This week, the Dental Amigos welcome Rebecca Herring, a specialized dental coach and Vice President of the Denver Dental Professional Learning Network. With over 25 years of dental industry experience, Rebecca guides and empowers dental teams to unlock their full potential through developing office management systems and work environments. In doing so, Rebecca has transformed dental practices through her personalized coaching by improving workflow, strengthening team relationships, reducing errors, and increasing overall production. One of the main ways Rebecca helps transform dental practices is through the use of virtual assistants, implementing a new, more efficient way for office staff to handle patient relations.

Listeners who want to reach Rebecca or employ her services can do so at Rebecca@YourTDCoach.com or call her at (720) 880-8444. If you are interested in implementing a virtual assistant, Rebecca offers a complimentary consultation to discuss your practice needs and can facilitate an introduction to Reach, a virtual assistant company, that currently  provides a $500 discount off the first month of service with Rebecca’s introduction. If you prefer to connect directly with Reach, you can email boe.larsen@reach.com and if you mention Rebecca’s name and this podcast  Reach is currently offering $500 off the first month.

Listeners who want to reach out to Paul can do so at Paul@DentalNachos.com and those who want to reach out to Rob can do so at Rob@RMontgomery-Law.com.

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Full Episode Transcript

Bumper: Welcome to the Dental Amigos podcast with Dr. Paul Goodman and attorney Rob Montgomery, taking you behind the scenes of the dental business world, all the things you didn't learn in dental school, but wish you had. Rob is not a dentist, and Paul is not a lawyer, but since Rob is a lawyer, we need to tell you that this podcast is for informational purposes only and shouldn't be considered legal advice. Listening to this podcast does not and will not create an attorney-client relationship, as is always the case. You should formally consult with legal counsel before proceeding with any legal matter. Learn more about the Dental Amigos at www.thedentalamigos.com. And now here are the Dental Amigos.

Rob Montgomery: Hello everyone. I'm Rob Montgomery, and I'm joined, as always, by the head Nacho himself. Dr. Paul Goodman.

Paul Goodman: Great to be here Rob.

Rob Montgomery: Paul, it’s good to see you and welcome everyone to another episode of the Dental Amigo’s podcast, the only podcast Paul co-hosted by your dentist and a lawyer. I think, right? I know if then, and if anybody knows of another one, please stand up, right? Today, we have a very special guest. We're joined by a seasoned dental coach, Rebecca Herring, and Rebecca will chat about building the dental office team. Rebecca believes that the heart of every successful practice is a unified, empowered team, and by fostering open communication and trust, she creates an environment where dental professionals can really thrive. Her personalized coaching approach focuses on strengthening team relationships, improving workflows, and reducing errors, all of which lead to an exceptional patient experience and a stronger, more productive practice. So, Paul is a dental practice owner. I'm sure you can relate to that.

Paul Goodman: This is our everyday life of trying to build the dream team, or at least avoiding a scream team? That's my new one. Avoiding the scream team hasn't been done.

Rob Montgomery: Has not gotten any easier over time. Not who would have predicted it, and as vice president of the Denver DPLN network, sponsored by the AADOM, Rebecca is at the forefront of dental office management. Her commitment to professional development is reflected in her achievements as a lifetime member of the American Academy of Dental Office Management, where she earned her fellowship in 2023, and her mastership in 2024, she's on track to receive the prestigious diplomat designation in 2025. Rebecca is also actively involved with leading industry organizations such as women in DSO, dental entrepreneur women, and the Academy of dental management consultants, which affiliations help keep her well connected with the latest industry trends and best practices, ensuring her coaching clients benefit from cutting edge insights. Rebecca's approachability and wealth of knowledge extend to her role as a co-host of the dental decoders podcast, where she brings down-to-earth wisdom and practical solutions to listeners. Paul, we always love having fellow podcasters on our show. In the podcast, she and her guests, industry leaders, coaches, and mentors, take the time to decode the challenges of dental practice management and provide actionable strategies to help teams and practice owners overcome obstacles and thrive. And outside of our coaching practice, Rebecca finds Julie and her family in the great outdoors. She and her husband Chris, enjoy an active lifestyle in Colorado, where they embrace the changing seasons with lots of stuff Paul that we don't often do here in Philadelphia, camping, hiking, paddleboarding, snowboarding, and ice climbing. And together, she and her husband raised seven children, eagerly awaiting the arrival of their second grandchild in 2025, and now, without further ado, here's Rebecca herring, welcome Amiga, and thanks for being on the show.

