Dental Business Management with Kiersten Aucoin - Benco

Welcome to the Navigating Dental Insurance Podcast where we [music] don't take from insurance companies. Here are your hosts, Mr. Jordan Comtock and Mr. Ben Tuy. This podcast is sponsored by BoomCloud Dental Membership Software, www.boomcloudapps.com [music] boomcloudapps.com and veraritoss dentalresources www.veritass [music] dentalresources.com. Enjoy the show. Welcome to another exciting episode of the Navigating Dental Insurance Podcast. My name is Ben Tui. Today I'm your host, co-host I should say. Got my uh trusty colleague here, Jordan Comtock. What's up, Jordan? >> Yo, dog. How's it going, man? My

wife has been thinking for many months now to steal that skeleton off of your little side by side in front [laughter] of your house. She's like, "Ben, you need to you need to just take it. It'd be a really fun joke." And I was like, "You know what? Maybe I should just steal the entire side by side [laughter] with a skeleton in it." >> Yeah. Yeah. Do it. For those of you that don't know, Ben and I are neighbors. Recently, haven't we've been neighbors for about

a year now. Um, best neighbor. Um, and on my driveway I have like a a big go-kart side by side type thing. And for some reason, like during Halloween, my my wife bought this like fake skeleton. And um, it just kind of gets passed around everywhere. And for a while it was on our in the go-kart. Now it's on top of the fridge in my garage. So check that out when you pass by my house. >> Now I know where to steal it. >> Now you

know where to steal it. [laughter] >> And you're And if people aren't watching, we have Oh, we also have a video running. and Ben. Um, looks really nice and warm over there in the uh You're on an island somewhere, right? >> Oh, yeah. This is Hawaii. >> You're in Hawaii. My mom's from >> and with a beanie on. >> With a beanie on, [laughter] >> you know, people actually do wear beanies and sweatshirts in Hawaii. It gets it gets cold there. Cold there. Like 74 degrees

is cold. >> 74. Yeah. It's like perfect. >> Kill for 74. [laughter] It's like the perfect temperature for like year round. Yeah, totally. [laughter] Oh, yeah. Absolutely. Which, by the way, we need to introduce you, Kirsten. We haven't mentioned your name yet. >> You know, Kirsten Kirsten's on the podcast. Kirsten's from Ben Codeell. She is uh in the practice coaching division or practice solutions division and is a coach and a consultant in that division. And we've been working with Kirsten for gosh, what probably pushing two

years now, right Kirsten? >> Yeah. Which is nuts because time flies by when you're having fun, right? >> [laughter] >> I don't know if you call work fun, but >> we have fun here. Yeah, >> it's a hobby. It's a hobby for sure. And it is >> I enjoy coming to the office. Yeah, [laughter] it's fun. >> Well, Kirsten, welcome to Welcome to the show. Thanks for >> Thank you. Thanks for [laughter] having me on. I've been really excited about this. Um, you guys obviously not

only have great energy, but I feel like you talk about some really great topics and like people need to know about this, right? Sure. >> I go in offices every single day and I'm learning every single day and I know doctors are not talking to other people all the time. Right. So trying to just get the word out there about different topics is huge. So super excited about today. >> Yeah, absolutely. And uh you know Kirsten was uh interestingly involved in an accident. So her it's

it's always interesting to bring that up. you know, she's showing her hand there and the hopefully going through a really good >> hop on the video if you want to see it. It's really hot in case. [laughter] >> Oh, yeah. We were going to say that, but I'm glad you mentioned that, Kirst. >> You're welcome. Got [laughter] you. >> But Kirsten, walk us through your history. How did you get started in dentistry and what sort of led you to what you're doing now with Beno? So,

kind of like we talked about a little bit earlier, I think I've dipped my toe in almost every single aspect of uh dentistry other than being a dentist. Um, started out going to college. My dad was a dental sales rep actually and he was like, "Kirstston, this is the field you need to be in." And I'm like, "All right, let's go in." So, started being a dental assistant. Um I was a dental assistant for about 8 years and during that time um I got asked to

