Successful Associateship with Dr. Eric Roman

what's up everybody and welcome to another exciting episode of the automatic patient podcast I'm your host today Jordan comto with me dear friend Dr Eric Roman what is up brother how you doing what's up Jay dude uh I am I'm ready to get automatic today automatic is one of my favorite terms if everything in my life was automatic it would probably be uh a heck of a lot more fun but here we are so I'm excited to be with you yes I love automatic uh I

love AI uh robots that Elon is making I'm buying one because I don't want to do dishes anymore bro in for two can we get a buy one get one 50% off discount like let's go bro yeah I think uh yeah anything we can automate that is not really impactful for us is is a is a is a key thing to focus on plus my wife will complain less right because I don't do the dishes brother it frees us up to what is uniquely human everybody

that's afraid to automation sees the wrong thing man like you and I get it it's what did you what have you and I been doing for the last two weeks we keep seeing oursel and engaging in one like connection we've been hanging out and when we have automation to take care of the menial trivial tasks the button pushing over and over again you and I can be humans we can hang out be boys we can have lunch together we can meet with groups like that's life

automation frees up Humanity it it really does and I'm I'm a big I I I love it I love what's happening with with AI it's helping us like the the funny thing you you you said it freezes up you're absolutely right we we spent what was it a couple weeks ago I spent time with you you did a mastermind yep uh one of my favorite things to do and priorities for me is meeting with people in masterminds I love masterminds um I am a geek about

all of them and I I think I'm a part of three of them yours now I'm I'm committing to that um publicly and it's recorded so you can hold me accountable recorded like Collective game on bro it's like it's game on um so Eric started a mastermind uh that we went to at his house a couple weeks ago beautiful house beautiful neighborhood here in Utah um and we spent a lot of time and it was so impactful for me I I'm really shifting things here from

from just learning what I learned collaborating with other people it was amazing humans yes so AI freeze and and Automation and robots and whatever freezes up so we can do more high quality uh uh spend more high quality time with people so um anyways I'm super excited to have you on on the show today uh I love your energy I love hanging out with you you were in the office was it last week and uh after you left so many of people are like what was

going on in there the energy was amazing I'm like yeah it's Eric he's he's a stud he's got great energy so thanks for bringing that energy to the office when you're here hey uh I just bring that big Eric energy in every and you know it comes with me some people think it's drug fueled who knows like whatever it is it works it's my Essence and you know what what's fun today is we're just gonna bring it to whatever our conversation is right yeah it's gonna

be awesome so the the topic to well let's do an intro let's so I'm sure most people know you you've done a lot in dentistry I've known you for some time but for those people that are listening that maybe first time uh meeting you let's walk down your like who you are what you've done in dentistry and then we'll go from there oh gosh like when I was a kid no just kidding um Dentistry has been a part of my life since I was a kid

so I can start that way not mine not mine it wasn't like it wasn't I'm always gonna be a dentist it was a good plan 07 I graduated dental school my entire life is Dental Group I built dsos from the get-go I was in Partnerships with big dsos I had I built uh 13 million in Revenue in in in three years lost it all in a regulatory lawsuit built another DSO that was this time all M built it to I I don't know what we were

at when I finally exited in 2019 but we were 100% denovo and then uh as I was exiting uh we start we were oh we were 30 35 something like that in uh Revenue and um when I exited we started doing mergers and Acquisitions all sorts of different stuff now like everybody's happy I exited because I was destroying my life and living in a place I didn't want to be and that I was starting to discover that I had that as much fun as operating a

dental group was it my gift is in like teaching others and in like multiplying my experience by other people and so I transitioned from that and moved to a place I enjoyed where I could be in the mountains I could look at my window every day and like have these mountains look back and learn to mountain bike and learn to ski and also refocus my energy on my family who had suffered through my first iteration because they weren't my priority um which was a failure of

like soul and um since then I've done a lot I built tiny home projects I have five additional companies in the dental space some have worked some haven't um I spent uh two years at as a partner in the Deo the dentist entrepreneur organization guiding a community of about three billion in annual revenue of dsos I built um for a couple of years pretty much all the content and all the education for that group I had the greatest pleasure of serving that audience and um and