Rebecca: Thank you guys. What an intro, and it's exciting to be here with both of you on your podcast. So thanks for having me.

Rob Montgomery: No, it's, it's great to have you. And you know, no podcast can begin without the all-important questions from the hard.

Paul Goodman: hitting stuff. So Rebecca, if we went with you, where would you go for nachos and what is your favorite topping?

Rebecca: Well, that is super easy, because if you know, Denver, we love our Casa Bonita. It reopened, and guac all the way guac.

Paul Goodman: I like that. Too good.

Rebecca: 100%

Rob Montgomery: Good. I think Dr Nacho, you have no problem with, the full guac.

Paul Goodman: Yeah full guac. No problem. I'm just collecting places to visit and all my travel, ao I want to try Casa Bonita now.

Rebecca: Yes, you definitely want to. They've got divers inside. And, I mean, it is quite the experience, for sure, and you'll definitely need a reservation.

Rob Montgomery: Sounds like, yes. So Rebecca, you're obviously really involved in the dental world and do a lot of great things for the dental community and your clients. But how did you get your start?

Rebecca: Well, that's super easy. My dad is a dentist. He retired many, many years ago, but you know, growing up, we were very involved in watching my dad and the success of his practice growing up. And, you know, back then we had to, you know, pump the lotion into the plastic bottles to fill them up so but, you know, I loved watching my passion with my dad and the care that he gave to his patients and giving them the best experience. And I think the biggest turning point was I had the opportunity to go with him on a humanitarian trip to Guadalajara to serve orphans. And I can't even like go into detail about the trip without crying, because it was so impactful on my life, but that, that power of transforming these children's lives was just so impactful on me that, you know, just kind of carried it. I didn't start in dentistry. I was actually a professional dancer, so when my body had enough, I carried that passion for coaching and teaching others in the dental field.

Rob Montgomery: Yeah, that's cool. How old were you, Rebecca, when you went with your father to Guadalajara?

Rebecca: 21

Rob: cool.

Paul Goodman: I want to ask you Rebecca, you know, we have a few things to go through, but you made me think of something, because I was just having dinner with someone, and he said, I don't know if my body can take 35 years of dentistry. And you said, you know, it's normal for people to think, well, a dancer is not going to dance for 50 years, right? But we have dentists that do it for 30 or 40 years. And you have clients. You know what type of physical toll Do you see dentistry taking on your clients? Or do you see that from the physical nature of dentistry,

Rebecca: I don't know that with my clients if It's a physical like an actual physical toll. I think it's more of a mental and emotional toll. You know, when dentists go to dental school, they don't get a lot of the business training and aspect, I think, that they need if they want to own their own practice. And so trying to balance being the provider all day in your practice to then going home, and you're taking the flip side of that and having to then run your business side, I think, really starts to take that toll of burnout on the dentist.

