Latest / The Millionaire Dentist™ / Navigating Tough Times: Firing Patients and Staff

Transcript

Navigating Tough Times: Firing Patients and Staff · The Millionaire Dentist™

0:03
Speaker 1: Hello everyone, Welcome to the Millionaire Dentist Podcast, brought to
0:07
Speaker 1: you by four Quadness Advisory. On this podcast, we break
0:11
Speaker 1: down the world of dentistry, finances and business practices to
0:14
Speaker 1: help you become the millionaire dentists you deserve to be.
0:17
Speaker 1: Please be advised we do speak with an honest tongue
0:19
Speaker 1: and may not be safe for work.
0:24
Speaker 2: Hello and welcome. This is Casey Hires back at the
0:26
Speaker 2: Millionaire Dnist Podcast in studio with co host Jared Bridgeman. Casey,
0:30
Speaker 2: good morning, How are you doing great? Listen?
0:33
Speaker 3: You know, yesterday you and I went out to lunch
0:35
Speaker 3: for my work anniversary and we went to a really
0:38
Speaker 3: nice place and I kind of mentioned it to you,
0:40
Speaker 3: but it was really funny.
0:41
Speaker 2: You know.
0:42
Speaker 3: I was on Instagram messed around last night and on
0:44
Speaker 3: one of the stories, I realized that my cousin, who
0:47
Speaker 3: I'm actually pretty close to, was sitting right behind us,
0:49
Speaker 3: but our backstore to each other didn't notice.
0:51
Speaker 2: Your awareness is impressive.
0:54
Speaker 3: I was so focused on my art of choking crab
0:57
Speaker 3: grilled cheese sandwich.
0:59
Speaker 2: Nothing else mattered, was damn good. Yeah. Plus the eight martinis. Yes,
1:02
Speaker 2: just kidding.
1:05
Speaker 3: Okay, Oh my thanks again for taking me out. That
1:07
Speaker 3: was great and I had a really good time. Yeah, that
1:09
Speaker 3: was that was a lot of fun date I have
1:11
Speaker 3: had a while.
1:12
Speaker 2: Thank you. I hear that all the time. We're used to,
1:15
Speaker 2: but it never gets old. So remember that show The Apprentice?
1:20
Speaker 2: Oh yeah, what was that? What was the line You're fired? Yeah?
1:23
Speaker 4: And then now he's somebody famous host, he's one of
1:26
Speaker 4: your favorite political So for our listeners, Jared and I
1:29
Speaker 4: get along well, but political views, I tend to be
1:33
Speaker 4: a touch more conservative Jared, maybe a little more progressive.
1:36
Speaker 2: Is that is that a good way? Yeah? Yeah, I
1:39
Speaker 2: mean I call it wrong, but I'm progressive for Indiana. Yes,
1:43
Speaker 2: but no, that's yeah, we we but the nice thing
1:45
Speaker 2: is we don't let political views divide us. Yeah, we
1:49
Speaker 2: work across the aisle, that's right. Yeah. Yeah. And so yeah,
1:52
Speaker 2: we're gonna get into your fired. You're fired. Yeah, it's
1:55
Speaker 2: a fun line, right. I like that. I was young
1:57
Speaker 2: when that show. It's fun until it's you both fair.
2:01
Speaker 2: I used to call to buy merchandise from like the
2:04
Speaker 2: Apprentice shop or something, and then I would go through
2:07
Speaker 2: the my order and then I would go, you're fired.
2:10
Speaker 2: And I thought that was hilarious, And what we do
2:12
Speaker 2: on speakerphone bad sense of humor. That's so funny. But
2:16
Speaker 2: a lot of our ideas, they don't just come from
2:18
Speaker 2: Jared and I just it comes from talking to practice owners.
2:22
Speaker 2: And we were talking to some new clients recently from
2:25
Speaker 2: the East Coast and we're getting into this topic. So
2:27
Speaker 2: we thought, you know what, let's talk about it on
2:30
Speaker 2: a podcast because I think a lot of practice owners
2:32
Speaker 2: can struggle with with firing, and first off, firing, who
2:38
Speaker 2: how about rude patients? Yeah, yeah, rud patients can definitely
2:42
Speaker 2: be up there.
2:42
Speaker 3: That's that's a tough pill to swallow sometimes because it's
2:45
Speaker 3: a walking money bag.
2:47
Speaker 2: Potentially sometimes the rude parents patients also don't want to pay.
