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Imagine this. You're in the heart of Chicago

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mingling with the brightest minds in health IT.

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You've arrived at the 9th annual Health IT

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plus Digital Health plus RCM conference

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taking place October 1st through 4th at the

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luxurious Hyatt Regency Chicago.

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Picture the excitement as you collect countless business

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cards, forging invaluable connections with over 25 100

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executive level attendees.

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Feel the buzz of ideas flowing as you

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engage in meaningful conversations about the future of

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healthcare technology.

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Envision yourself attending sessions led by over 415

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elite speakers

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gaining insights that could transform your organization.

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From digital transformation and telehealth to clinician burnout

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and cybersecurity,

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each topic is designed to spark new ideas

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and provide actionable takeaways, but it doesn't stop

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there. Imagine sitting in a packed auditorium listening

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to motivating keynotes from some of the biggest

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names in sports.

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Four time Super Bowl champion Rob Gronkowski,

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WNBA champion and author Lisa Leslie, and NFL

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legend and ESPN analyst

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Eli Manning will be there sharing their stories

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and inspiring you to reach new heights.

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All around you, the future of Health IT

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unfolds, and you're not just a spectator,

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you're an active participant.

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Don't wait. You can find the event website

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and get

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by visiting beckershospitalreview.com

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and clicking on the events page. That's the

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beckershospitalreview.com

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events page.

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Hello. This is Cameron Cortejano with the Becker's

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Dental and DSO review podcast.

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I'm thrilled to be joined today by doctor

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Jim Arnold, a former multipractice owner who sold

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to a DSO,

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helped grow a few DSOs,

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has been a clinical VP for a large

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DSO,

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and has also been an educator, mentor, and

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leader for most of his career.

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Doctor Arnold, thank you so much for being

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here today.

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Hey. Thank you, Cameron. It's my pleasure. Thanks

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so much for having me.

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You know, just to kinda fill in a

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little bit more about my background, I graduated

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dental school in 96,

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started my career as an associate in a

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small town bread and butter practice for a

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few years.

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I I bought that practice and,

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doubled it in the 1st year, 500,000

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up to about a1000000,

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with one doctor instead of 2.

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We bought our second practice, I guess, a

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couple years later,

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grew that from 900,000 to 1,600,000

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in the 1st year, and we started a

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third practice,

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and took it to 1,100,000

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in the 1st year. So, you know, we've

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got a lot of or I've got a

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lot of experience, you know, in this space,

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and we we really made all that growth

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possible by kind of shifting our

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mission and vision to that of a more

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comprehensive,

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high quality,

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care model.

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My team and I did, like, 3 or

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400 hours of CE

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for several years,

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doing, you know, Pankey and Dawson and the

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course COIST courses,

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Hornbrook, Nash,

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LDI for clinical.

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And then on the practice management side, we

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we really worked with a lot of communication

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gurus and some consulting groups as well.

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That led to some other opportunities as a

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peer review chairman for my area,

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clinical instructor for the Hornbrook group, and I

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was a board member on several kind of

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local, state, and national,

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level groups.

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And throughout that time, we had a lot

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of balancing because we also had 4 kids.

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My wife and I trained about 20 hours

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a week for triathlon,

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and,

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we sold my practices

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at 45,

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retired from clinical dentistry at 50.

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And,

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since then, I've just been helping my PE

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friends build the foundation for their 4th,

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DSO, spent a year with a large DSO

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as a clinical VP as you mentioned. And,

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you know, now I'm just kind of evaluating

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new opportunities.

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The, you know, the industry is unbelievable. There's

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so many great opportunities, and it's a really

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exciting time to be be in it.

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Thanks for that, introduction.

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The first question is kinda

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focused around what what are some of the

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biggest issues,

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that you are following and keeping up within

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the dental industry,

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in 2024?

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You know, obviously, there's a ton of different

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subjects to follow, but but for me, the

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top 3 have really been,

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recruitment and retention

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of kind of great dentists and team members,

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cultivating a positive culture,

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and and really just the explosion in technology

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over the past decade. Those are, I think,

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for me, the biggest issues to kinda try

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to stay on top of.