Paul Goodman: I agree with you. First off, it's the emotional toll. It's, you know, I'll just kind of share a fun story when all fun is but these town Facebook groups have become very popular for dentists to be talked about, sometimes kindly, sometimes not so kindly. And then it's also popular for dentists to ask dental questions. And Rebecca probably, as someone who's worked in a dental office, you know, Rob, I don't think you can relate, but many patients have refused X-rays, right? Rebecca, they do not want the X-rays. So someone said, Can you please refer me to a dentist who doesn't push X-rays on us, right? Like we get up every day saying we're going to do that. And I actually jumped in and said, Hey, I'm a dentist. There are some great dentists in this community. I want to let you know that if we don't take the x-rays that we need a small problem can become a big problem. You know, usually what I use is, you know, a $300 filling can turn into a $3,000 problem. That usually gets people to take the X-rays. But it had me thinking, you know, you said, the mental toll. And I went out to lunch with one of my coaches that day, who's a non-dental coach, but for lack of a better term, patients can be pretty mean to us, right? And I think that mental and emotional toll can be difficult. And I've never been in a situation with someone who's done many different things, from Dentistry and Dental nachos and dentist jobs, connect that the relationship between your patient and you, as a dentist, can be very adversarial, and over time, that can just take a toll on you, like you said.

Rebecca: Well, yeah, I mean, because not only are you dealing with the patients, right, that are, that are, you know, kind of fighting against you, right? You also have sometimes team members, your manager in the practice who's supposed to be kind of, your right-hand person. They, they, they're doing it too. And so you sometimes, I can't, you know, I feel like managers feel this way, but I can imagine that the dentist feels this way too. You're on this island all by yourself, and you know, there isn't anybody who's, you know, got your back in the practice, and they're going to jump in there and back you up when you need it with a patient, with staff, you know, whatever it may be. And that's where I say that that emotional toll takes it because there's no relief. It's not like the dentist goes home at 5 pm and he gets to, you know, doesn't think about the practice at all until he walks back in at, you know, 7:30 the next morning.

Paul Goodman: Yeah, totally. So we, Rob, and I do podcast partnering. Each guest takes a different theme. You know, sometimes we talk about leases with more interest than you would think, Rebecca, or lease talks, right when these dentists talk I try to I see, what are dentists coming to you with? You know, we talk to patients about what's your chief complaint. I kind of reframe that and say to patients, what could I do to make you happier when they come in? But you do this for dentists. What chief complaint? Or what are they coming to you where they're either annoyed or unhappy? How do they find you? Tell us a little bit about that.

Rebecca: Yeah, a lot of it's by referral, or, you know, hearing me on a podcast, or, you know, finding me online. But their biggest complaints, I think, really, are staffing, it just as a general sense and more so they either can't find the staff that they need or with the skills that they want, or they have them and they don't want to lose them. How do I keep them and not lose them? And this is where, in the last practice that I worked like full time in years ago, we took this idea of, we need more help, but it just, the costs just keep going up and up and up, right? The more people you employ, the hourly rate inflation, all these things start to impact the practice that our insurance isn't paying us anymore. So, you know, how do we help the dentist? How do we help the teams? More importantly, how do we keep the team members that we have, that are, you know, supporting the team, helping the dentist, building the practice, you know, increasing production, finding those ways to help the practice production grow, and helping the team and the dentist be successful, but not lose them, because we keep throwing more work on them, right? So we took this idea several years ago, totally new concept to me at the time, which was, can we bring people into our practice that are offshore, the virtual, you know, assistant and because we just struggled, I mean, we just could not find people that understood what it meant to actually come to work and actually do what's expected of you. You know, but we put the time and the effort in, to train our people, to train our team members, to, you know, invest in them, to have them, you know, six months a year later, they're, you know, they're out the door. No notice.

Paul Goodman: You got to do a and Rob, this just happened to me recently, and sometimes it's for good reasons and not so good reasons, but, either way is the same when all that training walks out the door.

Rob Montgomery: Oh dude its brutal. Yeah, well, you look at this like, look at a successful, you know, sports franchises, you know, why were the Patriots so successful for so many years, they had very little turnover in key places. You know, it's like if every year you just keep coming back, every day, every week, you know, in the office, and you've got the same team, everybody's on the same page, like, that works, but like, just plug in new people constantly with turnover. Then your job, you add another job to your job description, which is, you know, perpetual job trainer and mentor, you know, like and that, that there's no reward for that.