come teach at the University of Kentucky digital dentistry. That's kind of been always my like passion background. I've my something that my dad always said is like if you're not learning you're not growing. So >> sure, >> I see this piece of dental equipment that's sitting in the corner that my doctor has spent 50, 60, 70, $100,000 on, right? >> A lot. >> And I'm like, why aren't you using this? So that led me into the role of, hey, now I'm teaching dental students, I'm teaching

residents, I'm teaching doctors because then I start going out and doing contract training with companies um on digital dentistry workflow. So that's kind of where I got like my coaching consulting part of it and then um decided I wanted to get into the sales part and did my toe cuz you know it's like every the grass is always greener on the other side, right? It's like everybody in the dental office is like, "Oh, I want to be a sales rep. They make so much money. It's

going to be so awesome." And then all the sales reps are like, "Oh, I want to be working in an office. I want to be a dentist." You know what I mean? Like I could totally do it. Um, so I made my way as a territory rep for Benco Dentl, which is who I work with now. Um, a year after that, I got asked to take this role just based on my background and my boss KJ, shout out. Um, she, yes, [laughter] >> if there's something

that she wants, she goes and gets it. So it was like we met our personalities and our vibe just mass and she's like I want you on the team. So ever since then we have uh had like a fire hydrant to our face but it's [laughter] been really exciting because what the fun part is is like getting to help people right. I love getting to help people clinically >> and now I'm getting to help people on the business side of it and >> I'm telling you

there's so we could talk for hours about everything that's going on in practices and like in the United States all over. So that was a long story short. Um I've worked in everything in dentistry but I have now made it to the coaching and consulting part now. >> That's awesome. Fantastic. What's your favorite area like which within your journey in dentistry so far? What's what's your favorite area of dentistry that you've most enjoyed working in? [sighs] >> I honestly now I'm really starting to love like

presenting to people and like >> being out in front of the big stage and >> doing what I've seen people do so far. Right. I never in my wildest dreams thought I would present at a national sales meeting for an almost billion-dollar company. Right. I did that three months after I got this position. I was like, "All right, I'm ready." Yeah. So, now we [laughter] do Seattle study club pres presentations. We do things for regional meetings here. So, it's like I've kind of got a little

bit more of a taste of it. And that part to me is fun because I'm learning to be better, right? Um, that's something that I want to continue to get good at because there's some good presenters and then there's some really bad presenters. And I feel like the content and the energy have to be there. And so for me, if it's not digital dentistry, like presenting has been really fun to just expand my knowledge and growth and experience on. >> Yeah, that's awesome. >> Speaking is

fun. Presenting is is I would for I would relate. That's probably on the the top things that I love about my career. Yeah. >> Is being able to speak and speak and present and teach and train. >> Same here. Especially when we do it together and make you do the haka. >> Oh. Oh, dude. >> What is that? [laughter] >> What? >> Ben, explain the haka for for everyone in and Kirstson as well. [laughter] >> So, go to Google and put in Maui m a o

r i haka h a ka um and you'll see half naked men dancing [laughter] and uh although I I've never been half naked when I do it with Jordan in terms of being in front of >> back you guys are neighbors so [laughter] I don't really know what goes on. >> Oh how you explain that bad man sound was so bad. It's [laughter] I know. I'm sorry. Sorry. Sorry, children. But no, >> this is for mature audiences only. >> For [laughter] mature audiences only. >> It's

basically a dance like it's a war dance where you're just yelling, you know, and you have a serious face. And >> you know, the translation of those those uh dances are designed to intimidate your opponent >> because they were war dances. That's what in New Zealand culture, um, two different tribes would stand on a battlefield and they would both do their dances, you know, just to yell at each other. I'm gonna, you know, I'm going to hurt you, whatever it is. And so it was sort

of a way to psych out your opponent. So Jordan and I whenever we go have speaking against events together, he always makes me do it in front of a crowd of two. >> Oh my gosh, >> it's so cool. I [laughter] love it. >> Yeah. It's so cool for Jordan. >> Yeah, [laughter] >> it is. >> We're going to teach you to do it. So then you'll he won't have to do it by himself. >> I've literally um that's my goal is to learn it. But

