The Entrepreneurial Journey of a Dentist with Dr. Dave Bender

In this episode, Dr. Dave Bender (Fishers, Indiana) shares his entrepreneurial journey with us and explains how he balances both managing his three dental practices with living a healthy, active lifestyle. The Entrepreneurial Journey of a Dentist with Dr. Dave Bender

His early-set goal to own multiple practices was challenged with the difficulties of clinical dentistry, but he shares how his bigger vision for what he projected his business to become was the driving force for his success.

Dave carries with him a powerful message that can transform the way we run our practices. His progressive thinking coupled with his early childhood influences pushes him to always “be comfortable with being uncomfortable”.

In this episode, he shares how his experiences in corporate dentistry at Heartland Dental surprisingly counter the attitudes shared by most practicing dentists. He describes his continuing education courses with Heartland Dental as a value that he, otherwise, would not have experienced in a smaller practice. He later explains how he was unhappy with starting an associate driven practice because of the demanding high capital it required. He now thrives, in multiple aspects, with a co-partnership business model.

Key Quotes:

  • Let us live so when we come to die, even the undertaker will be sorry. – Mark Twain
  • With my early struggles – I was forced to be a better marketer, I was forced to run my practice a better way.
  • I was forced to do whatever it took to make the patient experience what it could be so that they would tell their family and friends –  and that’s honestly how we grew.
  • The difficulties we had in the first couple of years forced me to be better and more intentional about our growth process.
  • In 2013, I started an associate driven practice and that was a major mistake.
  • Some will be good, a few will be great, but only one will be the best.

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Bringing Interventional Care to Dentistry with Dr. Jason Campbell

Bringing Interventional Care to Dentistry with Dr. Jason Campbell I met Dr. Jason Campbell at the Voices of Dentistry Summit in Nashville, TN. He has a fascinating story and is engaged in groundbreaking work with patients at his clinic, Cosmetic and Family Dentistry, in Prescott, AZ. From an early age, Jason’s always wanted to be a dentist. Since genetic problems with teeth plagued him from the beginning, he brings a sense of passion to working with patients who present unique challenges.

Jason is a general dentist, but he’s also engaged in complex surgeries and reconstructive dentistry. It wasn’t until he was 14 years old that he was able to get the reconstructive surgery he needed. This allows Jason to relate to patients with challenging cases that other dentists can’t or won’t touch.

Jason is an expert in biomechanical problems and can often bring people relief with minor treatments. He trains doctors to identify underlying causes that often generate a host of symptoms that can lead to an improper diagnosis. He specializes in helping dental refugees who haven’t found success in resolving tooth-related illnesses. In this episode of Relentless Dentist, we’ll talk about how Jason is leading the pack in transforming the practice of dentistry. He’s helping patients who feel like there are no hope and training other dentists to follow in his footsteps.

Key Quotes:

  • I feel like there’s this third thing in dentistry that we’re missing – interventional care.
  • Dentistry is an act of charity. Charity brings good things into your life.
  • You hear of interventional medicine, but you don’t hear that term a lot in dentistry.
  • In dentistry, there really are only three things that we contend with. If we can help people avoid these three elements, we can stop 99% of dental problems.
  • Inflammation systematically increases your risk for type II diabetes. It increases your risk for pancreatic cancer.
  • When you have these three issues: biomechanical problems, acidity problems, and inflammation – that’s what really causing tooth issues.
  • You have to start peeling back the symptoms to get the cause to determine what’s the best course of treatment for the person.
  • There’s life beyond dentistry.

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Discover the Office Manager Role with Laura Hatch

Quotes & Notes:Discover the Office Manager Role with Laura Hatch - RD Podcast

  • In about 2013 I decided that there needed to be a training resource for office managers, front office teams, for dental offices to teach us how to do the things we do at the front desk.
  • Sometimes being an office manager, you feel like you are on an island by yourself. The staff doesn’t necessarily see eye to eye with you, the doctor many times is not trained in business, they are trained in being a clinician, and you are kind of in the middle.
  • What I focus more on is how to motivate your team, how to communicate with different style personalities that work for you.

When things aren’t happening because someone’s not holding the team accountable, that’s when you need to make sure that (you have an office manager).

  • There’s value to experience, but attitude is a far higher level for me.
  • The doctor should be delegating to the office manager as much as possible.
  • When an issue comes up there needs to be a system and the more than the front of the office and the office manager can get that documented and get that trained to their staff, the more the patients are going to have a sense of trust and be ok with what your policies are.