Paul Goodman: So It sounds like we, I love where this is going because I have some insight in this, but I want you to keep going. So you basically were saying, hey, these practices are not able to stay sane with the team that they have. We need to bring in help from the outside, which is, I didn't know this was even a thing up until, like, a few years ago. So kind of tell us more about this, because I find it pretty fascinating. As someone who grew up in their dad's dental practice.

Rebecca: Yeah, we had multiple locations, so we just, I was the director of operations, so I was over the operations of these practices. So we just took a pure leap, and we got rid of our entire front desk, all of them. And long story short, because this could, this could turn into a really long conversation, we didn't have anyone checking our patients in. They checked in on a kiosk. We put in really nice massage chairs in the waiting room so no one was ever late to their appointments because they loved them. And you know, they'd come in, they'd check themselves in, they'd wait and they would go back. Our virtual assistants did everything the front desk could do. So they answered our phones. They, you know, scheduled, they confirmed, they made sure the new patient's forms were completed and put into the PMS system. They verified insurance and benefits and claims, and, you know, all the good things. It was incredible, the change that we saw within our three locations, because one, the training was so specific and. Like, here's your lane, and you're responsible for all these things. And they just, they were dedicated. I mean, virtual assistants are nothing like what we experience, generally speaking, in the United States.

Rob Montgomery: Tell us what are some of the differences.

Rebecca: They have a work ethic like nobody else. They are loyal, and I, like none of them, have ever left the offices that I've placed them with. They are so you, the investment you're making in them, in that time and effort to train is never going to leave your practice. You know that whatever you give them in time and effort is going to stay and they're going to work 40 hours, and they'll never milk your clock. That's, I mean, never, but they're just the hardest workers, and they're very open to training and suggestions, and how can I do it better? And you know, that kind of thing. So you know, when you're presenting this idea to dentists and to practice owners and to managers, this concept is, is wonderful to them. It's like, okay, I can do this one more time, right? I can invest one more time because I know they're going to stay.

Rob Montgomery: interesting, so as the business lawyer here in the room, I have a couple of questions. You know, first, when we talk about what it costs to engage those people on a percentage basis, is it half of what an in-person would cost? Is it a quarter? Is it 10% like what? What is the relative expense?

Rebecca: Well, I mean, totally depends, of course, on where you are, some people have a lower, you know, cost of living, but they generally run about 11 to $12 an hour.

Rob Montgomery: Right, and comparing the same position for somebody that's actually in the office, what would that person make, generally, for that same job?

Rebecca: probably two-thirds more than what that VA is going to make.

Paul Goodman: I always say is a broad picture thing. As somebody said, 20 to $30 an hour, right? Right? Probably.

Rebecca: you're going to be close to $30 an hour.

Paul Goodman: in my area of the country, easy, easy, $30 an hour.

Rob Montgomery: So we're less than half, yeah, yes, yeah, it's, you can easily say half or less than half, and you're not paying the benefits, I'm assuming.

Rebecca: Not paying benefits. You don't pay social security, you don't pay unemployment, you know, none of that.

Rob Montgomery: So these people, yeah, I think I know the answer. But I mean, they're not employees, they're not W twos. They're working for agencies, right?

Rebecca: right.

Rob: Okay, so you hire, you would hire the agency that then provides the staffing?

Rebecca: Correct.

Rob: Yeah, it's interesting.

Paul Goodman: And I'll add Rebecca, this is such an interesting conversation. I know our listeners are gonna love it. I've done this in both dentistry, dental nachos, and Dennis job connect, just so people don't, you know, start yelling while they're on the treadmill, well you're taking away jobs. That could be partly true, but it's also the part is it's so the people who are in the office can focus on the patients. So the people in the office can focus on what they're doing. What if you go to my front desk team, you're going to see them having to do behind-the-scenes tasks while trying to see patients, and it's, it's really, I would call it impossible to do it well. I don't, I don't know what you would say, Rebecca, I think it's just so it can enhance the patient experience for the people that are there. Maybe you can keep telling us about your first voyage with this.

