Google, Gary, Ucla discussed on The Thriving Dentist Show with Gary Takacs

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The ones who do well with Google reviews carry are typically have a morning huddle. And I think they just stick with that habit of how do we get a review as per review, at least once a day. And that becomes automatic and then it just like brushing your teeth. They don't have to think about it. It's part of who they are. It's like we noticed that not uncommon in our mutual clients. They'll come out of the gate with reviews and rocket. You know, maybe this is an office at the beginning of historically two or three Google reviews. And by using our system that we teach, they ramp it up and they're getting 15, 20 reviews. And then we look four months later and we're back to two. And I think that dynamic is very common. And it can happen for any number of reasons. One of the reasons that the shiny object syndrome, right? So in other words, you know, all of a sudden, the shiny object was the Google reviews. And now there's a new shiny object over here. And so we dropped the reviews and we did this. It's kind of like the jug love that's trying to keep multiple balls, juggling in the air, right? So one of the things you could do in those semi annual team meetings is revisit the KPIs and the systems that drive the KPIs that are underperforming in your practice. And go back to fundamentals. Go back to revisiting the system. I think the mistake that so many of us make, you make it Marin, I make it our listeners make it, let's face it. We are accomplished people. You're accomplished. Would you accept that compliment? Thank you, Gary. I humbly accept the compliment. You're accomplished. But I think we also make the mistake of thinking it's one and done. We only have to cover once and then remember to rarely does anything lasting work like that. Yes. Nothing has ever won and done in a dental practice. You got to revisit it. You got to fine tune it. You got to go back and go to fundamentals. That's why I'm looking at my office at a wonderful quote and photo I have of coach John Wooden, the legendary UCLA basketball coach. And there's a wonderful true story about coach when he would meet for the first practice of the new season with his NCAA championship basketball team. And there would be a couple of new team members on the team. You know what he would teach them in that first meeting? He'd teach him how to put their socks on. Honest got true story. He'd teach you how to put their socks on. And I know, in fact, one of my clients played under coach wood and he said, Gary, I couldn't wait to meet with the wizard of Westwood. That was his nickname coach when wizard of Westwood. And I thought I'm going to learn all about triangle defense. Let me learn about the latest state of the art offense that I'm going to learn this and that and this and that. And we sit down and the very first thing he taught us was how to put our socks on, but why was that important? Well, UCLA was a running team. And you can't run and you can't move fast if you get blisters. When your socks on right, you're going to get blisters. So it was a very important detail. So what I would say come up with some there's all kinds of things we could do in that the initiative, the projects, the things we want to do, and maybe some in service stuff, as well, because we have a longer period of time. But in service type training with our team, is another good purpose for that morning part of the semi annual team meeting. Thank you, Gary. Let me ask you the third question. This is linked to the morning huddles. I'm having trouble with a couple of team members being tardy. I know I need to address this individually with these team members. But I also don't want to be too harsh in the current hiring environment. If they left, I may have difficulty replacing them. Any suggestions? Yeah, I'm going to answer this very bluntly and very directly. We can not allow a barren behavior in our practice. For the fear that someone's going to leave. That is not leadership. That is, it's not effective leadership to do that. I'm going to use this very playfully. You know, doctor either you run your practice in terms of approach and philosophy and direction. Or it ends up being kind of a free for all. And I'm going to say that a free for all doesn't work. And it's okay to have certain expectations with your team members. Now again, if someone can't make the morning huddle because she can't drop her issues a single mom hypothetically and she can't get her kids to latch key. Then pivot. And set up a different time for her to come in. That's fair. That's fine. But if the reason they can't make it is because they're out late the night before and they can't get up in time. It's not acceptable. And you can not be fearful of someone leaving your practice because, you know, they feel like you're being too harsh. You can't run your practice that way. It's more important than ever to have alignment of our team members today. It's more important than ever. And it's critical, especially if you're going to have a relationship driven practice. And I'm going to suggest you need a little bit of tough love, a little bit of leadership on this. Sit down with them. You know, there's a great way to do this. We covered in a book club. Do you remember the book that we did by Ken Blanchard near and that's called the one minute manager? Yes, we did. Yeah, there's a very short chapter 7 pages long called the one minute reprimand. Can I go ahead and do that for you as a way to absolutely and this wouldn't be you of course sharing, but I'll use you as the team member. And you're the opposite of this wouldn't be I'll be clear. But let's say I'm the doctor and you're my team member. You know, it's come to my attention that you're having trouble getting here on time. And you know, I understand life gets complicated sometimes. But first of all, I want to take a minute and apologize. And what I want to apologize for is I haven't been clear to you about how important it is for me to have you here on time. It's very, very important. I count on it, our team members count on it and ultimately our patients count on you being here on time. And if you're not here for

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