so you know what I transitioned away from that about a about a year ago and now as I'm looking forward into the future I like blue ocean opportunities and I think the biggest blue ocean opportunity um number one one is people in the dental industry we have a stereotype of actually having miserable lives that's a blue ocean opportunity how we can enjoy what we're it is yeah second one is that um the relationships the majority of the dentists in the US right now are Associates and

those relationships between Associates and who they work for are broken turnovers through the roof Associates are pissed they're not getting what they want they're not servicing their 600,000 Plus in educ ational debt and they're wondering why they did this and they're trying to get out of it as quickly as possible and the people that are employing them are not getting what they want and so that's another blue ocean opportunity that I really want to spend some time and energy in it's one of the things I'm

doing so that's me in a nutshell you know and I'm just a guy I'm a father of five um just trying to live life Without Regrets you know and to be the best human that I can be in every sense and and so uh Eric grman summarized in three minutes or yeah not enough time but uh yes that's that's you in three minutes love it man thank you for that today let's talk let's talk let's let's crack uh Eric's brain open and uh learn about his

experiences primarily with um uh Associates and managing patient experience with Associates I think that's a really interesting topic to start with because I've noticed I've had several other friends that have bought practices and when they bought the practice and were maybe an associate for a little time or maybe it was before before they bought the practice they were the associate and then they bought the practice and maybe they experienced some patient turn because the original doctor wasn't there um or whatever it may be I'm sure

there's a million different variations of that story I've noticed this quite a bit in dentistry i i before we started recording I told you that my that my mom was in the office she's an office manager and uh had a very similar experience where the the the doctor that was the associate for a while is now taking over the practice and prior to that they were like trying to manage patient flow together because there's two doctors now in the in the in the the building and

they had patient turn because one doctor's like yeah take this patient B this part of the patient base and I don't know if they just didn't like the new doctor or I don't know what it is but let's let's talk about that Patients First like with his Associates how do we manage that practices do you know what's interesting uh so listen I did this like I have hired and trained over a hundred dentists in my life I've trained many more in other programs I've I mean

I'm I'm probably in the hundreds I've trained hundreds of clinical directors right like I've trained people that train to train Dennis yeah sure and I will make a case for you right now that I think this circumstance is destroying our industry faster than anything else and let's just go to the data the data says that pretty much everybody's an associate right like or not everybody but like half of us yeah and Associate ships don't last like I think that where the data is right now is

like 16 months is the average associate ship really that means yeah think about it bro so that means half of the dental patients in the United States of America won't see the same dentist in a year and a half yeah that's see the same dentist and what do we know about that transfer forget the relational issues with it what we know relationally is patients are pissed about it like yeah sure because we're horrible communicators about it I think you and I were talking about I think

I said what I learned in my practices is that when this wasn't being managed right the first time the patient was finding out they were seeing a different dentist than the one that diagnosed the treatment they were about to have was when they're lying back with their mouth and lean back then they would be like who is this yo like with a ponytail that's like sitting down to do work on like that was the first time can you imagine how you would feel and we also

know that our patients think Dental Care is very private it comparatively emotionally to a patient it's similar to what um to to women and gynecologists it's like very personal space it so don't go in my don't go in my nether regions don't go in my mouth right like those are personal spaces for us you know and so it's a great Point yeah super interesting and now we have this super high turnover that we as an industry don't mitigate well because we're we're actually by Nature poor

emotional intelligence poor communicators as an industry like we we just act like well we're not going to talk about it and we're gonna see if you notice that this Den is different yeah and so is it any Wonder right now why our reputation of Dentistry as a society continues to go down right do you know what this does the turnover we do do you remember the data like what's the average cost of turning over to employee they say half their annual the annual paycheck right a

