Anne: Hi everybody, it's Anne Duffy and welcome to Dental Entrepreneur, the Future of Dentistry's podcast. I am so happy that you're here today. I have a fairly new, but he's very dear friend that is with us today and he wrote for our spring edition of Dental Entrepreneur He's an amazing man and let me tell you a little bit about him. Dr. Dave Striegel is a leadership coach with a PhD in sport psychology who helps dentists and their teams communicate better, lead with heart, and run their practices with more confidence and less stress. Fun fact, he's a proud girl dad and once an extra in a made for TV movie.
I'm very intrigued now, and let me welcome Dave. Hi, Dave Striegel, how are you? Uh, very good, Anne. How are you? I'm just great. Okay, so I read your bio when I was getting prepared and I'm like, okay, so what, TV movie was this?
Dave: so when I was in college, okay. I went to college at SMU in Dallas.
And my sophomore year, they put out a casting call on campus For basketball players under six feet tall. And that was like me to a tee. I was like, ding, ding, ding. I'm in. Yeah. So I signed up not knowing what this was really about, and I show up and they're,actually making a movie that was set in the fifties.
so the first day of the movie, they lined us all up and put us in barber chairs and shaved our hair to basically look like we were from the fifties. this movie was starring Jason Robard. and a couple of other prominent actors at the time. And it was about a basketball player, a kid who went to college.
He was on the basketball team. And his trials and tribulations of his family and being away and all that sort of thing. And it was called Breaking Home Ties. I was just cast as one of the basketball players and I ended up being in the, movie, on the basketball court guarding the star of the movie in practice.
Okay. That's so cool. And one of the funniest parts about it was. This particular actor, very good actor, he was about our age, could not play basketball to save his life. Okay. Sothe movie called for him to get the ball and dribble down to the end and make a layup, and he could not make a layup. Oh my God.
So all of us were like, oh my gosh, come on. Yeah. Oh my gosh. And another part of the, another one of the scenes was us stuck in a phone booth. You know how they used to have contests to see how many people they could get. Oh, okay. Booth. Yeah. I was one of the people stuck in the phone booth. Oh my gosh.
So I have it on VHS somewhere in the house. But yeah, it was, uh, isn't that fun? and I got actually a college nickname came from that state of being, you know, cause at the same time was Top Gun. The movie the original
Was out. And this was about 1987. And uh, there was a character at the beginning of the movie.
one of the pilots named Cougar. Oh yeah, I remember it. That lost his edge. I look a lot like that guy when I, with my hair shaved. So that was my nickname all through college.
Anne: All through college and all. And did you play ball in college also?
Dave: I did not, no. I played all through high school and,a lot of intramurals and things like that.
But yeah,
Anne: no, I, neighborhood stuff. Yeah. I mean, yeah, all the guys, any
Dave: opportunity I could get, I wascompetitive in sports and all of that, but I That's so cool. Pretty early that, I was not blessed with the physical capabilities to compete at that level, but. Man, mentally I was, as competitive as they come.
Anne: That's super cool. Well, that, why you came into this arena with sports psychology and I think it's very cool that you know the competitive edge and you know what it takes, no matter how far you went up into the basketball journey, there is a mindset for an athlete.
it's different than most other people. They are competitive and not necessarily with others, but really with themselves always for the next level of how they can be better. But Dave, wait a minute. Are you a dentist as well?
Dave: No, I am not. when you see that I'm a doctor, it's because I have a PhD.
Anne: Yeah. So, so why, why dentistry? What, sparked your interest in dentistry?
Dave: that's a really good question because that's usually one of the first questions I get asked when someone learns of my background and that I really have immersed myself in the dental.
Field. And really when you elevate above, whether it's sports or dentistry, and get up to the level where you're dealing with people performing as a unit under pressure to create results, that's totally what dentistry is. Mm-hmm. And it's totally what sports is as well. Yeah. So it.
Didn't take me long once I graduated from graduate school to figure out these concepts that I focus on with athletes can work with people who aren't professional athletes. Yeah. But yet wanna excel at what they do.
Anne: That's so interesting because dentistry. Among all the profession out there is really a team building sport because you wanna keep your team I'm just thinking, you know, my husband has had a couple surgeries, so I've got some experience with the medical field, but you know, their, their nurses aren't always the same nurse.
Right. I mean, it's a rotation. Depends on who's on call at that time and things like that. But in the dental arena, I mean, it's a true team that shows up every morning. Yep. Signs up for it and then, you know, delivers that passed the baton and all that. That's such a great. Synergy, to have sports, team sports with dentistry.
So kudos to you. You figured that out a long time ago. And then, you know, I'm sure that you realize, gosh, people in dentistry, they're smart, they love beauty. I mean, we always say that. That's why I love the women in dentistry. They care, they and the men are the same. I mean, I think women have a little bit more of the, beauty edge just innately, I'm just gonna say That's
Dave: fair.