2:52
Speaker 2: They want to true about payments. But you know, we
2:55
Speaker 2: were joking about how really you just want to tell
2:57
Speaker 2: them to screw off, but you might need to make
3:01
Speaker 2: sure it's a professional dismissal. Screw keep the high road
3:05
Speaker 2: as you recommend. You know what, there's someone down the
3:08
Speaker 2: road and maybe it's your competitor that you don't care
3:10
Speaker 2: for sure, Uh, send them a glowing reference and recommendation
3:16
Speaker 2: to send them on to. One interesting point came out
3:18
Speaker 2: of this. It's a double edged sword. But if you
3:20
Speaker 2: give your staff autonomy, Hey, if somebody because a lot
3:22
Speaker 2: of times the patients are nice to dentist, but they're
3:25
Speaker 2: rude to staff, right, and giving your staff the autonomy
3:29
Speaker 2: to listen, if if majority of you vote that this
3:32
Speaker 2: person is rude and you have good examples, that can
3:36
Speaker 2: empower a staff. Dentist or specialist has to have final
3:40
Speaker 2: approval of that, but that can be a really interesting book.
3:43
Speaker 3: Let me ask you what what what can a you know,
3:46
Speaker 3: a jerk patient due to the practice and due to
3:49
Speaker 3: the employees, Like.
3:50
Speaker 2: What's the fallout from that? Well, what do you mean fallout?
3:54
Speaker 2: What of keeping? Keeping? Somebody gets as hurt and who
4:00
Speaker 2: sends a bad review and you know that of course
4:03
Speaker 2: there's going to be some blowback. But the counterpoint is
4:06
Speaker 2: if truly somebody is a bad patient and they're terrible
4:09
Speaker 2: to staff, and they're rude to staff and all those things,
4:12
Speaker 2: it can be in that positive yep, by doing that.
4:15
Speaker 2: But that that was sort of the appetizer, if you will,
4:19
Speaker 2: of the conversation of firing staff, And sometimes it can
4:22
Speaker 2: be therapeutic to just you know, give them the proverbial
4:27
Speaker 2: bird and tell them the kick rocks and all that stuff.
4:30
Speaker 2: I would say each owner has to find their their
4:33
Speaker 2: footing with that professional way to do it. Yeah, that's
4:37
Speaker 2: probably recommended. But I thought it was interesting that again,
4:40
Speaker 2: if if somebody is really rude to hygenister, office manager
4:44
Speaker 2: or employees, that them having some power or say psychologically
4:50
Speaker 2: can really be a good thing in an office because again,
4:53
Speaker 2: it gives people that feeling of autonomy and control and power,
4:56
Speaker 2: which I think can be good.
4:57
Speaker 3: Now, let me let me ask what happens if they
5:00
Speaker 3: run with that a little too far. What if they
5:03
Speaker 3: start firing patients on their own.
5:05
Speaker 2: Well, yeah, you've got to set in proto call. Nobody
5:09
Speaker 2: can do that just whatever. And yeah, and there's got
5:14
Speaker 2: to be here's the criteria when this happens. But I
5:17
Speaker 2: think there could be some power there. And when I've
5:20
Speaker 2: talked to people who had to fire patients, ultimately they
5:22
Speaker 2: felt good about it. And it got to the point
5:25
Speaker 2: where they said, listen, if somebody wants to write a
5:27
Speaker 2: bad review and hang that over my head, I have
5:29
Speaker 2: a good enough practice. I'm a good enough that we're
5:31
Speaker 2: going to overcome that. Because it's it's there's more benefit
5:36
Speaker 2: to it.
5:36
Speaker 3: I would say, so let's what else there's obvious, what
5:39
Speaker 3: else falls into the realm of firing.
5:42
Speaker 2: Well, I think the more applicable one is with your
5:45
Speaker 2: staff and team. Right, And we've talked about this for
5:48
Speaker 2: close to four years now. There's a supply and demand
5:52
Speaker 2: problem with staff and team correct. Finding good hygienis finding
5:56
Speaker 2: good people. That's really really hard, and so the whole
6:00
Speaker 2: getting rid of mediocre people has been harder.
6:03
Speaker 3: I can see that, and especially if they're doing their
6:06
Speaker 3: job just well enough. But some of it too, Like
6:09
Speaker 3: you know, here at our company we focus highly on
6:12
Speaker 3: not only very talented people, but are they going to
6:14
Speaker 3: fit within our company culture. You know, you might have
6:18
Speaker 3: found a hygienus who's really really good technically, but as.