$3,000 employee cost you 15,000 to replace is that true with a dentist that makes 150 does it cost you 75,000 I have instances where I could say that's the case I have others where maybe not no fir so let's say that this turn over of doctors which is inevitably happening left and right everywhere because they're all angry it's happening it's costing the practice money who pays for that it comes out of our pockets and it comes out of our profitability and it increases the cost of

care yep so our failures here Jordan are screwing up our reputations and it's increasing the cost of dentistry and it's the reason that our patients often don't like us and yet what are we societally telling people we're like when you don't enjoy Dentistry Den you just hire some Associates to have have them take off the load but we're crappy managers of Associates we do such a hor job that's the reason we're turning him over so it's like this crap cycle man sure we're killing ourselves bro

yeah yeah well that type of churn churn in any in any fashion right I I mean we do we I manage subscriptions for a lot of practices right and churn churn not only for my own company and for like a membership plan churn is a huge issue in terms of progress right if you can't figure that out from the employee side and and Associate side it it really does stall progress turn you know what funny yeah in dentistry we don't even use the term churn yeah

it's not even term I I started introducing dude I started introducing so my very first practice my very first practice I I was getting like I was getting like 350 new patients a month like out of 11 chairs so it was like oh look at all the patients coming in they must love us and I had people like whispering in my ear hey like well like um how's your patient retention I'm like who cares what my patient retention is my chairs are full there's more Dentistry

out here than I could ever want to do sure but then eventually like as we continued growing we picked up Dental Intel and now this company that's doing like 1,400 new patients per month uhuh is losing patience every month you're telling me that with, 1400 new patients coming in every month that I was I was losing 1600 and I was net I was net negative 200 yeah you're you're on a treadmill yep all churn and then like when you looked at the cost ratios and everything

else like when it comes to Dentistry uh n like my my team and I uh Josie Su who I've worked with for years we've had the intimacy of looking inside the businesses of dsos everywhere bill over a billion dollars in DSO businesses and what we see time and time again first dsos no matter how big they are are regularly on the verge of failure and the reason that dsos fail that Dental groups fail it is almost always the fundamentals at the base practice unit as as

we grow in our practices and we start focusing on our big picture stuff which is so sexy like all of our new EXE Ive team and organizational growth and all that what made us good in the first place was really good Basics and the practices and it gets worse and worse and worse so true yeah this churn dude it's this churn your front door needs to be wide open your back door needs to be shut freaking tight if you're not measuring them with kpis every single

month you're you're there's I'm willing to bet you if you can't tell me the numbers they're not good it's that simple and it's like easy money just don't let your patient leave they don't your patients actually don't want to leave they really don't even when they hate your dental thing they'll be very patients are very understanding sure yeah like Dr Roman left to pursue greener pastures in Texas like will you still stay with us we'd like to continue like your trust patients are like tell them

the story yeah 95% of the time they're like sure like hey I know I'm new to you but I'm an awesome dentist will you give me the opportunity to earn your trust the same way that Dr Dr Smith had your trust patients are like oh that's really sweet nobody said anything like that to me sure I never had a patient say no I never had somebody say h no never ever once so anyway no that's awesome Turn and Burn baby there's yeah then there's two layers

of churn right is how I look at it as a CEO there's there's customer or patient churn depending on what type of business you're running yep and then there is or client churn um and then there's employee team churn right which is uh if if you really boil it down a business needs to attract enough customers and retain them and they need to attract enough employees and retain them to deliver the products and services that they offer right so you got two components of churn and

you're saying that that the associates turn out in on an average about 16 months I can see a big problem with that 90 some percent don't last more than 16 months in their role geez wow yep so I would imagine both are expensive CHS customer churn team churn like they're both ridiculously expensive well yeah and this clinical maybe maybe this associate was a great clinician right and I was like we got to go find another great clinician and I I would imagine that's that's has its

nuances uh to try and find quality there and you know it's a crapshoot bro like every tell me the dentist that walked in tell me the dentist you've interviewed that walked in and said hey I'm really just a a average to slightly below average clinician my margins are T typically on a basis of 150 microns you know like I have a pretty substantial number of my Restorations at fail yeah like said no does that yeah I have the same problem hiring sales people and yeah quality

is my middle name Jordan like like do you not understand which is exactly oh okay here's a top secret Eric Roman like having high d triple digits I will tell you anytime a dentist focuses their conversation with you during interviews primarily on how good a dentist they are that means they're usually not there's a red flag yeah that's the red flag red flag Numero Uno for me if it's like but I really want to talk about how good a clinician I am I'm like R bro

you just oh you stepped on my trip wire Buttercup like that's not yeah something about being being humble hungry and smart one of those is missing when they say that yeah great Point yeah and how many dentists do we actually encounter that are humble and and I acknowledge I love you Dennis I'm one of you but we were trained not to be humble you're trained in school that by but that doctor doesn't mean teacher it means god you know better than your patients you're you're smarter