Rebecca: Right? Yeah, so then that's definitely the first thing I want people to really understand about virtual assistants, is, I don't, I don't suggest this as a way to replace and get rid of your team. That was just what our experience was. We just couldn't find people to stay. And the way I look at it, and the way that I present it to dentists and their teams because this is this is the whole team getting on board, we want to alleviate the stress and the burnout on the in-office team. They can't do it all. They really can't. And if you ask a dentist who's more important, the person standing in front of your front desk or the phone call that's coming in, they're gonna have a really hard time answering that, because the person standing in front of your front office is potential treatment. It's, you know, it's immediate production that could get on your books tomorrow, but that phone call that's coming in is your marketing ROI. This is the money you're spending in your marketing, wherever you're spending it, to get those new patients to call your practice. Why are you asking your front desk to choose?

Paul Goodman: it's just such a valuable point, I’ve lived this, and it's the right answer is both. Both are important. The person in front of you complaining about a $50 patient portion for the eighth time, is not as valuable as someone calling about implants, but then someone standing in front of you who wants to schedule their five crowns is more valuable than someone calling you as a telemarketer. So it's someone who lives this. And you do this, you know, Rebecca, and I'll say, Rob, it's just a very, very, very challenging task in your Front Desk team, and it's unfair to ask them to do both at the same time.

Rob Montgomery: Well, but yeah, there are only so many things you can do, right, and do well. Yeah your point right, it just reaches impossible. It's like, it's nice to say that you don't need this because everybody could just do more, but does that really work?

Paul Goodman: No. I mean, we've all been in a situation, how many times you've been the doctor and the person on the phone's just been distracted in front of you? You're not mad at them. You're just like, man, that person has a lot to do.

Rob Montgomery: Yeah. Well, I mean, as Rebecca says, too, you know, as this is, we're talking about return on investment. This is an investment in making the office better. You're not necessarily replacing people.

Paul Goodman: What was the impact Rebecca, when this started to go well? Tell us about kind of the transformation.

Rebecca: Yeah, so this was, I mean, incredible. I don't think that we could have foreseen this. So we brought five virtual assistants on for our three practices, and I started working with them in August. By the end of the year, we had very streamlined responsibilities, protocols, and SLPs that they followed. So going into that next year, by the end of our first year with them, they had doubled our production in all three locations. They had reduced our open chair time by 80% and our AR, we had nothing owing patient or insurance over 60 days. In any of our locations.

Paul Goodman: That’s awesome.

Rebecca Harring: I mean, it was, it was an incredible investment, risky, but incredibly worth it. They just knew what their jobs were. They got in there. They got it done. You know, the production increased because we had them reaching out to pre-care patients that just needed a phone call someone to just spend a couple minutes with them on the phone with no other distractions, like we've talked about, to say, Hey, this is where you are. We need to get you back in, when’s a good day and time? And, you know, let me work with your schedule. What works for you? And the same with treatment, outstanding treatment, going back to the new patients that you saw at the beginning of the year, did they come back for their second cleaning? Did they schedule their treatment? Someone gets on the phone and just spends, you know, 10 minutes with that patient. The people in the office don't have time to do that. They want to focus on the people in front of them, so that we give those patients that VIP the white glove treatment so that they prefer their friends to come to the practice. Right? There are so many different avenues in which we can increase the production and patience and the best experience in the practice, you know, if we just allow our front office era, the staff and in the office to do their jobs and do it well, and not feel so torn between things that remote people can do for your practice without having to be in the practice in the office.

