Finding The Right Hire For Your Business With Laura Nelson

Finding The Right Hire For Your Business With Laura NelsonHiring is complicated. You don’t want to be working with a team who doesn’t embrace and support your goals. Good thing Laura Nelson is there to guide us throughout the process. She recently released a new book, “Hiring without Hesitation: A How-To for Small Business Success” which I am excited to share. I’ve known Laura for a long time, and I admire the honest value she’s bringing to the dental industry.

Listen in as Laura talks about best practices in hiring the right people for your practice and how to quickly spot a potential rockstar. She also touches on office culture and why you should involve the whole team in the hiring process.

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Key Quotes:

  • It starts with leadership. It really starts with your attitude about hiring. if you think there’s no good people out there, then there’s going to be no good people out there.”
  • “You need to have an environment and a culture where people want to come to work there because they’re considering potentially leaving somewhere else maybe, or part-time or whatever to come to you.”
  • “If you wait to just hire when you need it, and you’re desperate, you’re gonna hire a square peg and try to put it in a round hole and then you’re going to fail and then you’re going to hit hiring and it’s going to be the cyclical problem that you have.”
  • “Always be looking. Don’t rely on just when you need it. ‘Cause if you wait until then it’s going to probably be too late.”
  • Let them [team] know that you’re always looking. First of all, it’s going to keep them on their toes. And then second of all, they’re not going to be whispering in the break room going,” Oh my gosh, you know, the [boss] is doing an interview. Who’s he canning? Who is he letting go?” Right? Like it’s just full transparency. So I definitely think involving your team is an important part.”
  • “There’s a difference between a job description and a job advertisement. So we need a job description, right? We need a checklist of what are they going to get trained? What are they responsible for and what are they accountable for? But an advertisement is meant to attract.”
  • “I’ve had some dental assistants who are amazing at six months and I’ve had some that stink after six years. So, it doesn’t really matter, the amount of experience. So, really going through your job ad and saying, what is required? And then what is nice to have?”
  • “ I’ll take personality over experience all day long.”
  • “I want somebody to be teachable with experience. That’s the best, that’s the rock star, right? But if they’re not teachable and they’ve got a lot of experience, like you said, they could be stuck.”
  • “And again, it ties back to the leadership and the culture. You know, you’ve got to foster a culture, that’s like that, the ability to make mistakes, the ability to learn and grow their ability to take responsibility, to work together as a team for you to be vulnerable for.”
  • “You can take a rockstar, put them in a bad culture and kill them. Or you can take an average employee and put them in an amazing culture and make them a rockstar.”
  • “Reference checks — and I’ve been guilty of not doing them. You’ve been guilty of not doing them. They are so important. And it’s important.”

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Making Introversion Work To Your Advantage with Matthew Pollard

Making Introversion Work To Your Advantage with Matthew Pollard I have a confession to make. My journey to business was not a piece of cake. You see, I’m an introvert posing to be an extroverted guy trying to connect with the community where I was building my practice. Then came Matthew Pollard, the person that I can relate to. He is the author of the well-received books “The Introvert’s Edge. How the Quiet and Shy Can Outsell Anyone” and “The Introvert’s Edge To Networking”. He’s also a confessed introvert. Yet, instead of making his introversion a handicap, he successfully transformed it into an asset and made it work to his advantage.

Listen in as Matthew talks about how to find systems that will allow you to fill those skills gaps and leverage on your natural introverted strengths.  Find a strategy as an introvert that will work for you.

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Key Quotes:

  • “I think the important thing people will realize is, being an introvert doesn’t mean you’re a second-class citizen. It also doesn’t mean you should behave more extroverted and that’s the key to success.”
  • “The important thing for introverts to know is that your job is not to educate the client with your years of experience. It’s to motivate and inspire action while embedding you as the only logical choice of which to do that action with.” 
  • “So the biggest thing that I want everyone to know is first, you don’t need to be extroverted. But as an introvert, it’s not over. Educate and inform to get them to make a decision. It’s to tell them what they need to know to help them make an easy decision.”
  • “Let’s frame this in a way that everyone will understand. Real costs — Okay, I’m going to need concentrating because I haven’t done this expensive thing. Second, opportunity costs. Here’s what it’s going to look like if I grind my teeth for the next 20 years and the expensive treatments that I’m going to potentially have because of that.  And the emotional cost is, I’m stressed.”
  • “You said, we know this, we know this, we know this, we know this. Yes you do. But by saying all of these things, here’s what I hear as a customer. Okay. Fear, fear, jargon, issues, risk, fear, and money. That is all I hear in my head. It sounds like you’re trying to scare me into spending money. It does not sound like you care.”
  • “People always have the money. They just act to you that they don’t because all they’re hearing is jargon. Now your teams are just as bad at this. As a matter of fact, they are less experienced than you.”
  • “Don’t sell stuff to people that they don’t need. Which story I’d prefer you to is just use logical detail because then, you won’t get the sale. But if you go in to tell a story, make sure that the person will truly benefit.” 
  • “If you choose a clientele that you really serve, well, then look at the three major outcomes, or the three major problems that they had and create one story for each one of those. Then learn those stories and practice those stories yourself, and like, just roll off the tongue.” 
  • “Congruence and comfortability and repetition of people hearing the same story over and over will motivate them to take action.”
  • “Things have changed. We don’t like getting scared into decisions anymore, right? We love to believe that the person if we believe that you care, we’ll buy anything you put in front of us. If we believe that you’re trying to monetize, we’ll buy nothing. And then we’ll start looking around.”
  • “In truth, the reason why a lot of your customers don’t respect you like they used to, the reason why a lot of your customers aren’t open to you suggesting what to buy is mainly because it’s a marketing issue. You don’t know how to articulate your value.”
  • “We have to confront that stigma because it doesn’t mean being introverted, doesn’t mean we’re second class citizens. It means our path to success is just different to that of an extrovert. The other thing is we have to stop using it as a crutch.” 
  • “Empathy is hugely leadership. Empathy is massive in sales listening. It’s something that extroverts perhaps don’t do so well. And because of that, again, we have a massive advantage.” 
  • “I’ve been responsible for five multimillion-dollar success stories. So for me, one of the things that I always try to get people to understand about my story is that being an introvert doesn’t mean you can’t succeed unless you decide.”
  • “Find a strategy as an introvert that will work for you. And you’ll realize that when you find that strategy, you’ll actually run circles around those people that seem to be natural because a system will always outperform one that doesn’t have one.”