than your team you're a better human being which I don't agree with any of those things but they like part of part of doctoral training is removing humility from the individual and increasing the status of who they are so dude no wonder like and no wonder our patients don't like us it's because we've been in a society that's moving towards like this more egalitarian equality based View and we still are holding on to this thing that no no no I'm sorry but but did you not

see doctor in front of my name I'm better than you I'm worth you know so worked I've worked with enough doctors that uh most of them are just homies and I remember getting into the industry and thinking when I I was young right I was probably in my well I I started working at my dad's dental lab when I was like 16 you know born models and I remember initially thinking like like having uh a fear to talk to a dentist right today it's like they're

my homies right it's like yeah we're one of the same we're running companies we're trying to figure everything out like nothing's perfect we're just humans you know I remember think I want to build that brand homie Dental can we do that like d yeah yeah where homies go to get Dentistry done I love it I love it bro this is done you know you know it's it's like there's two industries like inside here there's like the old school industry of Dentistry that is stuck in the

ways of yester year and then there's the new school like your homie status right and we have businesses and very different business models and very different attitudes but I see you you attract you attract homies Jordan because that's who you are is that what I do I attract all the homies okay that's my skill set I love it so okay in regards to Patient experience how can how can we help practices solve for that with this we know that Associates are turning out which causes clinical

issues and relationship issues and I'm sure other issues within the staff well that can be relationship issues um how can we help what have you seen work with all all the practices you managed and and consulted with what what's a key thing that they could be doing to improve that patient experience with Associates so let's go back to the like Cornerstone issue how do we stop the churn like perfect like let's start with associate churn because I believe that more often than not associate churn leads

to Patient churn right yes patient churn can be managed we can talk about strategies for managing patient churn really easily too totally separate but let's look at let's and I want to acknowledge like you and Addison clean had an awesome associate conversation I love so much he's great this stuff so he's a homie you're absolutely right one of our mutual homies and and so let's maybe take a little bit of a different perspective than where that conversation was because I love I'm a fan of like

systemizing setting expectations all that stuff those are like basic rules like for us um so what I would say you said patient experience yeah about the associate experience right yeah let's start and uh what I want the dirty secret I want to call out is that why did we bring on Associates we brought them in a because we're trying to make like let's just call it growth but it means our Company's trying to make more money yeah yeah that is very true profit they're designed to

be a profit Source now most of the time they're not done correctly and they're not a profit source and with this churn they're not a profit Source right like I have literally dentists reach out to me every week and say Eric I can't grow because I can't get this associate thing to work and and so the question is what's the associate experience what is their and I will make associate turnover super duper simple for you Associates leave your practice because they can't get what they they

want out of their life experience by staying in your practice let me make it even easier reverse engineer that if your associate can have the life that they expected by working with you they will typically stay forever but those are things that have to be managed when when do we ever talk about them when do we ever talk about like what they're what they're expecting from a quality of life how they're managing their relationships Investments how they create a nest egg like all the we never

talk that we don't even talk to them period I researched this across hundreds of Associates the only time we talk to our Associates is to tell them they're doing something wrong that's actually a data point like Associates will tell you that and so how good a job have we done of actually catering to their needs they have been brought in to serve us we have not hired them to serve them and we are so because not a win win yeah bro is that that not the

truth how we've been trained to have employees we treat our employees expended you treat your you treat your front office expendi they're there to serve us and make us money do I have like if I had a dollar every time a dentist said to me like my life would be easy if it just wasn't for my team that means like they're not like you're expecting to be served it's not happening why do you think they're turning over so much we treated our our Associates the exact

same way and we just got the exact same result you have a ton of turnover and so man like do you know the other part though that's sad about this what is it is associates they believe that there's the opportunity to live as a career associate they believe wholeheartedly that if they just get this right like they would be really content to work 34 hours for you punch the clock do great dinner Ministry and go home they expected you to deliver on all the things you

you said you would oh I've got great mentorship for you I'm going to guide you I'm going to but then you never talk to him again we've got all the patience you need but then you didn't and then we've got a great team who just all turned over and now the associates training and hiring the team right like we we lied about what associateship is but we sold the lie to them they believed it and they still want it but the only and then what's going

