out what to do when things go wrong in your office.

Maybe (as in your case) a patient came in for their insert appointment and the crown was not back from the lab.

Or possibly you had a schedule malfunction and couldn’t see a patient when they came in.

Or maybe your insurance estimate was way off and the patient was pissed because they owed a lot more than they were originally told.

The list can go on and on because no matter how conscientious we are, screw-ups happen. But there is a pretty simple three-step formula for taking care of them.

Tell the truth.

Trying to fudge the truth to appease a patient or telling a white lie to make the doctor or team member look better rarely works. And of course as the saying goes, when you tell the truth you never have to remember what you said!

Take responsibility and apologize.

So don’t “blame it on the lab.” Even if it was the lab’s fault, that excuse looks about as hollow as saying the dog ate your homework (or blaming any other situation on the dog). The fact is – anything that happens is ultimately the responsibility of the practice.

Make restitution.

Waive the fee. Give a Starbucks gift certificate. (It’s great to have a stack of these around the office.) If the patient is being reasonable, do your best to accommodate.

Simple? Yes. The right thing to do? Absolutely! When you screw up – admit it, apologize, and make it better!

We had a minor mess-up at The Madow Brothers office last week. We had the tuition incorrect for our upcoming “Deeper Than Dentistry” seminar, which will take place on Friday March 23rd. So for that – we take full responsibility and we are very sorry!

To see the correct (low!!) tuition and to find out more about this unique and life-changing (seriously!) course, visit www.deeperthandentistry.com!

Hope to see you there!

Coach Rich
Coach Dave

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

To sign up for our mailing list CLICK HERE

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Some Marketing Ideas For February

Hey everyone – Betty Hayden here!

With the goal of helping you have an amazing and productive February, I’m sharing some Marketing and Practice Management tips & ideas that you can use during the month.

These ideas will also help to exceed your current & potential patients expectations and make for a more fun February at the office.

Hygiene Continuing Care Reminders –

Include a Special Message with your Continuing Care Reminders – a message that is educational and will help to create urgency to schedule for any of your patients that are past due.

Reminders for Adults –  February is Heart Health Month (healthy teeth lead to a healthy heart).

Tip: If you’re not currently taking your patients’ blood pressure at their appointments… make it a goal to start during the month of February.

For $24.00 you can get a wrist blood pressure cuff on Amazon. That’s so cheap you can have one in every room, or even use them as giveaways!!

Many people see their dentist more regularly than a physician and could get an early warning about high blood pressure when getting their teeth cleaned or having other dental treatment done.

Reminders for Children – February is Children’s Dental Health Month. (Reminders can be that tooth decay is the most common childhood disease or how sealants protect the teeth from cavities.)

Tip: Offer free school field trips to the dentist or visit local schools or your public library for a dental-health presentation. If you do school visits or field trips to your office, make sure every kid (and adult!) gets a “Goodie Bag” with your office name and contact info on it.

Content Ideas for your Blog and Social Media Pages:

Heart Health Month:

  • Video Demonstrating Proper Flossing Techniques
  • Heart Healthy Foods
  • Heart Disease Facts
  • Why Regular Dental Visits are Important

Children’s Dental Health Month:

  • Healthy Lunch/Snack ideas
  • What to do in a Dental Emergency?
  • Ortho care while at school
  • Dental Health (importance of, regular check-ups, sealants, mouthguards, fluoride & braces)
  • Tooth Eruption Chart
  • Daily Tooth brushing Check-list

Even MORE Social Media Post Ideas to Improve Engagement:

Toothache Day: 9th
The Great American Spit Out: 22nd  / Through With The Chew: 18-24th
National Tooth Fairy Day: 28th

Those are just a few  tips & ideas for the Month of February. Enjoy!

Wishing you all a Happy & Productive February!
~Betty

Betty Hayden is the lead coach at The Madow Center For Dental Practice Success. She has over 25 years of experience in the dental profession. Her expertise is in effective telephone answering techniques, profitable scheduling, marketing campaigns, communication, social media, new patient acquisition, practice growth, and much more. She is called “The Idea Woman” because she grows practices!  

If you have a question for this column, please write to us at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only, please.