6:22
Speaker 2: A big, big drama queen. Yeah. I mean when you
6:24
Speaker 2: talk about bad bad team members, you know, anytime there's
6:27
Speaker 2: a negative negativity regarding office culture, if they're stirring up
6:32
Speaker 2: drama within the office and there and there's that that
6:36
Speaker 2: vibe that is a huge blinking code red.
6:40
Speaker 3: Right, because that's not only her or him, you know,
6:43
Speaker 3: that's the entire that affects the entire team.
6:45
Speaker 2: Yeah, But the conversation we had if you're not if
6:48
Speaker 2: your hygiene department is not running optimally and you need
6:50
Speaker 2: more hygienis. You've got to be real strategic. But boy,
6:54
Speaker 2: if you can, if you know I need to get
6:56
Speaker 2: rid of this person, then actively be working to find
6:59
Speaker 2: the right people to fill this so then you're in
7:01
Speaker 2: a position well.
7:03
Speaker 3: And that one person may be preventing you from keeping
7:05
Speaker 3: in a spot filled for a long time.
7:07
Speaker 2: More times than not, their mediocre at their job. They
7:12
Speaker 2: try to boss their their peers around. They try to
7:15
Speaker 2: almost take a.
7:18
Speaker 3: Superior like I've been here longer, like an unofficial managerial roles.
7:22
Speaker 2: Yeah, they don't have I'm louder, I'm the alpha, I'm
7:24
Speaker 2: going to be the boss. That that drama that stirs
7:27
Speaker 2: it up. They're not that great at their job. They're
7:28
Speaker 2: bossing around others. Typically they're demanding a raise, right and right.
7:33
Speaker 2: You have a choice as a practice owner. You can
7:35
Speaker 2: lead or you can be led. There's not a lot
7:39
Speaker 2: of gray area.
7:40
Speaker 3: No, and and the tough part with that too is
7:42
Speaker 3: it's it's not always a learned skill. I mean, if
7:47
Speaker 3: you want to lead, you can, you can push yourself
7:49
Speaker 3: to do that. But if you're really maybe meek type
7:53
Speaker 3: of personality, it's gonna be kind of hard for some
7:55
Speaker 3: people to to do that. But then you'll find out,
7:58
Speaker 3: you know you've said this before, your bloody the tail
8:00
Speaker 3: wag the dog.
8:01
Speaker 2: At that point, a lot of practice owners, we know
8:04
Speaker 2: they are nice, they are sweet people. They want to
8:08
Speaker 2: do dentistry, and they want to treat their employees as
8:10
Speaker 2: well at heart, and they don't want to fire people.
8:14
Speaker 2: But again, you're going to make your decision. And if
8:18
Speaker 2: you don't have the ability to take charge of your
8:21
Speaker 2: practice and lead your practice, your team and staff will
8:24
Speaker 2: seek or smell weakness, and that's when you're going to
8:27
Speaker 2: get people to try to run your office. I see,
8:30
Speaker 2: unfortunately too many times an office manager or an assistant
8:34
Speaker 2: they think they run the office and they kind of
8:37
Speaker 2: do that. That's not good for culture. You need to
8:40
Speaker 2: be a strong leader. But you have to make your choice.
8:43
Speaker 2: Either be lad, let the tail wag the dog and
8:45
Speaker 2: be okay with it because confrontation is too scary, or
8:49
Speaker 2: take charge of it. And sometimes you've got to take
8:52
Speaker 2: a shot across the bow, if you will, and make
8:54
Speaker 2: a big Hey, this person's been here for a long time,
8:57
Speaker 2: and all these reasons why I shouldn't fire them but
8:59
Speaker 2: in reality that would be the best thing to do.
9:02
Speaker 3: And you're right, confrontation is really never a fun thing,
9:05
Speaker 3: but it's something that needs to be done from time
9:07
Speaker 3: to time. A big part of it is, you know,
9:09
Speaker 3: is removing the personal feelings out of it. You know,
9:13
Speaker 3: everything we talk about, especially when it comes to business,
9:16
Speaker 3: is remove the feelings, remove the emotions in a situation.