Anne: Yeah. And that's
so that they love that sort of stuff. But, I just really feel like they've everyonetreated their office team as an athletic team for the win. And my husband played college basketball and our boys both played college basketball, so.
Right. I understand the idea of when you lose, you have to pick yourself up. Yeah. Not sit in the lost side of the game. Well, and realize also the,
Dave: the adversity that athletes experience mm-hmm.Is part of the process of competing and the actual experience of playing a sport.
Adversity isinherent in that. Yeah. So there's nobody who wins all the time. dealing with the loss or the disappointment, or that didn't go quite like I expected or like I hoped, or our team is not gelling, what do we do about that?
Anne: Yeah. What did I learn from this? Right?
What did I learn from
Dave: it?
Or one, yeah. Or one person on the team is off. Yeah, I deal with that a lot I'm thinking of multiple clients right now who have worked really hard over the last few years of building a culture that is really thread throughout their team and having to manage their team in a way that supports that.
And when people start to deviate from that, how do I bring them back? Or ultimately let them go.
Anne: Yeah. I love that you give 'em a chance to bring them back. Oh, hundred percent. Because you know, when you think about dentistry too, and there's no personal development in dental school or business even, I mean, butpersonal development is so strong and they're heads down, they're in the clinical aspect of it.
And so, I was so late in life, I 42 before I even knew what personal development was or that I could have a culture or make a culture or, have my own vision.
Dave: could influence it, right?
Anne: Yeah. Oh yeah. I mean, it was just like basically one step in front of the other.
And I had a great life. I loved it. I loved being a corporate wife, until Tom quit his job and started his entrepreneurial journey. then I had the real world, hit me, me, but that's okay. I pivoted. Well, that's
Dave: part of your journey, right? Yeah.I would bet that you probably found you had reservoir of resiliency and,energy and things like that, that you perhaps had never tapped into.
Anne: Never acknowledged, that's for sure. Never acknowledged indeed. Because, you know, it just, it felt easy. And,we don'trealize how strong we are until you kind of look back or somebody taps you on the shoulder and said that wasn't that easy. You know, everybody thinks,everybody thinks it was easy.
Dave: yeah. Well, and that's part of where. You know, the work I do in dentistry really doesn't have to do with sports as much as mm-hmm. I borrow from what I'd learned in sports and apply it there. if someone doesn't even like sports, that doesn't bother me at all. But at the end of the day the people that I really connect best with are those who just want to continue to get better and.
Also, it's not about winning so much as like versus someone else like in sports. Yeah. It is about beating the rest of the The Yeah. Coming in first. Yeah. Right. That's not really what I find motivates most people in dentistry. There are some, especially entrepreneurs mm-hmm who feel like they want to climb a mountain and they have certain goals of where other people are and they want to exceed those and that's fine.
Most people I've encounter really want to have a great experience. Themselves and with their team and their patients
Anne: mm-hmm.
Dave: Separate what's happening outside of the four walls of their practice. So much of my individual focus with dentists is on helping them build confidence. when the critical decisions have to be made.
That they have the confidence that even if they don't know exactly, or the clarity isn't quite there yet, that they will be able to still navigate through that
And come to a decision well, maybe not. Perfect.Because there is no such thing is gonna help them and their team continued to deliver care at the level that.
their vision calls for,
Anne: you're fighting so many things 'cause dentistry's like the one profession that has to be perfect, you know, this perfectionism and all that. And then the other thing that you were talking about, and I was just telling you, you know, your friend Dr. Eric, recer was just a podcast and he was talking about the mountain Competes so much with himself that it, sometimes leads to burnout and I think sometimes that can happen. I know you face that with your docs. But I do think a true competitor is one that Really competes with himself. Agreed. but also itcan take you down because you're never gonna be, you're never gonna be good enough.
Dave: You're never gonna reach the pinnacle that you have set for yourself. And especially after you hear that in dentistry, all those years, like it has to have perfect margins and perfect. This is perfect that exactly. But that's the distinction between outcome and process.
Anne: Think of it in terms of goal setting as just a way to initially understand it. I can set a goal that is an outcome, so I want my practice to produce, a million dollars a year.
Mm-hmm.
Dave: That's a goal. Yeah. But that's an outcome goal. Meaning it's something that happens as a result of a lot of other things happening to achieve a million dollars in production.
Anne: Mm-hmm.
Dave: Now that's very sports like, you know, wanting to win a championship or wanting to make a certain team oror average a certain number of points, let's say in basketball. Mm-hmm. Those are outcome goals. Those are okay. But what do you do if you don't achieve the goal? Then that's where the reflection becomes on yourself of, oh, I'm,I failed, and all that sort of thing.