Today’s question involves a simple no-cost strategy for practice growth

Madow Brothers,

My practice seems to be a bit stagnant and I am worried about the trend, but don’t want to add a lot to my overhead either. What did you guys do to grow your practices that didn’t cost a ton of money?

Dr. H. Jebko
Provo, UT

Great question Dr. Jebko!

There is one answer that pops into our heads immediately. But first, let’s address something else. You say you want to help your practice grow but don’t want to add to your overhead, and that makes sense. But please don’t forget that there is a huge difference between adding to your overhead and investing in something that generates a positive return on your investment.

For example, if you go to your local dental meeting and some slick salesman talks you into buying a gadget that will supposedly take away your patient’s facial pain by holding it up to their TMJ, wiggling it around a bit, and reciting the “hamotzi,” well shame on you. You just added $20,000 to your overhead.

But if you were ready to invest in a new marketing campaign, a great clinical course that meets a true demand you were not previously servicing, or really effective coaching, the return on investment should be positive and you did not add to your overhead. Does that make sense??

Okay – now back to your main question. When we were both young practitioners, we actually lived on the same street. Not in a compound like The Kennedys, but a few doors down from one another. Even though our practices were separate, one of our rituals was to meet up every evening, even just for a few minutes, and discuss what happened in our offices that day. If something really worked well we would share it, and sometimes even more importantly, if something was a total disaster we would advise the other one to avoid it!

Little did we know it at the time, but we were doing a very early (and small) version of a “Mastermind.”

We went on to form a larger mastermind group with some dental friends, calling it the “Maryland Bridge Club!” We would meet at a local restaurant every month (and sometimes due to the punny name they would have card tables set up in anticipation of a bridge tournament!). There weren’t many rules – just that we were there to help each other (no typical catty dental competitiveness) and that nothing was held back. The spirit of sharing both triumphs and goof-ups was amazing, and we all benefited so much! The power of this group was so much stronger than the individuals in it.

So Dr. H – if you want to do something that will help your practice immensely without spending a lot of money – form a mastermind! You will also get a great feeling when your input helps others in the group. Call a few dental friends and set up the first meeting. But here is the warning – only get involved with people who truly understand the concept of the mastermind. If someone is there just to steal ideas and not help everyone else, the mastermind is poisoned.

And if you (or anyone else reading Coaches Corner today) is interested, in just a few weeks we are having our very own “Madow Mastermind” – and you are invited! You see, a few times a year we have masterminds for our private coaching clients, but every once in a while we hold one where you don’t have to be one of our coaching practices to be invited.

This is an incredible opportunity to share and learn with some fantastic dental minds from across the country, including us! It’s an amazing day that starts in the morning and doesn’t end until we cap off the night with a fantastic dinner filled with idea sharing, camaraderie, and laughter. (Last time we did this the ideas were flowing so fast and strong we stayed until the restaurant folks had to ask us to leave!!)

Wanna join us? Well hold on pardner – not so fast! You do have to meet one requirement. And that is – you need to be having some kind of struggle or challenge in your practice or life that you would like to share with the group. (Yes – personal struggles are welcome as well.)

It takes place on Friday March 16th in Baltimore, MD, and we are limiting it to eight dentists. We haven’t really announced it yet and four people are already signed up (and to be frank, we have turned down a bunch…)

The cost for the entire day, including lunch and dinner, will be $497. And of course you need to get yourself to Baltimore!

DO YOU WANT TO BE A PART OF THIS?

If so, then simply CLICK HERE TO RESPOND and let us know three things.

1. What you would like to accomplish during the Mastermind. In other words, what is your goal or your struggle that you need help with?
2. Your personal email address. Not your general office email. We need the one that goes directly to you.
3. Your direct mobile phone number.

If the link above does not work, the email address to reply to is sylvia@madow.com.

We would love to see you there, and spaces are truly limited. If you are interested, do it now!! See you at the “Madow Mastermind!”
 
Coach Rich
Coach Dave

 

Dr. David Madow and Dr. Richard Madow are actual dentists who have been helping dental offices become more successful for over 28 years. They are down to earth, real people who personally connect with their clients and are proud to call them friends. If you have a question for this column, please write to them at coaches@madow.com. We are now offering a complimentary 30-minute coaching session! Please CLICK HERE to schedule yours. Doctors only please.

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