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Yeah. You touched on,

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the staffing and and retention and recruitment and

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stuff.

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That's been kind of an ongoing

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issue in dentistry. Do you wanna dive a

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little more deeply into that one?

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Yeah. Of course. You know, I I mean,

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obviously, that's always been a really important factor

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whether you're a an individual practice or a

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DSO with a 1000 practices,

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but it seems like it's more critical now

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than ever before.

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I think,

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during the pandemic, you know, we lost, I

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believe, about 30% of hygienists

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across the

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industry and lost a lot of other team

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members as well.

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You know, so, obviously,

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trying to fill those

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voids is is a challenge, you know, with

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so many auxiliaries leaving the profession. So, you

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know, it's harder to find a great team

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than I think ever before.

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And, you know, because of that supply and

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demand situation,

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it's also raised salary significantly.

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So,

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you know, finding the right people and finding

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the right balance is, I think, a big

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challenge, especially for DSOs.

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Yeah. Absolutely.

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I feel like the,

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the lack of hygienists and also dental assistants

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has been a big problem for dental practices

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and, like you said, also DSOs. It's not

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just exclusive to 1 or the other.

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Yep. Absolutely.

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You know, and one of the things I

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think that's, I mean, critically important when it

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comes to recruiting and retention is just really

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cultivating a positive culture, not only at the

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practice level, but also at the DSL level.

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You know, if you have a really positive

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and supportive culture,

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you know, you're more likely to bring the

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right people,

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kinda to the table and, you know, have

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the right people to interview. You know, because

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if you can

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attract

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and retain great people due to that awesome

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reputation in the industry,

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you you're in a position where you can

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put put them

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in a situation where they can really succeed,

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feel

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happy, and,

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be more likely to stay

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long term. So I think that culture piece

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has become

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the biggest priority for a lot of DSOs,

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you know, because happy teams mean they're gonna

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stay.

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Teams that are happy and stay have happy

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patients. Patients get better care, and the practice,

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profitability

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increases as well.

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So that positive industry rep brings people in.

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Having positive experience within the practice keeps them

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there. And, you know, I think that's just

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as important as salaries are in in a

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lot of situations for a lot of the

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the best people, in fact.

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So, I mean, you and I both know

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that losing great people

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costs the practice and the company just

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immeasurable,

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immeasurably,

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you know, when it comes to,

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profitability

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and EBITDA.

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Yeah. Definitely.

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And the 3rd issue you kind of touched

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on was,

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technology. Is it mostly

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the new dental AI developments,

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or

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are there other,

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tech updates and advancements that you're also kinda

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following?

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Yeah. You know, it seems to be exploding,

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a rate kind of never seen before in

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the industry, and a lot of that is

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definitely driven by a AI tech.

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The other big driver, I think, is is

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just the need for a a seamless digital

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workflow.

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You know, digital workflow

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for me really refers

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to kind of the imaging,

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the diagnostic help,

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scanning, fabricating,

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restorations.

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And, you know, these things aren't optional anymore.

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They're critically important because, you know, without that,

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you can't ensure that you're upholding the upholding

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the standard of care anymore. You can't ensure

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that you're providing a great patient experience.

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And and really, those are the things you

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need

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to satisfy

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your your business objectives too.

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You know, on the AI side of things,

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I mean, everybody knows that there are a

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lot of companies with, you know, software that

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helps evaluate images, you know, within your practice

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software.

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You know, and that's improving diagnostic accuracy probably

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by a good 10%,

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maybe even 15 to 20%.

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Because I think statistically speaking, it's been shown

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that

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clinicians, you know, whether it's because they're really

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busy or because, you know, they're just maybe

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there's eye strain, maybe it's the time of

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day, but, you know, we tend to miss

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10 to 20%

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of conditions that we should catch on x

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rays. So, you know, from a

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AI standpoint,

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you know, it's evaluating those images. It's bringing

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our eyes to things that we might have

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missed. So diagnostically,

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it's

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beneficial.