to happen is that again I've studied this associate tries practice one they realize oh no it's not what I thought they Proby practice two and they're like oh it's not what I thought they try practice three and they're like wait a minute time I failed at this and you know what we're doing is that that associate if they were giving a choice of what they were sold for real associate ship they would still take it but they've decided now Jordan I'm never I don't think I'm

ever going to get everywhere I go it's always the same failure I'm never going to get what I want by being his associate I thought I could work 34 hours a week but instead I guess I'm going to have to go in on 60 I'd rather blame me than blame somebody else and I guess I'm just going to become a practice owner I didn't really want to but I guess I I have to it's such an interesting conundrum yes it is so that's like that's like

problem statement on on associate turnover yeah no that's really interesting I mean I I can even learn from this as you're I'm like your team before yeah I mean I have Associates they're not clinical like we have we have developers we have sales people we have marketing people right and what you say what you said there is universal to to like my business and other other businesses this is this is a business problem no matter the industry it feels um from my perspective and I've I've

looked at several different Industries we do a lot in Dental we're in Optometry seems like the associate uh Pro there's an associate problem there you know in that space is a really interesting so this is like a business problem in general if you think about it because a lot of the things that you're saying I'm like oh yeah this makes sense because in the past I remember always thinking well yeah they're here employees are here to serve serve the company which has some truth to it

but the truth is it's a collaboration is what you're saying we need to collaborate figure out how it can be a win-win for both the employers and the employees because that's where the real magic happens is what I am hearing and and you know what I would say Jordan like I know this maybe goes against good business wisdom um quote I put quotes around that good traditional business wisdom I think when we we have to put them first Jordan we have to put our team and

our our employees and our Associates we actually have to put them getting what they want first in a sense and we have to trust that if we do do that right we have to have the systems to be able to capture that we win second on that otherwise like we're just where we are like I often say I often say that money and and success is a it's a byproduct right it's it's not when when we and I say this a lot too when I'm like

presenting at a an event or conference or speaking on a podcast because I talk a lot about money because on my product is focused around you know helping practices build patient membership programs our software product so naturally I speak a lot about monthly recurring Revenue churn all the money topics but often I I find myself pausing in in like in mid course or presentation I say I'm G to talk a lot about money but let me be really clear money is a byproduct on the value

we produce for people right and and what essentially you're saying is hey maybe we're getting that right with some of our patients but we're not getting that right with our team members what value can we produce there because money and and success is just a byproduct of value that's how I always think about it do you know we're still like what is every dentist in America experiencing right now is that it's harder than it's ever been most of the Dental Group Leaders I talk to do

not have a full complement of employees at this point and and we're this was a 2020 issue it started in 2020 like we had this Mass Exodus of our most experienced and trained people and they never came back and the revolving door is continuing yeah and I have a belief and my belief is that whereas prior to that people kind of like we were kind of the place you wanted to work if you had a choice between working at Wendy's and working at the dental practice

the dental practice a little better and they were a little bit more prestigious and you didn't have grease on your on your clothes at the end of day sure yeah but I think what came to light is in our generational shift people realized wait now the fast food place pays the same amount on an entry level right there everybody's pay went up during the the covid era yeah and I'm kind of emotionally abused by patients and my employers like McDonald's is is actually a really simple

and easy place for me to work like flipping burgers is like not causing me emotional like strain and working in the dental practice is so I'm not going to work in the dental practice anymore and a lot of our team members like let's just call it as it is we may be great dentists we're really crappy employers that's our associate problem whether we were employing a front office or a hygien or an assistant or a manager we suck as employers and we're paying the piper right

now and the same way with our Associates yeah that's interesting so step one get get figure out how to help them get what they want first because the by the byproduct is mutual success I would imagine and and um step two is like we actually have to put energy towards having those skills for the first time ever um so being a good dentist doesn't mean you're a good leader of people we've yeah we've seen those types what um so what can a a practice owner SL

dentist or multilocation owner dentist to um to make sure they get this right what are some of the tips that you've seen and and and that are successful with with everyone you've spoken to and even as you were growing your your uh dsos like what what did you got how did you solve this well it's I'm a sound like Addison and talking about what you do at Dennis but clear expectations um for every role inside your company uh if you don't know the expectations if you