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Balancing Profitability and Sustainability with Dr. Pete McClellan

Balancing Profitability and Sustainability with Dr. Pete McClellan Over my years as a podcaster, some of my very favorite interviews have been when I’ve brought friends onto the show, and this episode will definitely fall into that category. Dr. Pete McClellan is a dentist with multiple practices in Kansas City, a visionary, and a fantastic leader who was named a top dentist in Hawaii for two years in a row.

Listen in as we talk about the importance of creating a workplace where people actually want to work, as well as how a mission statement can help to weed out those who don’t fit within the culture of the practice. You’ll learn how we can all balance the need to make money with the desire to have a healthy and sustainable practice, and why creating a critical mass of believable people is one of the most sustainable things you can do for your business.

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Key Quotes:

  • “You can’t underestimate the power of a believable person in your world.”
  • “If you can make more mistakes than anyone and still be successful, then that’s the game.”
  • “My darkest moments were my biggest breakthroughs.”
  • “There is so much power in finding people whose stories you believe.”
  • “We need the practice to be profitable, but we need the practice to be sustainable.”
  • “You have to put something in front of that team member that makes them realize they are part of something bigger.”
  • “I’d like to give lots of credit to my two awesome business partners, Dr Daniel Rome and Dr Jeff Slutskiy. Our divide and conquer mindset has served us well.”

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Leadership Over Management with Chuck Blakeman

Leadership Over Management with Chuck BlakemanThe single most important decision I made in my dental practice was the moment I stopped trying to create followers with this broken, top-down management style and started a leadership development program for everyone on my team. Today’s guest, Chuck Blakeman, is a world-renowned expert on this topic. He is a successful entrepreneur, best-selling business author, and TEDx speaker who has built 12 businesses around the world and now uses his experience to advise others.

Listen in as Chuck shares some incredible insights and paradigm shifts that will really get you thinking and moving in the right direction. We discuss the concepts of management and dehumanization, how those two relate, and how different it is from true leadership. If you are working on building your business, leveling up on your leadership skills, and creating an incredibly rewarding program for your team, this episode is for you.

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Key Quotes:

  • “Look up ‘rehumanize’ in the dictionary—it’s not a word! You can’t rehumanize—you’re not allowed to do that. You can only dehumanize. Isn’t that fascinating? Something is broken.”
  • “If you manage people, you dehumanize them. That’s very different than leading them, and we have to make that distinction because the leadership gurus and consulting network over the last years have conflated those two words to the point where we don’t know what the difference is.”
  • “Leadership is absolutely essential in every business, and management is the worst thing to happen in business. You have to eliminate people being managed.”
  • “People need to be led; stuff needs to be managed.”
  • “All of the data is on the side of getting rid of managers, having fewer leaders, and figuring out how to divest the decision-making. How do we distribute the decision-making to everybody?”
  • “You don’t even have to change the leader. You just have to change the leader’s mindset from ‘these people are stupid and lazy’ to ‘these people are smart and motivated.’”
  • “Managers tell; leaders ask.”
  • “There are three responsibilities of leadership: guard the values, champion the people, and pilot the results—not the process.”
  • “Leadership is any act that improves the life, situation, or performance of another person. If you’re helping someone cross the street, that’s leadership.”
  • “Good managers aren’t managing—they’re training and then getting the heck out of the way. They’re really leaders, and we should be celebrating that.”
  • “Leaders always train with the intent of not being necessary.”

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Frameworks That Allow You to Be an Effective Leader with Del Denney

Frameworks That Allow You to Be an Effective Leader with Del Denney Del Denney is a keynote speaker, performance coach, and leadership consultant. Having consulted for the top personal development training organizations in the U.S., Del has addressed thousands of people in toxin seminars. He joins the show today to help distill the complex topic of leadership down to a simple framework that you can apply in your practice immediately.

Listen in as Del shares how he developed his growth mindset and ended up being an expert and leader in the personal development field. You’ll learn why people lack clarity in purpose and vision, as well as how that applies to dentistry, so you can better find clarity and purpose in your career. Del also walks through the value of having frameworks to follow and provides one that will help you increase your influence with your staff and your patients.

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Key Quotes:

  • “My father was in prison, I was doing crazy stuff, and long story short, I realized that the path I was on would lead to the same place he was at. It was Christmas night, and I realized that if I want all of this to change, I have to change. That’s when my personal growth journey started.”
  • “It doesn’t have to be this fluffy thing—follow step 1, step 2, step 3. People overcomplicate things. Just find the framework and go with it.”
  • “The question is: Who do you want to serve? And how do you serve well? That helps to guide you into your purpose.”
  • “When we get distracted, that’s when unhappiness comes. When we get clear on our vision and keep it in the forefront of our mind, we’ll be much happier.”
  • “The fact is, we’re all leaders, and I hope that people realize that. Leadership is influence.”
  • “The foundation of leadership is developing relationships with your staff and patients.”
  • “A great leader is a servant leader. Your job is to listen to your staff. This is a chance to observe your staff so that you can serve your staff.”

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