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From a communication standpoint, it's huge because patients

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are very visual. I mean, people are visual.

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What do they say? A picture's worth a

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1,000 words?

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But when they can see these different conditions

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being highlighted, you know, in with different colors

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right there on image, you know, they understand

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what's going on more clearly, and they're a

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lot more likely to say yes to necessary

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treatment. And then after all that, you know,

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it improves communication with insurance companies because insurance

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companies are gonna look at these, you know,

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AI,

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driven reports

277
00:10:10,634 --> 00:10:12,475
and are and be a lot more likely

278
00:10:12,475 --> 00:10:15,455
to cover the, you know, the necessary treatment.

279
00:10:16,700 --> 00:10:18,399
Yeah. I think the

280
00:10:19,259 --> 00:10:22,160
kinda increased adoption of all those kinda

281
00:10:22,779 --> 00:10:26,514
programs, especially the detection AI ones, has definitely

282
00:10:26,575 --> 00:10:29,235
been something that's been huge for dental,

283
00:10:29,695 --> 00:10:30,834
this year so far.

284
00:10:31,534 --> 00:10:34,414
Yeah. No question. You know, there's also AI

285
00:10:34,414 --> 00:10:36,179
programming that evaluates,

286
00:10:36,559 --> 00:10:38,339
all the office phone conversations

287
00:10:38,720 --> 00:10:40,480
in real time. You know, it kind of

288
00:10:40,480 --> 00:10:43,274
ensures that those calls will be handling being

289
00:10:43,274 --> 00:10:43,774
handled,

290
00:10:44,154 --> 00:10:45,214
kind of effectively.

291
00:10:45,754 --> 00:10:48,075
And if there are things missing, it's used

292
00:10:48,075 --> 00:10:50,475
as a coaching tool and an opportunity to

293
00:10:50,475 --> 00:10:53,370
follow-up with those patients. So, you know, it

294
00:10:53,490 --> 00:10:55,730
it's what's really incredible when it comes to

295
00:10:55,730 --> 00:10:57,089
AI, I mean, it you know, as well

296
00:10:57,089 --> 00:10:58,389
as I do that it is

297
00:10:58,929 --> 00:11:00,709
just growing by leaps and bounds

298
00:11:01,294 --> 00:11:01,794
exponentially

299
00:11:02,414 --> 00:11:05,455
at a really fast pace. And, you know,

300
00:11:05,455 --> 00:11:07,375
there's a lot of competition in that space,

301
00:11:07,375 --> 00:11:09,879
and that competition is gonna ensure that, you

302
00:11:09,879 --> 00:11:12,360
know, the the applications in dentistry are just

303
00:11:12,360 --> 00:11:14,839
gonna keep getting better and better, and that's

304
00:11:14,839 --> 00:11:15,659
really exciting.

305
00:11:16,600 --> 00:11:18,440
Yeah. I definitely agree. I think it's just

306
00:11:18,440 --> 00:11:19,259
gonna keep,

307
00:11:19,865 --> 00:11:21,325
continuing to advance

308
00:11:21,865 --> 00:11:25,144
and advance and advance at a very fast

309
00:11:25,144 --> 00:11:28,105
and and exciting rate for for the dental

310
00:11:28,105 --> 00:11:28,605
industry.

311
00:11:29,850 --> 00:11:31,929
Yep. No doubt about it. And that that's

312
00:11:31,929 --> 00:11:35,070
something that benefits, you know, the, the team,

313
00:11:35,529 --> 00:11:36,990
the dentist, the patients,

314
00:11:37,370 --> 00:11:40,235
and and ultimately, the practice. And, you know,

315
00:11:40,235 --> 00:11:42,735
having all of your practice utilize this technology

316
00:11:42,955 --> 00:11:43,695
means that,

317
00:11:44,315 --> 00:11:45,294
the the DSO

318
00:11:45,595 --> 00:11:48,794
itself is going to increase in value as

319
00:11:48,794 --> 00:11:49,179
well.