9:20
Speaker 2: The hardest firings are the ones where you like them
9:22
Speaker 2: as a person, you like them as a human, but
9:24
Speaker 2: they're not maybe doing their job, but they're also not
9:26
Speaker 2: certain of drama. Those are probably the hardest ones that
9:30
Speaker 2: we hear from practice owners. But yeah, it's a fascinating topic,
9:36
Speaker 2: and we're having this conversation with some people that are
9:39
Speaker 2: they are strong leaders and they don't mind a little confrontation,
9:42
Speaker 2: but you still have to be very strategic. Do you
9:44
Speaker 2: ever do like a pro con list, you know, with
9:47
Speaker 2: the pro con pro con That's that's something I've done
9:52
Speaker 2: since I was I.
9:54
Speaker 3: Was kind of wondering, like it's like, Okay, what are
9:55
Speaker 3: we paying them, what's what's how good are they at
9:58
Speaker 3: their job versus how are they fitting in here? You know,
10:01
Speaker 3: whatever the cases may be.
10:03
Speaker 2: In my personal life, There's been a lot of things
10:05
Speaker 2: where if I just sit down and actually do the
10:08
Speaker 2: hokey pros and cons on a piece of paper, all
10:12
Speaker 2: of a sudden, things become a lot more clear, because
10:15
Speaker 2: in your mind you're running through so many RPMs in
10:18
Speaker 2: your mind of what if and this, that and the
10:19
Speaker 2: other word. If you just list here's what I like,
10:21
Speaker 2: here's what I don't like, it can be a glaring
10:24
Speaker 2: either indictment on the person that needs to be fired
10:27
Speaker 2: or realize, you know what, I need to be a
10:30
Speaker 2: better leader and coach them up, because you can't just
10:32
Speaker 2: fire everybody that doesn't correct isn't awesome. They may just need.
10:35
Speaker 3: They may just need that leadership to really blossom to
10:38
Speaker 3: what they could be.
10:39
Speaker 2: Yeah, here's the expectation. You're missing it here. But this
10:43
Speaker 2: is a really challenging topic for a lot of practice owners.
10:46
Speaker 2: And again in a season where some hygiene departments are
10:49
Speaker 2: maybe understaffed or they can't find one, or they're paying
10:52
Speaker 2: a fortune for these tempts and they're in a real
10:54
Speaker 2: bad place their strategy around everything. Do not be led
10:59
Speaker 2: into the false nair Well, it's just where I live. Well,
11:02
Speaker 2: it's just this. There's nothing that can be done. That's
11:05
Speaker 2: incorrect because we have a lot of people who are
11:07
Speaker 2: people all staffed properly with the right people, and they've
11:10
Speaker 2: had to make some tough decisions. But ultimately, what's what's
11:13
Speaker 2: the addition by subtraction? Right? Right, they've made these tough decisions,
11:17
Speaker 2: they look up and six or nine months later and go,
11:19
Speaker 2: my god, I should have done that three years ago,
11:23
Speaker 2: and again with the patient, but more importantly probably with
11:26
Speaker 2: with your team and staff. But I thought that the
11:30
Speaker 2: firing of the patient. We've talked about that before. We have,
11:33
Speaker 2: we have, and it's it's that's a tough thing. But
11:36
Speaker 2: I mean I've done it in my own personal life.
11:38
Speaker 2: Back when I was in a different business and I
11:40
Speaker 2: had to uh to a client, I was like, you
11:42
Speaker 2: know what I'm not maybe I'm not the right foot
11:44
Speaker 2: for you.
11:44
Speaker 3: This guy will do what you're asking. I hated that guy.
11:48
Speaker 3: I was very professional for me.
11:50
Speaker 2: Well, but yeah, you just touched on another thing that
11:53
Speaker 2: that if you strongly dislike somebody, don't let personal emotion
11:59
Speaker 2: cause you to make a mistake. Correct when I said
12:01
Speaker 2: double edged sword, this is tricky. This is not a
12:04
Speaker 2: just straightforward topic like oh yeah, just fire somebody and
12:07
Speaker 2: everything's better. No, I mean you yeah, I think about
12:09
Speaker 2: it a little bit. There's got to be some strategy.
12:12
Speaker 2: It's funny our clients will go, hey, do you guys
12:14
Speaker 2: help with this or that, and we always say, if
12:17
Speaker 2: it's a five thousand dollars decision or more, right, then
12:20
Speaker 2: get us involved. We'll help talk through it, strategy, timing, pace,
12:23
Speaker 2: all those things. And it's always fascinating the deep breath. Okay, wow,
12:28
Speaker 2: I can have somebody to bounce us off of. That's great. Yeah,
12:31
Speaker 2: because so many people make these decisions on in their
12:34
Speaker 2: own vacuum of their life and have only their limited
12:37
Speaker 2: scope to base things off of. Yeah, you know, yeah,
12:40
Speaker 2: when you know you're producing dnistry six seven hours a day, yeah,
12:43
Speaker 2: and you've got a life, Yep, there's not a lot
12:47
Speaker 2: of time to sometimes strategize on all this now.