like like I'm going to like you're you're usually in your suit, you know, Ben. And when I go up with with you and we do it, I'm I'm going to just rip my shirt off and be in their little outfits while you're in your suit. That is >> we do that >> or maybe we do it together at at the Beno meeting here in a couple months. [laughter] >> If you don't like >> We're going to do a lot of people are going to be upset

because I'm telling everybody now. Yeah, >> we're [laughter] going to do it. We're going to do it for sure. For sure. Maybe doing happy hour. >> Yeah. After we've had a couple drinks, right? But [laughter] I think PE some people might join in. We have some really fun people here. We You did it once. I think it was the Voices of Dentistry, the podcast event. And remember um Dr. Craig Spodak, he got he got so like pumped up for it and he like grabbed me and

threw me threw me in the air like a little baby. >> Oh yeah. >> Do you [laughter] remember that? >> It was crazy. >> I do. I have that recording. He texted it to me when on on Monday on the Monday after the meeting. >> Anyway, getting back to the topic here. >> Let's get [laughter] back to the topic. >> Oh, live. >> We have fun >> because you're more interesting Kirsten. So I Jordan, I know you have question. I do too. You know, I've been

hogging all the questions so far. So go ahead with yours that you want. >> Yeah, you're fine. You know, Kirsten, you said you you you travel a lot, you know, with uh a lot of the Benco reps and you're in a lot of practices. Um, one of my questions for you is what are what are some of the biggest needs in dentistry that you see out there dayto-day and when you're traveling? biggest needs I feel like since co when a lot of people a weren't going

to the dentist right >> and b we lost a lot of people in dentistry not only dentists who were like freaked out because they had to close their office and they're like it's time for me to retire but hygienists hygienists are one in a million right now and So, I feel like one of the biggest things is there's so many people who are coming back to the dentist now because they're like, "Okay, I haven't been to the dentist in two years." And usually people are going

back to the dentist unless something's wrong, right? It's like, "Oh, I have a pain in my tooth." Well, now dentists are low on staff. They're just trying to make by with who they have. Sure. and their new patients can't come in for seven months. >> And so it's like, what the heck am I supposed to do? Because not only that, >> insurance, right, reimbursements are going down for some companies. >> Yep. Yep. I know. [laughter] I'm sure we've talked about it a lot. Nobody likes the

I word. >> Um >> what else is going on? Um people the supplies is going up. Inflation, right? So the cost of stuff is more and not only that >> probably faster than a consu the consumer side of >> absolutely >> and so gas is starting to go up and so staff who would maybe drive 30 45 minutes are now like I can find a job closer to me to where I don't have to spend that much on gas because my doctor doesn't want to give

me a razor. Not that he doesn't want to, maybe he just hasn't explained that he can't, right? And I feel like a lot of times in offices, >> there's not a lot of communication and it's kind of like any relationship, right? Especially when you're in an office, you're with five people, maybe if it's a bigger practice, you know, obviously it's going to be a little bit more than that, but that's your family. And if you don't tell your family what's going on and the front office

and the back office have this like war, like it's an issue. And so >> really the biggest things I'm seeing right now are patients can't come in for seven months. >> Doctors are freaking out because they can't give their staff raises. So staff retention is an issue, right? Um, and I also feel like what else? Um, I feel like just educating their staff too, right? So, making sure making sure you're training and coaching your team. >> Absolutely. Investing in training in your team because where did

they learn how to process these claims or send out, right? or where did they learn how to go through the AR report? Do they even know what they should be doing? Are they doing it correctly? [laughter] I had a doctor tell me, "Oh, hey, my [clears throat] collections are 104%." We do uh one of our products called a revenue analysis consultation and we find a $500,000 of untapped revenue opportunity in your office. So, it's also like education for the doctor side too. Like your collections may

be high, but if you do not have the correct systems in place, >> it doesn't matter. >> Cuz I don't care >> who is in the position. As long as you have a good system that's in place, it is like McDonald's, right? I can go get a Big Mac in Utah in St. George or Salt Lake City or Lehi, right? or I can get one in Tulsa, Oklahoma, where I live, and it's going to be the same >> because the systems are already in place. So,