320
00:11:50,220 --> 00:11:53,200
For sure. Something that I'm curious

321
00:11:53,820 --> 00:11:54,879
about is

322
00:11:55,419 --> 00:11:57,500
what excites you the most when it comes

323
00:11:57,500 --> 00:12:00,195
to dentistry today, and what are some things

324
00:12:00,195 --> 00:12:02,295
that are making you a little nervous?

325
00:12:04,995 --> 00:12:06,995
You know, that that's a really good question,

326
00:12:06,995 --> 00:12:07,495
Cameron.

327
00:12:08,035 --> 00:12:09,450
I I think how

328
00:12:10,470 --> 00:12:12,629
how I look at it is those same

329
00:12:12,629 --> 00:12:14,409
issues I mentioned previously

330
00:12:15,029 --> 00:12:17,615
both excite me and make me nervous. You

331
00:12:17,615 --> 00:12:19,455
know, it's kind of all about whether or

332
00:12:19,455 --> 00:12:23,075
not groups effectively utilize the systems and strategies

333
00:12:23,215 --> 00:12:23,715
that,

334
00:12:24,174 --> 00:12:26,355
you know, to overcome some of the challenges

335
00:12:26,570 --> 00:12:29,629
out there today. I think the best DSOs

336
00:12:29,690 --> 00:12:32,330
and the best practices are gonna really harness

337
00:12:32,330 --> 00:12:33,789
the power of great culture,

338
00:12:34,490 --> 00:12:35,710
and new technology

339
00:12:36,404 --> 00:12:37,845
so that they can, you know, not only

340
00:12:37,845 --> 00:12:38,904
build a great team,

341
00:12:39,365 --> 00:12:42,485
but also ensure quality of care and, you

342
00:12:42,485 --> 00:12:44,745
know, profitability are are still maximized.

343
00:12:45,740 --> 00:12:47,420
You know, I I think on the other

344
00:12:47,420 --> 00:12:49,040
hand, the groups that don't prioritize

345
00:12:49,420 --> 00:12:51,920
relationships with their team and patients,

346
00:12:52,379 --> 00:12:55,004
you know, and build that positive culture, you

347
00:12:55,004 --> 00:12:56,524
know, they they won't be able to retain

348
00:12:56,524 --> 00:12:59,644
their most valuable resource, which is the the

349
00:12:59,644 --> 00:13:01,245
people who make it all happen at the

350
00:13:01,245 --> 00:13:02,144
practice level.

351
00:13:02,699 --> 00:13:04,699
Those those groups are gonna really struggle to

352
00:13:04,699 --> 00:13:05,199
grow,

353
00:13:05,980 --> 00:13:06,480
profitability

354
00:13:07,100 --> 00:13:09,899
while also providing great care. And if you're

355
00:13:09,899 --> 00:13:11,360
not maximizing the potential

356
00:13:11,815 --> 00:13:13,575
technology, you know, kind of on top of

357
00:13:13,575 --> 00:13:14,075
that,

358
00:13:14,535 --> 00:13:15,035
relationship,

359
00:13:15,735 --> 00:13:16,235
piece,

360
00:13:16,695 --> 00:13:19,115
then they're gonna struggle to attract new clinicians

361
00:13:19,580 --> 00:13:21,259
who have gotten used to using a lot

362
00:13:21,259 --> 00:13:23,980
of that technology in dental school or, you

363
00:13:23,980 --> 00:13:25,440
know, out in private practice.

364
00:13:26,059 --> 00:13:27,674
It's gonna be hard to provide the best

365
00:13:27,914 --> 00:13:29,834
care, and it's gonna be hard to grow

366
00:13:29,834 --> 00:13:31,214
revenue as effectively.

367
00:13:32,875 --> 00:13:35,115
Yeah. I think it's one thing to, like,

368
00:13:35,115 --> 00:13:36,334
have the technology

369
00:13:36,634 --> 00:13:38,879
available, but it's a completely

370
00:13:39,500 --> 00:13:41,919
separate thing to be able to implement it,

371
00:13:42,620 --> 00:13:43,120
effectively

372
00:13:43,500 --> 00:13:45,759
and and be able to use it effectively,

373
00:13:46,825 --> 00:13:49,725
especially in, like, those huge, huge DSOs.