In the dental office, I feel that the dental office manager is the head and the doctor is the neck.

  • You have to lead by example. You can’t tell your kids don’t smoke and they go smoke a cigarette.

If you would like to learn more, be sure to check out or their YouTube page/Facebook page for snippets of their videos.

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Dr. Mark Costes: Man with a Mission

Quotes & Notes:Dr. Mark Costes: Man with a Mission - Relentless Dentist Podcast

  • Whether or not you want it to happen, your practice will have a culture.
  • If you don’t take the time to have a definitive structure, if you don’t take the time to sit down and talk about the culture of your office, it is going to end up off.

The big problem with culture is typically speaking dentists are left-brain analytical thinkers, and there is a formula with everything. A lot of times we don’t like it when we have to talk about things that are right-brain things, relationships, how we treat people.

  • If you think about a mission statement, that is something that is about the culture of the organization. People will get behind a mission statement only if they take part in creating this mission statement.
  • Sometimes you have to be the bad guy. Sometimes you have to remove cancer in the office to make the culture what you have to be.

A mission statement is what you stand for, why your organization exists.

  • Your overall vision should be: this is what I want it to look like when I hand over the reins to the next person.
  • Being able to delegate and being able to create systems that run the practice is going to literally go to decide whether or not you are successful in your practice.
  • Everyone is responsible for their end-of-day protocol, and that is the most basic way to make sure that your new systems are getting implemented.
  • If you would like to learn more from Dr. Mark Costes you can check out his event, the Dental Success Summit. Be sure to check out his book, Pillars of Dental Success as well as his podcast.

Check out his April event, the Dental Success Summit.  It will be held in Scottsdale.  Click here for more info:

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Dr. Gina Dorfman: Creating the practice your team rallies around

Quotes & Notes:Dr. Gina Dorfman: Creating the practice your team rallies around

  • Team management and hiring are in general very stressful for dentists. You always hear “oh if it weren’t for the employees…” I feel that the problem is that we don’t create systems to make it successful. People don’t fail, systems fail.
  • Creating an amazing culture is critical, and it is actually a system.
  • If you want people to rally around a cause you have to give them a cause worthy of rallying around.

Hiring is a group sport in my practice, I look for chemistry. It’s important that we all like each other.

  • Starbucks is a great place for an interview because you want to make this interview as natural as possible.
  • One of the things that we do is in the end we always ask the same question, “If you were hired, who else in this room would you want to see hired as well?” This is how the leaders stand out.
  • We try to invite about ten people at a time (to the interview process). Six or seven people come in and that creates a good room dynamic.
  • When you are very clear on what you want, you sort of already know who the right person is. And yes, you make mistakes but it is a lot like dating.

I don’t make decisions in hiring, the team does. People support what they help create.

  • As long as there are people sharing, everyone who wants to be successful has to be like a sponge and to really take on all of those great ideas.

If you would like to learn more from Dr. Gina Dorfman you can go to her website or email her at You can also find her in dental town.

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Leadership and Life Mastery with Kim McGuire

Quotes & Notes:Leadership and Life Mastery with Kim McGuire - RD Podcast

  • I just have a philosophy that I think that when people feel like, “wow it’s already next year,” that they are not being present in their life and they are not moving forward in all of the areas of their life.

Leadership is believing in people more than they believe in themselves.

  • Whenever we want to communicate something that has some emotion tied to it, we really want to make sure we are doing that in person because our tonality and physiology speak volumes.

Qualities of a great leader: beliefs, optimism, courage, preparation, teamwork, communication, willingness to make decisions, and doing the right thing.

  • We do want to empower our team members to make great decisions because when people feel autonomous and they feel like they are empowered, they can do amazing things.
  • You need to know how each team member needs to feel appreciated and what they need and what their next level looks like for their career.
  • The six areas of life mastery are your emotional life, your physical body, your financial mastery, your purpose/career, your spirituality/contribution, and your relationships.
  • It’s about making micro-changes and you continue to make more and more micro changes and overtime it will make a difference.
  • Get into the habit of writing down three things that you are grateful for every single day. But they really have to be different things because if you just think about the same three things then you are just stuck in those same three things. If you really force yourself to think about what you are grateful for then it makes your brain open up for “what else can I be grateful for?”

If you would like to learn more from Kim McGuire you can go to her website,, or email her at and also be sure to check out her podcast, the Fortune Management Practice Mastery Podcast which releases every couple of weeks.

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