>> um, that's probably the two biggest things that I see right now. >> Well, >> go ahead. Sorry. Oh, me or you? Rock, paper, rock, paper, scissors. >> Rock, paper, scissors. Go. >> I'll go. [laughter] Um, teasing. Um, what what what have you seen are the solutions to some of those the problems that you're seeing out there? So, solutions for not being able to see new patients um in seven months. So, there's a couple things that you could do. A, let's look at what insuranceances were

on, right? Because if you're writing off 30% for this one insurance, why wouldn't you just drop that insurance, right? Because you can't even you can't even see those patients. You are literally losing money on some insuranceances. >> Oh, sure. >> By seeing those patients. So, what we like to say sometimes is chief ad, right? Go find another dentist and go. [laughter] >> I'm going to write that down. >> Write it down. This is I can't take credit for that. Uh that's one of my co-workers Rachel's,

but I am gonna use it. Yes. >> That's funny. [laughter] So, one thing, look at the insuranceances that you're in, right? If you're writing off more for that insurance than you know what you're making, maybe you know we should look at dropping those. >> Second thing, >> getting an associate, right? Mhm. >> Like if you have that associate that can start helping you doing those hiding checks and you can start focusing more on the restorative dentistry because >> if the dentist doesn't have a handpiece in

his hand, he's not making money, right? >> I don't want him scanning patients. I don't want him constantly having to deal, you know, with drama in the office. Just I want him to be able to work, right? So if he can't see the patients because let's say you know he has four ops right but he only has one hygienist. It's like how can he make it to all three of those ops plus >> hard to scale >> more patients right? >> So looking for an associate

and also trying to get another hygienist too. And I feel like the big thing with hiring is we want to hire quality. Yeah, >> not quantity. So start thinking about like what do you what are your visions? What are your values for your practice? And let's start finding people who will actually implement that and show that to our patients because if not, you know, you can hire a million people, but your turnover is still going to be the same. You're still going to have the same

issue. >> Totally. I I mean, I can relate to that. I mean, I've hired people throughout the years and I've had to learn that uh making sure you have a a clear vision of where where where your practice or your company is going and then the core values. I couldn't I couldn't um I don't think I could survive without having core values meaning values that you know attract the right type of team members you know for at least our team but for practices out there because

a lot of the times at least in in my past you know especially starting a company from scratch um a lot of the the times I had to hire out of out of desperation and that's never a good time to hire [laughter] right >> and I just hired anybody who's willing at the time, right? And it just caused more problems, right? This is years ago. Um, but I couldn't agree more with those core values. Culture and building, you know, quality people is so critical in any

type of business that often it gets overlooked, especially in dentistry. You know, I I I talk to my mom all the time. She's an office manager and she's constantly having problems with with with attracting and retaining retaining employees, you know, >> and I told her to read problem. >> It really is. is and there's a book out there that I I would recommend. It's called Attraction >> by Gino by Gino Wickman and it uh talks about you know how to build these cultures and then how

to how to install basically an operating system within your practice that everyone's operating and communicating consistently um you know to help it um just run better. You know will there be problems? Yeah. Will there always be problems? Yeah. But if you use a typical or or the the operating system that the traction talks about in the book, um it helps you run a smoother business, right? So that I couldn't agree more with your with your comments there. >> Culture is huge. >> It's so [clears throat]

funny because it's like there's two sides of culture, too. Like do you want your employees to think or do you want your employees to not think? Which sounds [laughter] so bad to say, right? But it's but it's true like a they need to know that it's okay to make mistakes and like it's how we move forward from those mistakes and absolutely >> I feel like it always it does start at the top you know it starts with the leader and the owner and so as long

as we have these core values and visions and we can help express those to the people that we've hired but we also let our staff you know express their, you know, wants and needs. At the same time, I feel like >> communication, honestly, let's just put it out there, communication is the number one thing for a relationship. And you have a relationship with your staff, you know. >> Totally. Well, and and a lot of the times, you know, we're spending time with our our team members