374
00:13:50,504 --> 00:13:53,465
Yeah. Yeah. Absolutely. You kinda hit the nail

375
00:13:53,465 --> 00:13:55,129
on the head. You know, it's not just

376
00:13:55,129 --> 00:13:56,430
having the technologies.

377
00:13:56,889 --> 00:13:58,190
It's really the implementation

378
00:13:58,570 --> 00:14:00,350
and integration of those technologies.

379
00:14:00,970 --> 00:14:03,129
And the bigger you are, I think, harder

380
00:14:03,129 --> 00:14:05,184
it is to to really get,

381
00:14:05,504 --> 00:14:08,144
buy in and compliance with all of your

382
00:14:08,144 --> 00:14:11,240
offices and teams, you know? So I think

383
00:14:11,480 --> 00:14:12,139
any practice

384
00:14:12,839 --> 00:14:15,080
or, you know, large DSO has gotta have

385
00:14:15,080 --> 00:14:16,940
a really solid plan in place,

386
00:14:17,399 --> 00:14:19,480
to make sure that that initiative is carried

387
00:14:19,480 --> 00:14:20,299
out effectively.

388
00:14:21,514 --> 00:14:22,014
Definitely.

389
00:14:22,554 --> 00:14:24,174
What do you think the most effective

390
00:14:24,634 --> 00:14:25,934
qualities or characteristics

391
00:14:26,715 --> 00:14:29,840
or things that health care leaders will will

392
00:14:29,840 --> 00:14:32,500
need going forward in order to be successful,

393
00:14:33,279 --> 00:14:35,360
in the next maybe 2 to 3 years

394
00:14:35,360 --> 00:14:36,100
in the future?

395
00:14:38,554 --> 00:14:40,394
Well, you know, I mean, you can go

396
00:14:40,394 --> 00:14:43,294
back to those three things. You know, effectively

397
00:14:43,434 --> 00:14:45,534
recruiting and retaining great teams,

398
00:14:46,389 --> 00:14:49,190
you know, building great culture and, you know,

399
00:14:49,190 --> 00:14:50,329
harnessing the

400
00:14:50,629 --> 00:14:53,829
the power of, you know, digital workflows and

401
00:14:53,829 --> 00:14:56,535
AI technology. Those are all, like, critical. They're

402
00:14:56,535 --> 00:14:59,095
not optional anymore, like I said, but I

403
00:14:59,095 --> 00:15:01,514
think something else that sometimes gets overlooked

404
00:15:02,134 --> 00:15:05,220
is having the right mix of C suite

405
00:15:05,220 --> 00:15:05,720
executives.

406
00:15:06,820 --> 00:15:09,379
You know, some groups don't have any dentists,

407
00:15:09,620 --> 00:15:11,684
in their C suite. And I think it's

408
00:15:11,684 --> 00:15:14,725
a mistake, you know, having a dentist or

409
00:15:14,725 --> 00:15:17,125
several dentists in your C suite who have

410
00:15:17,125 --> 00:15:20,105
already successfully owned and operated multiple practices,

411
00:15:20,539 --> 00:15:23,759
you know, then is to understand the operational

412
00:15:23,980 --> 00:15:27,259
side, understand the clinical side, and and really

413
00:15:27,259 --> 00:15:27,759
understand

414
00:15:28,585 --> 00:15:29,245
what the,

415
00:15:29,785 --> 00:15:31,865
what the teams need. You know, again, those

416
00:15:31,865 --> 00:15:33,625
boots on the ground at the practice level,

417
00:15:33,625 --> 00:15:34,764
if they're not performing,

418
00:15:35,225 --> 00:15:37,580
you know, nothing happens. You know, a company

419
00:15:37,580 --> 00:15:39,279
cannot grow if they're constantly,

420
00:15:39,740 --> 00:15:40,720
you know, losing,

421
00:15:41,259 --> 00:15:41,759
talented,

422
00:15:42,540 --> 00:15:46,000
dentists and and team members. So having docs

423
00:15:46,365 --> 00:15:47,264
in the c

424
00:15:47,644 --> 00:15:48,225
suite who,

425
00:15:48,845 --> 00:15:51,424
you know, understand what those needs are

426
00:15:51,884 --> 00:15:54,225
and, you know, whose voices are heard

427
00:15:54,820 --> 00:15:57,080
and, you know, are are able to collaborate

428
00:15:57,779 --> 00:15:59,240
with the business executives.