12:49
Speaker 3: And you know, at the end of the day, how
12:51
Speaker 3: often do you go home and you're just kind of
12:52
Speaker 3: mentally exhausted too, you know. I mean that's for me,
12:55
Speaker 3: it's it's you know, I turn on the TV for
12:57
Speaker 3: about twenty messes to kind of decompress for a minute.
12:59
Speaker 2: Yeah, even do anything else with my evening. I'm getting
13:01
Speaker 2: in the vinyl records. I mean, you know, I just yeah,
13:04
Speaker 2: I just got records. I just we just started. It
13:07
Speaker 2: was like some charity event. My wife wanted this record
13:09
Speaker 2: player and it was pretty sweet and probably played double
13:11
Speaker 2: what it was made a cost, you know, it was
13:13
Speaker 2: freaking cost. Yeah. Well it came with Taylor Swift, Michael Jackson,
13:18
Speaker 2: the Beatles, and Bruno Marx. That's good. I just had
13:22
Speaker 2: Johnny Cash and Foo Fighters. Here's my point talking about
13:26
Speaker 2: when you're tired at the end of the day, I'll
13:28
Speaker 2: go down to the basement and put on the record
13:30
Speaker 2: and I can't toggle through eighteen songs in five minutes.
13:33
Speaker 2: I actually have to listen. Yep. It's very relaxing, isn't that.
13:37
Speaker 2: It's very different.
13:37
Speaker 3: It's the same as you know, back when we only
13:40
Speaker 3: had the three TV channels, you kind of just got
13:42
Speaker 3: to watch what's on.
13:43
Speaker 2: Yeah, there was a there was a real serenity to
13:47
Speaker 2: listening to a Vinyl record, not exactly knowing what the
13:50
Speaker 2: next song was, but just listening to it for a
13:52
Speaker 2: period of time. Yeah, it was nice, and I think
13:55
Speaker 2: as a practice owner, there's so much stone thrown at you.
13:59
Speaker 2: You've got to find your out let a lot of
14:00
Speaker 2: people tell us they'll hit the treadmill and listen to podcasts.
14:04
Speaker 2: A lot of times we're on that shortlist. That's why
14:07
Speaker 2: we try to keep it to y. You know, a
14:09
Speaker 2: nice two and a half mile run, right, what should
14:14
Speaker 2: that be done in about uh for a normal person
14:16
Speaker 2: or sixteen to twenty minutes?
14:18
Speaker 4: Right?
14:18
Speaker 2: Yes, yes, but you've got to find your outlet because
14:21
Speaker 2: there's so many practice owners that just bitch about the
14:25
Speaker 2: same four things, and five years later they go meet
14:28
Speaker 2: up with their classmates from dental school and they're all
14:31
Speaker 2: bitching about the same things. Do something about it or
14:34
Speaker 2: stop complaining? Yeah, lead or be led off the pot.
14:38
Speaker 2: But you just can't be the victim woe was me? Right,
14:41
Speaker 2: because we have a lot of people in challenging areas
14:44
Speaker 2: with limited hiring pools that have great hygiene departments, they
14:48
Speaker 2: have good staff, they're happy, there's harmony. It can be done.
14:52
Speaker 2: Don't don't fall into the trap of victim victim the circumstance. Yes, yes,
14:58
Speaker 2: there's always one offs. There's always unique sit for sure,
15:00
Speaker 2: for sure. Yeah. Just start firing.
15:03
Speaker 3: People, Yeah, just get rid of the entire everybody kidding,
15:05
Speaker 3: Speaking of firing Casey Casey.
15:08
Speaker 2: I forgot to mention get some bad news, bad news
15:10
Speaker 2: for Casey this week. In fact, we're going to be
15:15
Speaker 2: in the DC area. It's gonna be really good. Swamp
15:18
Speaker 2: the Swamp. You and I should go in a bipartisan
15:21
Speaker 2: manor and really night everybody. You know. I've never actually
15:23
Speaker 2: been to d C. Ever.