Paul Goodman: And I just want to reinforce as the only true dentist, Rebecca, I know you are a family of five and a dentist like me, but as a dentist, and I know Rob knows about this in Halloween time, but a popular thing to do is to reach out to patients who have insurance benefits remaining, whether you're in network or out of network, and said, Hey, if you don't do this crown or restoration, you're going to lose the benefit. And this is a perfect thing for your virtual assistant, who we had at the time, just if people did not accept treatment over $1,000 they would calmly, call up and say, Hey, Rob, on your last visit, we had told you the benefit of getting two crowns, are you still interested? And just by asking that magic can happen, but they need the time to do it, and it's just such a New Deal. As a business lawyer about increasing profitability, and helping patients. It's a true game-changer.

Rob Montgomery: Well, Rebecca left by saying it was risky. Frankly, it sounds risky not to do it. I mean, when did you do this?

Paul Goodman: When you do this, when did What year was this Rebecca?

Rebecca: Oh, 2020, just after COVID, right after COVID.

Paul Goodman: So it's been normalized to some degree we forget, like, back then it was still like, oh my gosh, this is new, right?

Rob Montgomery: right, right, right. Yeah, it's generally more.

Rebecca: Here's the thing, it's not. I mean, I did a podcast a while back where people were talking about going into their hair salons, and the virtual assistants were on the screen to check them in. I took a fabulous picture of a camera, which I think was the Boston Airport, where they have a big sign that says, virtual assistants, check in here. I mean, they're everywhere. They are the greatest support to any business. Dentists are hiring virtual executive assistants to help them with things that they need while they're you know, being dentists, it's incredible. I mean, what a fantastic resource, to really any business. I recommended it to my car or my auto body shop. I'm like, Dude, I've been calling all day long. No one's picking up the phone. Do you guys need virtual assistants?

Paul Goodman: Yeah well, because I've said this, even though we live in this world, everything still is basically 9 to 5 pm, and if you're doing your dentist thing and crowns, there's just so many other things you have to deal with. You know, probably Rob people want to talk to you. You need to talk to them. They're doing definitely not that you could replace, you know, having a legal conversation with the virtual assistant, but there's just, you basically can scale yourself. They can get back to so many different things. And so you help dental offices now, Rebecca, we bring us up to 2024, what is your day-to-day with helping offices? What does that look like?

Rebecca: Yeah so mean, I have the coaching side, so I help them, of course, with everything within the practice, the SOPs and setting things up, and working with their front desk teams, the phone skills, office managers, KPIs, all those kinds of things. But it's the virtual assistant side that I really get passionate about when offices are really struggling. I think I go back to that compassion side with my dad and, you know, watching him grow his business. And so I really struggle when there's a dentist who's just like, I can't find my front desk. I'm burning out. So is my team. What can I do? And that's where I'm going to recommend the virtual assistant. I have a company that I have vetted, and I love working with them. Its reach, the support, and the customer service that they offer through the entire process, and the first, you know, six months to a year for both the virtual assistant and the dental practice is just top-notch. You've got to have that too. And so when I come talking to a practice, we need to do this. I'm going to get them connected with Reach and hopefully, that's what they need, and they get what they need with their however many virtual assistants they need to hire. The flip side to this, and and this is where I really love what I do is sometimes the offices are short-staffed, and the dentist will say, well, how am I gonna, how do I get the virtual assistant trained in my practice, on my PMS system and on my phones, and, you know, all the platforms that we use and all these types of things, and that's where I will step in. I love training virtual assistants. I've been doing it for so long, for so many practices, that it's just a real passion. And I feel it from the dentist, because you understand that feeling of, how do I give up one person to sit with this virtual assistant all day, every day, for you know, a week to get them up to speed and into my practice. So I will, I will come and do that for you. I will come in and train them on your PMS, your platforms will onboard them, give them the basic training that they have to, have to get started, and then your team can take it from there, as far as the specifics of your practice that I'm obviously not going to know, but we'll get them going.