429
00:15:59,860 --> 00:16:02,200
That's, like, you know, critical.

430
00:16:02,740 --> 00:16:04,934
On the other hand, you know, from a

431
00:16:04,934 --> 00:16:07,995
business standpoint, and we talk about scaling

432
00:16:08,615 --> 00:16:10,535
a company, you know, it's important to have

433
00:16:10,535 --> 00:16:13,254
business ex executives who have already done that

434
00:16:13,254 --> 00:16:16,519
with another large group or or even outside

435
00:16:16,519 --> 00:16:17,340
of our industry.

436
00:16:17,960 --> 00:16:20,220
So input from both parties

437
00:16:21,000 --> 00:16:23,259
sometimes is lacking, I feel.

438
00:16:23,674 --> 00:16:25,375
And, to really understand

439
00:16:26,315 --> 00:16:26,815
the,

440
00:16:27,674 --> 00:16:28,174
importance

441
00:16:28,794 --> 00:16:31,054
at both the executive level

442
00:16:31,700 --> 00:16:32,200
and

443
00:16:32,660 --> 00:16:36,360
the practice level and to have both sides

444
00:16:36,660 --> 00:16:39,139
kind of understand what the other is trying

445
00:16:39,139 --> 00:16:40,919
to accomplish or what the other

446
00:16:41,225 --> 00:16:42,044
side needs,

447
00:16:42,345 --> 00:16:45,065
you know, you've gotta have that person or

448
00:16:45,065 --> 00:16:47,465
those people who kind of understand both sides

449
00:16:47,465 --> 00:16:48,205
of the equation.

450
00:16:49,470 --> 00:16:51,230
When you break it down like that, it

451
00:16:51,230 --> 00:16:52,850
it definitely makes sense.

452
00:16:53,230 --> 00:16:55,870
You want the input from dentists that have

453
00:16:55,870 --> 00:16:56,919
been there and done that,

454
00:16:57,615 --> 00:17:00,335
for that clinical side. But when it comes

455
00:17:00,335 --> 00:17:02,815
to scaling and growing, like you've mentioned, you

456
00:17:02,815 --> 00:17:05,454
also want the business people who have been

457
00:17:05,454 --> 00:17:06,515
there and done that.

458
00:17:06,859 --> 00:17:08,779
So I think that mix Yeah. Is really

459
00:17:08,779 --> 00:17:09,279
important.

460
00:17:09,899 --> 00:17:11,200
Well, you know, and and

461
00:17:11,579 --> 00:17:13,259
at the end of the day, you're not

462
00:17:13,259 --> 00:17:15,964
gonna have a successful business unless you have,

463
00:17:16,044 --> 00:17:18,605
you know, success at the clinical level. And

464
00:17:18,605 --> 00:17:20,284
you're probably not going to have all the

465
00:17:20,284 --> 00:17:22,444
resources and support you need from the clinical

466
00:17:22,444 --> 00:17:24,599
level if you're also not successful

467
00:17:24,900 --> 00:17:26,200
from a business standpoint.

468
00:17:26,819 --> 00:17:29,460
So, you know, it the 2 really have

469
00:17:29,460 --> 00:17:31,944
to go hand in hand At the clinical

470
00:17:31,944 --> 00:17:34,444
level, you know, if if you don't understand,

471
00:17:34,904 --> 00:17:37,224
you know, what the what the purpose of

472
00:17:37,224 --> 00:17:40,950
some initiative is or what the executives are

473
00:17:40,950 --> 00:17:41,450
thinking,

474
00:17:41,750 --> 00:17:43,910
you know, as they're trying to, like, do

475
00:17:43,910 --> 00:17:47,269
yet another new new thing, then, you know,

476
00:17:47,269 --> 00:17:49,255
you're gonna get irritated, you know, and that

477
00:17:49,255 --> 00:17:50,315
leads to attrition.