and employees more than, you know, our families in some cases, right? >> Um, so we have to have great communication. The reason why I love that book, Ben, I don't know if you have you read that book, either of you. Traction. >> Traction. Oh, yeah. I got It's right up there on my bookshelf. Yeah. >> Yeah. The reason >> Yeah. The reason why I love that book because it installs a cadence of communication in every department, right? Um and the meetings are called level 10 meetings

because you rate them at from 1 to 10. Mh. >> And um so like how at least how it works here at at BoomCloud is we have leadership level 10 meetings weekly and every one of our departments so development and product um our customer success team, our sales team, our marketing team, our our business development team, we have weekly meetings. We're communicating and we have uh goals, you know, that we're trying to achieve in each of those departments as a team. And every week we meet

and we discuss if we're on track to those goals and if there's any issues getting in our way and to solve those issues. They have a a mechanism or a not a mechanism but a a way to communicate. It's called ids which stands for identify discuss and solve the issue. So many times especially in dental practices you you get people just complaining about the issues and not doing anything taking ownership on about the issue and and figuring out the solution. So that's why I love that

book. So I just I just wanted to kind of say my >> everybody go read the book. I got to read the book now. [laughter] >> It's a fantastic >> so relevant. You know >> it works. It works in business. I've tried to apply it in my marriage but I often kind [laughter] of get put back in my place. You know I'm the guy that gets vol and told in my marriage. [laughter] >> That's funny dude. >> No but Kirsten you mentioned something that was interesting

about the team. you know this whole journey of hiring quality people but it doesn't it sounds like it it doesn't end there right where you have to continue to develop these people >> over time what are you seeing across the country Kirstston in terms of this whole concept of investing in the team are practices doing it if not why are you seeing [sighs] >> I'm going to say most practices are not because they don't want to pay for it right? That's a it's another expense. They

don't see, you know, sometimes you got to spend money to make money. And so >> they they're just running on full force, right? Their practice is I just need to get somebody in there to help me, you know, just in there. I just need an assistant, right? I just need an assistant. I just need a front office person. I don't care what their background is right now because we're struggling to find people that want to work. that's just going on across the nation, you know, >>

and really if you can oneon- ones are huge. I think it's good. I also think monthly huddles are good or if you like to do weekly huddles, too, just like Jordan was talking about. And >> finding out, you know, what is your staff interested in learning that can help them in the office? Cuz when I'm having conversations a lot of times with office managers on like solutions that we can help them out with, they're like, you know, we want to be good. We want to be

better at this and learn, but a lot of times they don't speak that to other people. You know, it's just like confidently with me on the phone because it's like, oh, hey, I heard you have this. Can can you please give me some tips so we can talk to the doctor and try to get them to move forward? I'm like, yeah, sure. Like, let's do it. But, you know, really seeing what your team is interested in, but also like identifying those inefficiencies in the office. >>

Yeah. Like do a SWAT analysis. >> Yeah. Exactly. And then start from the top and it's like, all right, so our recall system is showing that we have $220,000 and untapped revenue, right? So, let's get the team together. Let me get an expert in here. And we want to make sure everybody's calibrated on it because if Suz's gone, I want Sally to be able to come in and be able to take out, you know, follow her and to get that going. So, you know, even the

best players like Michael Jordan, he had a coach, right? It's so important to have that outside objective perspective to where, you know, see what's going on. And you may think everything's going good and then I come in and I'm like, "What the heck? What is going on here?" Right? There's nothing wrong with having somebody help you be more efficient, effective, and profitable because that's what the world needs right now, right? They're like, "I need to make more money." So, you got to invest in that. And

if there's CE courses that your um that your staff wants to go to, right? Let's make it a fun trip or let's make it like production goals. Like if you hit these production goals, we'll go here. Oh, I like that. Yeah. >> Right. And then have a couple courses that are there. I mean, they may not want to, you know, learn while they're partying, but if you can kind of make it, you know, fun for them and like an incentive, too. Sure. >> Or, hey, if

you do three CES a year, you'll get this bonus. Like, incentivize them. make them want to learn >> is I feel like what offices should be doing because I can't tell you how many embezzlement cases we [laughter] have um been brought up doing these practice analysis right it's >> I call and I'm like hey talking to the front office girl I'm like hey I need to pull reports from practice management software your doctor wants to do a practice analysis They're like, "Uh, let me talk to

him and make sure." Right? There's always that something. And then I had one doctor was like, "Oh, well, my office manager says it's easier for her to go in and she will >> hide the numbers." And [laughter] >> well, you'll see a lot of deleted transactions, [clears throat] but she says it's faster for her to do that and then put in the check once she gets it. and my accountant says everything's lined up, but then we find $40,000 um that has been embezzled, right? >> Wow.