Paul Goodman: I want to ask Rob this, we, Rob promises that he loves startups and acquisitions the same. He doesn't pick one that's true or the other, but we had Stephen Trutter on as one of the ideal practices, so Rob, could you imagine if you were doing a startup, and 90 days prior, you had a virtual assistant answering your phone, making appointments right where you know people are calling your dental office and saying, sure you come in? I mean, it would be a game changer for that practice opening with more patients.

Rob Montgomery: Absolutely.

Rebecca Harring: I actually just did that today for a startup dentist. She reached out and we got her set up with two VAs.

Rob Montgomery: We're in a world where responsiveness is everything, like you can't be too fast, and your ability to have somebody and leverage somebody that can be responsive, whose sole focus is to get back to people in contact and interact them with, is just, it's priceless, because, you know, if you don't, somebody else will, yeah, you know. And Rebecca, so you help with the training of those folks. Do you also help with, like, integrating technology and how does all that work? So if somebody's on the other side of the world, perhaps, like, how do they how's the phone ring at their at their place of work?

Rebecca: Yeah, yeah. I love working with them. The voice companies, Mango is my favorite to work with, to be honest, just because the way it's set up is so easy for the virtual team.

Paul Goodman: I want to say, Rebecca, yeah, once you go, they're one of our best sponsors, but they're too healthy mango, nachos is just way more fun, but you know, they're great. They're amazing sponsors, Kevin and Richard are great.

Rebecca: And I just want to shout them out because I was at a conference and won their shoes. I'm so excited. Yeah, no, they're fantastic to work with. But there's, there's a lot of platforms, but part of that, you know, the flip side to the  virtual assistants is the coaching side for me, and so that's going to be, you know, what else do you need in the practice? We need virtual assistants, and we can bring them in, and we can train them. But doctor, you know, what is the bigger picture here for your practice? You know, what's your goal? Where do you want to go? And how can I help you get there, too? It's not just solving one problem. You know, the virtual assistant is going to help you with phones, confirmation, filling the schedule, keeping it full, reactivating patients, and sending your claims, insurance, and verifications. They're going to do all that, and that's great. But what do you need? You know, what do you need for the practice to grow, and how do we implement those things into the practice now? So, you know, for me, it's always the big picture, but I just the compassion side of me is boots on the ground. I want to be there. I want to help you. How can I do that? But it's always the bigger picture. I want everybody to enjoy going to work and love what they do and making sure that people are in the right seats, doing and utilizing the skills that they love. So, you know that's, that's really what I enjoy doing.

Rob Montgomery: And Rebecca, do you do this for practices around the country? Are you more focused on the Colorado market?

Rebecca: Nope, I go all over. I think this summer, I was coast to coast, two or three times. Yeah.

Paul Goodman: I think you know you're doing dentist will get this. You're doing the work of the Lord GV black. That was a famous dentist, Rebecca. And you know, it just thinks, no one tells you in dental school they missed, they leave so many different things out. We talk about our podcast is what you wish you learned in dental school, but the team management that is thrust upon you as a dentist with their patience in your face and the team there, it is so overwhelming, even when people know what you doing, that when they have resources like you to make it, as I say, better or at least less worse. You know, we work with these amazing team members who also have lives, who have maternity leaves, and who move across the country. And I think, you know, to bring up a topic that's near and dear, Rob and I the Philadelphia Eagles, you know, if they lose a wide receiver, and they're not going to play one game the team, you just know, they're not going to operate as well, what's kind of an interesting Rob and Rebecca is, if the Eagles have their number one receiver out like they did, right? We totally expected them not to operate as well, yeah. But when you go into a business, you expect them to operate well, and you kind of don't care what happened to be on the scene, yeah? Well, food to dentistry, health care

Rob Montgomery: Well, rightfully so.