15:25
Speaker 3: Yeah, I wouldn't mind going at least once to kind
15:27
Speaker 3: of check out, you know, the the you know the standards.
15:29
Speaker 2: I did a tour of the White House as a
15:31
Speaker 2: kid during the Clinton administration. I was I was a
15:33
Speaker 2: kitting puberty though. Yeah, so I was. I was so
15:35
Speaker 2: you and Bill are good. I was looking for Chelsea,
15:37
Speaker 2: you know. So we're going to be there on Thursday
15:42
Speaker 2: and Friday.
15:43
Speaker 3: You know, as of this recording, I mean, we're almost
15:47
Speaker 3: sold out of our tasting event in Tyson's Corner and.
15:49
Speaker 2: We had to get a bigger we had to get
15:51
Speaker 2: to get a bigger room and it's crazy numbers. So
15:53
Speaker 2: that that's good.
15:54
Speaker 3: We're going to be heading towards Huntingson Beach in Calabasas, California.
15:58
Speaker 3: We're going to be in the San Francisco area. We're
16:00
Speaker 3: going to be in a couple of places we're gonna
16:01
Speaker 3: be Grand Rappids and Detroit up there in Michigan Motown, Motown, Listen,
16:06
Speaker 3: there's I'm really excited about all the places that we're
16:11
Speaker 3: reaching out to and all the docks that we're going
16:12
Speaker 3: to be talking to. I think it's going to be
16:14
Speaker 3: really cool thing to do and a really interesting thing
16:16
Speaker 3: to you know, because we come back, we're like, Okay, well,
16:19
Speaker 3: the doc and Detroit is having it may not be
16:21
Speaker 3: you know, the same issues as the dock out in Calabasas, California.
16:25
Speaker 3: It's just it's so similar, very true, even though completely
16:28
Speaker 3: different areas of the country.
16:29
Speaker 2: I get excited when, you know, forty five people look
16:33
Speaker 2: at our subject matter and are honest with themselves and go, yeah,
16:36
Speaker 2: I could probably improve on something. And if you don't
16:40
Speaker 2: think you can, you're wrong. We talk to people that
16:43
Speaker 2: you know, produce three and a half million dollars, they
16:45
Speaker 2: make a you know, one point two their fee for service.
16:49
Speaker 2: I mean, you can go on and on and on. Well,
16:51
Speaker 2: those are the things a lot of people complain about,
16:53
Speaker 2: thinking they can never get out of insurance. They can never.
16:56
Speaker 2: But those people that are crushing it still have challenges. Yeah,
17:00
Speaker 2: people with fifty five percent overhead, still have challenges.
17:05
Speaker 3: I mean, there's always there's always room for improvement after
17:07
Speaker 3: a certain level. You know, it can be a little
17:09
Speaker 3: bit more and a little bit more and a little
17:10
Speaker 3: bit more. But uh, I mean, I know I'm perfect.
17:13
Speaker 3: But for most people, I get it.
17:15
Speaker 2: I get it. Yeah, But no, we've got We've got
17:17
Speaker 2: a lot of good events to close out the year, share,
17:20
Speaker 2: share some really important subject matter with a lot of
17:23
Speaker 2: people from around the country and get different views, and
17:25
Speaker 2: ultimately that leads to our topics. We let the dental
17:28
Speaker 2: industry basically determine what our topics are with conversations. We
17:31
Speaker 2: have things to get brought up and so unfortunately, firing
17:37
Speaker 2: patients and staff and team. It's part of being a
17:39
Speaker 2: practice owner, it's part of being a leader. Really, not
17:42
Speaker 2: a lot of ways to get around it.
17:44
Speaker 3: Yep, So Casey, don't forget. If anybody needs to want
17:48
Speaker 3: to check out where we're going to be four Quartersadvisory
17:51
Speaker 3: dot com slash events, you can sign up for the
17:53
Speaker 3: event right then and there, check us out and check
17:55
Speaker 3: us out and give us a like, a review and
17:57
Speaker 3: a reading on wherever you listen to our podcast.
17:59
Speaker 1: Thanks Casey, Hello everyone, Welcome, to the Millionaire Dentist Podcast,
18:06
Speaker 1: brought to you by four Quadnance Advisory. On this podcast,
18:09
Speaker 1: we break down the world of dentistry, finances and business
18:12
Speaker 1: practices to help you become the millionaire dentists you deserve
18:15
Speaker 1: to be. Please be advised we do speak with an
18:18
Speaker 1: honest tongue and may not be safe for work.