478
00:17:51,575 --> 00:17:53,734
Seeing new team members every time a patient

479
00:17:53,734 --> 00:17:56,375
comes in can lead to distrust and, you

480
00:17:56,375 --> 00:17:57,674
know, lack of confidence.

481
00:17:57,980 --> 00:17:59,980
And that's you know, those things are on

482
00:17:59,980 --> 00:18:02,460
a spiral and lead to a decline in

483
00:18:02,460 --> 00:18:04,159
patient care and profitability.

484
00:18:04,914 --> 00:18:08,694
So, you know, mutual respect between the clinical

485
00:18:09,154 --> 00:18:09,654
operational

486
00:18:10,434 --> 00:18:12,134
and sort of financial

487
00:18:12,515 --> 00:18:13,015
side

488
00:18:13,319 --> 00:18:14,299
of a company

489
00:18:14,759 --> 00:18:18,140
is, is really important. And having the skillsets

490
00:18:18,599 --> 00:18:19,099
necessary

491
00:18:19,720 --> 00:18:20,220
to

492
00:18:20,845 --> 00:18:23,984
kind of lead to effective collaboration

493
00:18:24,845 --> 00:18:26,224
is is really important.

494
00:18:26,924 --> 00:18:27,664
You know,

495
00:18:27,970 --> 00:18:29,570
at the end of the day, as a

496
00:18:29,570 --> 00:18:31,730
company, you know, you wanna, you know, make

497
00:18:31,730 --> 00:18:34,549
sure that your offices are providing great care.

498
00:18:34,690 --> 00:18:35,910
But in so doing,

499
00:18:36,289 --> 00:18:38,755
they've also got to be profitable,

500
00:18:39,134 --> 00:18:41,394
you know, thus increasing the value

501
00:18:41,694 --> 00:18:44,755
of the DSO and and increasing the multiple

502
00:18:45,170 --> 00:18:46,309
that they can command,

503
00:18:46,690 --> 00:18:49,009
at their next recap. So it really takes

504
00:18:49,009 --> 00:18:50,710
a balancing of the business

505
00:18:51,089 --> 00:18:53,734
and clinical side of things to to really

506
00:18:53,734 --> 00:18:55,195
be the best that you can

507
00:18:55,815 --> 00:18:57,515
be. Yeah. You touched on,

508
00:18:57,974 --> 00:19:01,109
the patient, which, you know, patient care is

509
00:19:01,190 --> 00:19:03,750
the building blocks of of everything when it's

510
00:19:03,750 --> 00:19:05,049
a comes to a DSO.

511
00:19:05,429 --> 00:19:07,429
I think a lot of times, we kinda

512
00:19:07,429 --> 00:19:10,085
just focus on, like, the business side of

513
00:19:10,085 --> 00:19:11,545
DSOs and dental groups.

514
00:19:11,924 --> 00:19:13,305
And sometimes we overlook

515
00:19:13,765 --> 00:19:14,265
kinda

516
00:19:14,725 --> 00:19:15,705
just how important

517
00:19:16,164 --> 00:19:18,985
providing topnotch patient care really is because

518
00:19:19,670 --> 00:19:20,490
if you have

519
00:19:20,789 --> 00:19:23,910
a 1,000 practices in your network, but they're

520
00:19:23,910 --> 00:19:26,150
not able to provide the type of care

521
00:19:26,150 --> 00:19:28,650
that a group that has 10 practices is

522
00:19:29,194 --> 00:19:31,835
practices does then Yeah. You're gonna lose business

523
00:19:31,835 --> 00:19:34,315
to the smaller DSO just because they they

524
00:19:34,315 --> 00:19:35,535
provide more to the patient.