Paul Goodman: I mean, so you're likely so right, but we just are. We are naive because we have teams. Yeah, and when your best player is on break or your best player or a player is injured, sports teams say, Oh, they're probably not going to win. But if you're going to a restaurant or a dental office or a law office, you just say, I want this. And you help people with that Rebecca and it's just, it's just truly amazing, and because the stress behind the scenes is just sometimes just totally unmanageable.

Rebecca: Well, you know. And the way to really look at this, you know, from a dentist perspective, and hopefully, you know Paul, you can relate to this, is, you know, you people, you're right. People move on, people you know, have babies and their husbands, get transferred and you know, life happens. But what's great about our virtual assistants is that they don't… in their countries they're not moving they're not going anywhere. And so you know, when you have that really great you know, front desk person whose life shifts, you still have your virtual assistant who isn't changing is still going to answer the phone correctly, is still going to help reactivate patience. Is going to still confirm and make sure that your schedule is full and all the claims go out and like all the things that help your business run, in the sense of the back office, right, all those things that your dream team. You call it a Scream Team, but I call it the dream team in the back office, they're making sure of getting done, and that never changes, because they're not going anywhere.

Rob Montgomery: What’s nice to have some constants.

Paul Goodman: Stability over some of the most important aspects, the phone answering, right? The insurer, I was kind of writing something down, you know, I refer people to Rob, and I know that there's a process where you have to check if there are any conflicts, but I don't think it's that complex to become a client of your dental lawyer, right? If there's no conflict, let's talk about becoming a client, right? With dentistry, there is insurance verification, there is social security stuff, there's employers. I mean, I was just thinking of it like becoming a patient at a dental practice, if you have dental insurance and network, it is a very complex process. You need people to verify and check and of course, you can imagine, we get, you know, I mean they could give us the wrong insurance card, guess whose who’s fault it is, right? It’s Our fault, right? So when you have, you know, that's it. So I, I am, you know, inspired that we're here to share this with our audience Rebecca, because people should at least know that this is available out there, and there are people that can help them reduce stress and what I call reduce crying inside as a dentist, so we appreciate that.

Rebecca: Well. And I, you know, for me, it's, I want them to know, it is out there, it is available, it is an option. And I know people, a lot of people are, you know, nervous about doing it, but you know, I'm, I'm grateful. I think I spent eight of the, what, 10 weeks this summer, literally in practices all summer, helping them implement train on board VAs at least two, if not up to four, in their practices, so they can have this benefit and the joy of knowing that they're supported. But I'm there to support the dentist and the teams too, so part of that is also making sure that the teams have what they need with the implementation of these virtual assistants. And, you know, everybody feels like it's a win for not only the dentist but for their team in the office too. They'll just keep picking up more and more responsibilities as they get better and better. And that's really what happened with our team, is that they just had the ability to pick up more and more.

Rob Montgomery: It’s great stuff. Yeah, really good. It's a great message to end on too. Rebecca, if people want to get in touch with you or learn more about what you do for dentists and dental practices, how can they do that?

Rebecca: Absolutely, thanks. They can reach out to me via email at Rebecca@yourtdcoach.com or they can visit my website, which is yourtdcoach.com. They can find me on all the social media platforms and LinkedIn at Transformational Dental Coaching and or find me on Facebook.

Rob Montgomery: Awesome. Well, thanks for taking the time. Yeah, it's great chatting.

Rebecca: Yeah, thanks. You guys appreciate the opportunity to be here and share this opportunity with our dentists and leaders in the industry.

Bumper: Thanks for listening to another great podcast with the dental amigos, and don't forget to tune in next time to have the dental business demystified. If you're looking for more information about today's podcast, you can find it on the dentalamigos.com. If you're looking for Paul, you can find Paul at DrPaulgoodman.com and if you're looking for Rob, you can find him at yourdentallawyer.com. This podcast has been sponsored by Orange Line Media Group helping dentists and other professionals create content people love. Find out how we can help you take your business to the next level at www.OrangeLinemg.com, till the next time you.