can't write down in one sentence the expectations for the role and the one so like five roles and responsibilities three kpis yep what are the three things Max three things that we measure that determine that you're succeeding in that role if you can't do it they don't know it either yeah and that's the number one reason I see people leave and then the number two reason people leave is because we're not actually managing a relationship with them if you're doing annual reviews that's why people are

leaving it's because like how how much has changed in your life in the last year Jordan if that was the last time we talked that's a that's a lot that's a that's a long time uh to to speak with your team members um like once a year yeah I mean look look I'm I'm looking at 30 days ago we had tons of changes like that's in just 30 days like I can't imagine a full year yeah and we I mean we have we have uh we

have Team meetings once a week um and then we meet with our team uh probably twice a month or or even more depending on situations right yes um we want to know what's going on we want to know can we can help we're a team um yeah speaking once a year seems crazy to me now when I was at the dental but it's but it's actually a large portion of the dental industry I always joke that we did annual reviews every two years like that was

my that was my sequence because I hated them and so here's the thing if your reviews with your employees aren't happening every 90 days and aren't a 10 out of 10 on the appreciation that the employee has and the appreciation the company has for the process win-win yeah it's broken and so and that's almost what the issue is like oh I hate reviews though that's the problem you need a review format that works you need to come see somebody like me or Josie SW and like

like say hey show me a review cycle that works that's every 90 days and my rule is this every 90 days we call timeout for 30 to 45 minutes of performance review the employee doeses most of the work we both leave without taking on new like this is an employees problem not ours but we leave on the same page and we're in relationship and we know whether we're going forward or not in addition to that meeting every 90 days if you're not sitting down and checking

in intentionally at least every month like leader to team member every month best practice every week something simple hey Jordan it's Eric uh can we have five 10 minutes just to chat yeah sure Eric Jordan where is your head right now what's going on in your life you can talk about it I just want to know where you are personally professionally how can I support you hey Jordan like you got your three key performance indicators yep are you on or are you off yep okay great

you're on for all three is there anything you need me to know or anything I can do to support you better to help you do your job and execute on that or you're off Jordan what do you need you know how to get those numbers back on correct yeah what do you need from me because you know you know that that's the most important thing in our company is that we're not if we're not on target we are not on target right yeah I often say

to people you're either compounding for the number that you're assigned to or compounding against the number is sounds confusing when you first heard it's more of a financial term because I'm a geek but you're either compounding for the Target you're trying to hit meaning you're you're going above and beyond is what I mean and you're you're achieving you're you're achieving whatever Milestone is set for you or or or going above it right that's what compounding does but there's also you're in the wrong role yeah or

you're in the wrong role yeah if you're in the wrong role or doing the wrong things then you go you you get Negative compounding the the opposite way so you're not going to produce you're not going to hit your number or your Milestone because you're not doing the things that you I want to pause in that right now what you just said is if your team members aren't compounding to your success they're compounding your failure yes and what we just what do you mean by that

is your bottom line your profitability as a practice and so if you don't if you aren't managing those one to three key performance indicators with every one of your team members it's probably not you it's probably somebody else that's having the but if they're not being managed daily weekly monthly quarterly yep you're compounding your failure you're opportunities you're losing patients you're losing doctors you're losing team and that's the other thing about this people like oh well my team like doesn't want to be no no no

no no they absolutely do want this now yes do our kids always structure yeah right our kids complain at first but really it's safety safety is knowing that you're doing your job well or even knowing that you're not and you got to do something about it yeah sure absolutely but everyone wants to progress and if if they don't if if from what I what I can tell with people and as long as I've managed people and work with my I have a twin brother who runs

all the all the operations here at boomcloud so he he does a lot of these meetings he's great um I know that when people feel like they're progressing there's there's a certain energy that is developed because of that right that that flows throughout our building here at boomcloud and I would imagine the same effect is true No Matter What dental practice you're working with if if there's progress and people are progressing it it breeds more success and positive energy and it's a it's a good thing

so people yeah I think people crave that like you said sometimes they might sometimes they might not think it's good but when they see progression you get that energy so I'm going to take us right back to where we started your question was Eric like on the associates like like they're leaving what are we talking about and you just hit the nail on the head because the conversation I have I've interviewed DSO Associates that weren't mine for years and you know what they're like I do