Yeah. >> So, >> not only do I want my staff educated, >> that goes to that goes back to culture. >> Yeah. Yeah. But I also want my doctor educated, too. I don't want him to rely or he or she I'm so sorry. I don't want them to rely on their staff for everything. I want them to occasionally be going in quarterly checking in on those adjustment reports. I want them to be looking at their collections, their insurance >> know what they should be looking for

because >> people get creative. [clears throat] >> Absolutely. >> Yeah. Well, as as practice owner, those are some critical functions that need to need to be understood, you know, by the practice owner so they can catch any type of issues or uh you know, hopefully not embezzlement, but it sounds like that's a pretty common issue. >> It's a big issue. We've interviewed some people in the past on that and it's a surprisingly a large issue. So, >> it's huge. And I had I mean, >> I

didn't really know how [clears throat] prevalent it was until I got into the spot and it's like you hear it over and over. Even if it's just a small, you know, even if it's $10,000, right? >> Yeah. >> Like they're still stealing money from you. >> It's still Yeah. It's still theft, right? when we the interesting thing is we you know at BoomCloud we actually a practice uh well I won't say who obviously we were working >> tell me understand [laughter] >> we we were working

with a practice and um they had an existing membership plan and they they you know switched over to to our technology and they're like we want to manage it better and everything and come to find out the before when the practice was managing the membership program manually that's where one of their team members >> was embezzling the money because the patient would come in and give them a check or some cash and they would just kind of pocket it. It wasn't until um the practice started

using our technology where we track everything and it goes straight to the practices the doctor's bank account or the practice's bank account um is when he he started you know seeing that you know more revenue was hitting his bank account because of it was hard to uh embezzle when you're utilizing a system like Boomclouds right and he had called me up because he he I think he must have done a practice analysis you know and saw that a year the year before or two years before

that one of his staff members was embezzling and he he c he caught this person and obviously fired and I don't know what you know what they ended up doing but um he called me up and he's like hey it was you know cuz we had this right system in place with Boomcloud we were able to >> catch this from the previous year and I'm like yeah well that's why you want a good system you know because if if your systems are weak and people can

get into you know your your bank accounts or take money from you. Like that's what you need to try to prevent and also you need to understand these types of systems in your business so you can make sure they're locked down and and um you're accounting for everything, you know. So that's it was kind of interesting seeing that happen. But >> I mean it's hard running a business like it doesn't matter if it is, you know, an insurance credentiing and negotiations business or an in-house membership

business or a dental office. like it it literally doesn't matter or a McDonald's, right? Like there's still principles and basics that like you should have covered and then they know dentistry, right? I'm not trying to tell them how to fill a crown or be faster and all that stuff, right? No, like it's really the people side of it and the business side of it that is so foreign to a decent amount of offices because they weren't taught that in dental school. I think that's the number

one issue. >> Like why is business not taught in dental school? >> They don't have Yeah. They don't have a course like how do I look at read a P&L, right? >> Yeah. No, I think that's a really important skill set to learn. And you know, if if maybe you're a student listening, um there's there's a lot of resources outside of dental school. Hopefully your dental school has some type of course. I know there's some that are trying to do it, but I don't know how

well of a good, you know, if they're doing a good job with it, but uh there's a lot of different courses online that you could take, you know, from like masterclass courses to um there's several uh platforms you can subscribe to and get like business courses like learning how to read a profit and loss statement and cash flow statements and things like that, right? So, I think it's really important to understand that, especially if your plan your plan is to go start a a new dental