525
00:19:35,914 --> 00:19:37,960
Yeah. You know, that that is so true,

526
00:19:37,960 --> 00:19:40,839
Cameron. And, you know, if if you're so

527
00:19:40,839 --> 00:19:44,039
focused on spreadsheet that you kind of forget

528
00:19:44,039 --> 00:19:46,059
the human element and you forget

529
00:19:46,359 --> 00:19:47,815
or kind of devalue

530
00:19:48,595 --> 00:19:50,054
the relationship capital,

531
00:19:50,595 --> 00:19:53,315
then, you know, again, you're just gonna go

532
00:19:53,315 --> 00:19:55,369
down a bad path where, you know, you've

533
00:19:55,369 --> 00:19:58,409
got unhappy team, unhappy docs. And, you know,

534
00:19:58,409 --> 00:20:00,329
if they're not happy, patients aren't happy. If

535
00:20:00,329 --> 00:20:02,335
they're not happy, they're probably gonna leave. And,

536
00:20:02,494 --> 00:20:03,934
you know, I I mean, I've seen that

537
00:20:03,934 --> 00:20:05,454
happen before. It's it's just,

538
00:20:06,174 --> 00:20:08,575
so important to you. And I've also I've

539
00:20:08,575 --> 00:20:09,075
heard,

540
00:20:09,950 --> 00:20:12,809
you know, leaders use one of my least

541
00:20:13,029 --> 00:20:13,849
favorite words

542
00:20:14,230 --> 00:20:16,789
when it comes to, you know, appreciation of

543
00:20:16,789 --> 00:20:18,169
of your human capital.

544
00:20:18,549 --> 00:20:21,075
You know? Oh, sure. We can backfill that

545
00:20:21,075 --> 00:20:23,634
position. No problem. You know, for for me,

546
00:20:23,634 --> 00:20:26,115
it really minimizes the importance of of the

547
00:20:26,115 --> 00:20:26,615
expertise,

548
00:20:27,589 --> 00:20:29,049
you know, the relationships

549
00:20:29,429 --> 00:20:31,210
within teams and with patients

550
00:20:31,509 --> 00:20:34,069
and, and really the importance of continuity within

551
00:20:34,069 --> 00:20:34,649
a practice,

552
00:20:35,115 --> 00:20:37,054
You know, the the attrition

553
00:20:37,755 --> 00:20:39,674
part of that equation, I think, is the

554
00:20:39,674 --> 00:20:40,575
most costly

555
00:20:41,115 --> 00:20:42,974
thing in an individual practice

556
00:20:43,349 --> 00:20:44,329
or in a company,

557
00:20:44,630 --> 00:20:47,750
especially now when it's so difficult to, you

558
00:20:47,750 --> 00:20:48,730
know, replace,

559
00:20:49,109 --> 00:20:52,009
you know, essential team members or doctors.

560
00:20:53,164 --> 00:20:53,664
Absolutely.

561
00:20:54,204 --> 00:20:56,845
Well, I wanna thank you for joining us

562
00:20:56,845 --> 00:21:00,444
today, doctor Arnold. It's been a pleasure speaking

563
00:21:00,444 --> 00:21:02,045
with you on these dental topics,

564
00:21:03,019 --> 00:21:05,660
and I look forward to connecting again sometime

565
00:21:05,660 --> 00:21:06,400
in the future.

566
00:21:07,180 --> 00:21:09,580
If any of our listeners are interested in

567
00:21:09,580 --> 00:21:11,279
contacting doctor Arnold

568
00:21:11,654 --> 00:21:13,355
directly to to talk about

569
00:21:13,654 --> 00:21:15,575
some of the things we discussed today, his

570
00:21:15,575 --> 00:21:17,515
email address is doctorarnold@smilesbyarnold.com.

571
00:21:20,099 --> 00:21:22,019
Thank you all for listening, and we'll see

572
00:21:22,019 --> 00:21:24,259
you in the next one. Thanks, Cameron. Have

573
00:21:24,259 --> 00:21:25,080
a good one.