you know what I ask them what what keeps you awake at night what causes you and you know the types of things they say Jordan it's like just what you said am I missing out on growth by still being in the practice I'm in am I missing out on something better because according to Facebook I am my friend in Texas is making 450 like I'm reading about all these people that are winning I'm struggling to make 175 or 150 and I hate my life every day

and other people aren't so like you just said it best like progression I'm like I'm not progressing this is not where I'm going to progress so I'm GNA go find something else and if there's one demographic shift that we know is true it's that the Millennials and Beyond when they're not progressing they'll find somewhere they can even if they'll make the change and they'll take the risk and they'll take the leap of no income for the hope that it's gonna turn look I'm an older Millennial

and that's exactly what I I was a first Millennial I was no I was I'm joking um I uh I work with my dad at a dental lab and dental labs and dental offices are very similar there's a lot of similarities in mindsets and how we think and all that stuff right and I got to the point where I was not progress progressing and I'm like man I got I need to progress things just people we work that way as humans and I don't know if

entrepreneurs work a little bit harder that for that it seems like in my case um i' like that's all I think about is progressing progressing probably because I have a responsibility now for not only me and my family but for all my employees and my my customers and clients that use our product progression is all I think about in all the different areas right so I I left the dental lab because I was I didn't feel like I was progressing and I like just exactly what

you said I took a risk I did not have a paycheck when I started my company in fact I began to have a negative bank balance as I was starting the company which was super fun I highly recommend it um and um but I felt like I was progressing and we we did at boom cloud and took and and took the company uh without any investors took it and now we we have an amazing growing company but it was because I wasn't progressing that's what that's

what um what caused me to get out and do something that allowed me to do that and even today I think I need to keep progressing and I need to continue progressing because I have other people that are thinking that it's compounding right I've got a group of people here here at boomcloud that want to progress and it's all on me to make sure that it happens it's a lot of pressure it's fun um and it's exciting but yeah that is that is the the core

of it people just want to progress and if they're not they're just going to turn out so let's solve for progression I couldn't I couldn't have said it better brother like that is just that's how we live it's where we are I I I actually it was a value of my DSO as I was it that it that us what growth meant that if if we're not growing in some way we're dying yeah yeah it's compounding against everything it's it and like and and you know

as an entrepreneur too like as I've stepped away from that I've had to redefine sometimes sometimes my is internal sometimes my growth is external and financial sometimes my growth is locations sometimes my growth is like but what I realize time and time again if I can't tell the story truthfully looking in the mirror about how Eric's growing Eric is not in a good place yes yeah I'm in the same I I operate the same way dude I've Loved this episode all right for th for those

that have been listening and have enjoyed what Eric has to say Eric how do people find you how do they reach out to you how do they how do they get to you that's a great question well uh I am Dr Dr Eric J Roman uh you can find me Facebook Instagram um or at www.d ericj roman.com um and in just a few weeks like the newest version of Dr ericj roman.com we'll be launching with uh with a lot of the new stuff that I'm doing

to help Dental groups uh grow and support like actually execute um deliverable strategies to get what they want out of their Associates whether it's direct training for their Associates I'm actually training a a group of Associates across six Dental groups right now and having incredible results uh doing it for the DSO a six we boot camp and uh getting ready to launch uh in uh in a few weeks a program for the leaders of dentists to give them all the tools they need to do all

those things so like I'm stepping in bro I'm swinging the stick and we got to we got to knock this ball out of the park because it's ruined in your industry and my industry Jordan and like so that's where you can find me um Eric Dr ericj roman.com if um if you do email so uh I'm pretty much all over the place come and find me we'll make sure we'll make sure that everything's in the show show note so if you're listening you can click on

it and go directly to Eric's site and learn more about what he's doing but Eric I really appreciate you com on the show today such a a great episode with great energy as expected Jordan I just wanna I just want to add that I have a lot of love for who you are and I've just loved the opportunity to get to know you better and I'm thankful for your story and uh just how you serve other people inside of our industry too man so trust me

bro the pleasure is mine thanks man appreciate it with that said we hope you guys have a rocking day