practice or go buy one, right? Um because then you you may inherit existing problems that you at least need to be able to identify if you buy a existing practice. >> So, exactly. >> I'm trying to think of this other there's a a course website that uh that goes over like business uh tactics. There's like UDI, I think it's Udemy, I don't know how to say it. E D E M I >> M Y. Yeah, I think that's how you spell it. Don't Yeah, don't quote

me. >> I'm quoting you. [laughter] >> And then there's uh there's a master class is a good one. Um and then I'm I'm I'm I have another one that we subscribe to for some of my leadership team, but I can't remember the name of it. Hopefully, if I remember, I'll put in the show notes. But anyways, there's a lot of resources out there, whether you're, you know, a student or or you own a practice. Um there's a lot of resources out there that you could learn

from and I know some of it may be boring but it's so necessary to learn uh you know these topics that we're talking about today. So go ahead Ben. I know I think I >> No, you're good. You're good. I you know I think we're we're close to wrapping up and I just wanted to ask you Kirsten about the the revenue analysis consultation that you focus on right now. >> Can you speak to our listeners on what that involves? >> Yeah, for sure. Um so our

revenue analysis consultation is designed to find untapped revenue opportunities in your office right because >> to see a all your KPIs how you are within those national averages and a know what those top metrics you should be tracking in your office. Right? So we go over those um we do a fee analysis. So, we look a if you're misusing or underutilizing any codes because as we know the codes are changing all the time, right? >> Um and our staff, you know, too, if they're not up

to date on it or there's so much that goes on in that, but then also we use the National Dental Advisory Service, which is the gold standard for fees, right? I don't want you going out getting some free fee schedule from somebody because usually that's only 25% of their market because they're using just their data, right? So, we're using national data. We're going in um seeing how your fees compare to your competitors around you because you can't go to your neighbor and ask them how much

they're charging for that proy because that's called collusion. in case anybody needs a reminder on that. I know it happens, but just a little shout out there. >> Um, but then we're going in and we're looking at those systems. We're taking a deep dive into it. Like, how is your hygiene efficiency levels, right? If there's one thing that you should be looking at is hygiene. There's so much money and hygiene that I see in every single office that we work in. And if you just want

to work on one thing, it should be that honestly. Um, so we're looking at, like I said, all those KPIs, those systems, we're doing a deep dive review, and then we give you a list of action items, and we're going to prioritize them and help you work through every single thing on there. So, it's not like, oh, hey, we identify this and have fun. We'll call you in, you know, 4 to 6 weeks. It's we're identifying and then we coach you through every single action so

that you can be successful with it. And we've been helping offices increase their revenue by 38%. So that's why last year was our best year ever because that was all of a sudden with inflation a huge need for offices. And I don't care if you're the biggest of the big office that is doing, you know, three doctors, 9 million, one office, right? >> I found them. We found the 3.1 million. Or if you're a small office, right, who's only producing 450,000, we found an office in

Houston, Texas, 307,000 that only produced 457,000. So like >> it's just a small yacht, you know? >> It's it's small, but the thing is is like we're routine buy. Yeah, exactly. It's [laughter] pocket cash, right? Like routing routinely finding large amounts of revenue opportunities and it's just because you're not taking the time to go through every single thing. So, if you can work with an expert who can show you in an hour and then like I said, >> the doctor just needs to know what's going

on, right? Let us take care of your staff and your systems and get those in place and then after that, >> we're smooth sailing. Mhm. Yeah, I highly recommend it. We've had uh of course between Ben Benco and us, we had a lot of clients that come through us from Benco that had that revenue analysis consultation. When I look at the data, I'm like, "Holy smokes, for what they paid, it is totally worth it in terms of nuggets and lowhanging fruit and all this other stuff

that could benefit." >> And there's a money back guarantee for a year. So, there's absolutely no risk. like we want to help all of the offices out there, right? It's a need that's going on. >> That's the solution that we have. Um I know there's, you know, other people out here that kind of do something like it, but it's, you know, we're really digging deep. You have the money back guarantee for a full year. And we don't just identify, we're going to successfully get you to

where you want to be. So, it's basically customizable coaching. It's not like, "Hey, let's go in. I think you should do $30,000 worth of coaching. You should pay me. You know, we can break it up over three months." No. Like, I want to see what's actually going on before I'm like, "Okay, this is what we should do." >> That's awesome. >> Kind of kind of call it our gateway drug. >> I need [laughter] to >> I'd love to figure out how to how to put that

in uh in our software so our our users, you know, could utilize that type of analysis. I think that's really cool. So maybe you can send me some. >> That is something we should Yeah, we should talk about probably talk about that. Yeah. >> Where um so Oh, go ahead. I'm sure you're asking the same question. [laughter] >> You go. You have a prettier voice. >> No, not at all. >> It's pretty nice. >> Oh, [laughter] thank you. >> So, how do you get how do

you get one of these, Kirsten? If I wanted a rack, revenue analysis consultation, >> reach out to either your friendly Benco dental rep or you can email practicecoaching benco.com. Um, we do discovery calls, too. So, if you just want to hear more about it and get some information, you can schedule a discovery call. We do not charge for that at all. Um, so practice coaching atbenco.com or reach out to one of your friendly benco reps and tell them you're interested in a revenue analysis consultation. >>

That's awesome. Totally worth it. From an expert. Well, I've been called an expert on interesting. [laughter] >> I guess I can't call myself an expert. >> Are you allowed to call yourself? >> Let me say it. Okay. From the expert. All right. Now, Ben, you can go. >> Thank you. I highly recommend [laughter] it. I I found tremendous value for our clients that have done a revenue analysis consultation, even things that I'm helping them pursue a lot of the action items that are in those things

and it's totally worth it in terms of investment. >> Right on. >> Here's Absolutely. >> You've been amazing and thank you so much for spending Well, you've been with us for almost an hour now and on the podcast for >> way too much time. I'm just [laughter] No, this has been awesome. >> Talk about this all day long. >> Yeah. >> Is like a never anything. There's so many subjects that we could possibly talk about. I mean, you just get me going and I'll go down

some rabbit hole and then we'll come back up and we'll go somewhere else. >> No, that's awesome. Thank you for your time today. And to our listeners, of course, if you like this uh what do they say, Jordan? Smash the like button or something that we >> trying to get our listeners to [snorts] like our videos and share them with your your colleagues and >> Yeah, do that. >> Of course. Yeah. Subscribe to our podcast on iTunes or whatever. Whatever platform that you >> just whatever.

Just do whatever. >> Yeah. Do whatever. >> Just like [laughter] it all. Okay. >> Share. Whatever. >> You don't do it, I'm gonna hurt you. No, I'm just kidding. [laughter] Threaten them. >> So folks, that's our podcast for today. And as I mentioned during the last episode, we are doing this uh insurance nuggets theme for 2023. If you have an office manager, team member, or somebody within a practice that has a specific insurance tip, uh, submit it to us either to Jordan or myself, and we'll

vet it out, and if it's something that we feel might benefit the community, we'll pay you. We'll pay office managers and insurance coordinators, uh, to share that information on our podcasts with listeners. >> Do you have a nugget to share today with everybody? >> Don't go and network with >> today. [laughter] You actually gave it. you so you what you shared in terms of when you're busy when you're booked out seven months you're in high demand so you don't need to be in network with a

lot of the PPOs that you're on you need to thin out that schedule right yeah because you're losing opportunities for new patients >> oh yeah it's a big deal >> a lot of those patients aren't going to schedule with you they're not going to book out not everybody's going to be willing to wait that long right especially if they have an urgent restorative need >> and so I think that's the biggest nugget for today that you shared pierce well a lot of things that you shared,

but that was a highlight for me is that uh since I'm in the world of insurance or fighting insurance is dropping insurance when you're that busy is today's tip. So, thank you. >> Okay. Well, thank you. Um I do appreciate you guys letting me be on. Um really happy to help anybody. So, if you guys have any questions, you know, feel free to reach out. >> Awesome. Awesome. Thanks so much, Kirsten and Jordan and our listeners. Have a great day. >> Thank you.