So that's why the antidote to that is also having process goals or process focus, which is effectively what are all the little data points and actions that you have to take in between where you are now and achieving that outcome goal? What's everything in between? Mm-hmm. Which is what we call life.
Yeah. All of that is where the process lies. And my effort with my clients is to help focus them as much on the process and deriving satisfaction from how they're executing on a daily basis in that process as we're heading toward an outcome.
Anne: Mm-hmm.
Dave: So that even if, and we can think of it as.
Let's say a million dollar production practice. Even if you end up at nine 20. Yep. It's not a million, but it's nine 20. What can you derive or look at in that process to hang on to, to build confidence and look at, okay, now I'm excited to get there next year.
Anne: Yeah.
Dave: So it's that distinction between.
The results oriented and that all the steps that lead to it.
Anne: Yeah. and it gives you hope too because look, if you're doing all the steps, just hang in there, be a little patient. It's gonna come if you get your processes in order. what do you see now, Dave, as one of the greatest challenge of an entrepreneurial dentist?
Well, one of the greatest challenges right now is around attracting retaining team. what we saw come out of COVID Yeah. Was unprecedented. It's still like we're still sitting in there, aren't we?
Well, yeah, we're
Dave: still seeing a lot of theteam or employee mindset. Around job expectations around compensationYeah. Are far different than they were prior to COVID. And as a result, there's apremium being placed on culture.
Because the culture you create is what retains team members, especially talented ones.
And let me give you an example. So.the research tells us that there are probably five primary, maybe six primary things that are reasons people stay in jobs. they are growth Am I growing? Am I getting better? Am I learning right? Connection? Mm-hmm.am I connected to the people I work with or to my patients? Is there a synergy there between me and the people? Then balance. Is there work life balance or am I working all the time? Or is it everything's piled on me and not on others?
That's imbalance, but is it balanced? And then flexibility. Meaning if life gets in the way and I need some time, am I able to take some time? Because especially with dentistry is primarily female and,and a lot of female Yeah. Women with kids and, Stuff happens, right?
So flexibility and then finally compensation. compensation is a reason people stay in jobs, but in the absence of the other four. And then you can add in leadership even too, as some talented people will leave because they sense a lack of leadership in their practice. In the absence of those, then it comes down to compensation.
if dentists are not focused on all of them, or at least addressing all of them, at some level it will boil down to compensation. And then you're in a race with whoever's paying more next door, and that's not a race you want to be in.
Anne: leadership is so important because. That means you want your team to grow and and I just don't remember a lot of the doctors I worked for pouring into my,career to me personally, I guess I just didn't even think it was a thing.
Like I was fine. I like them, they were great and all that, but you know, I had to pour into myself and I think those days are over. You have got to cultivate your team. You've gotta, give some fertilizer to the soil so that everybody grows because they're smart now. I mean, it's like, I didn't know what I didn't.
They can go somewhere else. They realize they can go somewhere else and probably get paid more. Paid more and then have the benefits of, liking what you do. I mean, all those things that you like, the flexibility, the adaptability, the understanding. Yeah. I mean, you have things in place that are important to people that you can't put a, can't put a price on, the top four, honestly.
People, I find talented people are maybe willing to give a little on compensation as long as it's fair.
yeah. Right.
Dave: It's gotta be fair. Yeah. But it doesn't have to be the top.
If. Those other things are in place.
Anne: Yes. Yeah. That, that's you think? Same thing. Oh yeah. Well, that was me too.
I mean, I, you know, I had the flexibility, the flexibility was really important to me, you know, with the three children raising them, and Tom traveling all the time.
Dave: Flexibility, the
Anne: balance, but I only work two days a week. the compensation was kind of always a stickler because I was like Aaron Brockovich.
I would go in there and say, Hey, listen, everybody needs a raise in here. But that Well, but
Dave: here's the thing on the, on the topic of compensation, and this is something that, I talk to clients about a lot is, yeah, I like for and this is, this takes some work. But I'd like for them to welcome the conversation around compensation.
Yes. Why would I say that? ' cause isn't it awkward? Mm-hmm. Well, it is awkward if you're unprepared for it. Yep. But if you're prepared for that conversation to come and say, you know what, Anne, I would love to talk to you about how you can earn more money here by bringing more value to our practice. Yeah.
Let's talk about how you can do that. Rather than have it be, oh, I just made it another year, so I deserve to be paid more. Or I can go get more money down the street and so you need to pay me more. That's not a dynamic that I would want to have in my practice. So you, flip it and have it be more about value.
So that there's an actual fair exchange of. I'd be happy to pay you more. Help me build that rationale.
Anne: And it's an understanding, so I so agree with you, Dave. That's so critical because and do has taught me so much with having, you know, all the different career paths. So now I'm getting to know women that are,dentist owners in a different realm just all the things that go into being a woman owner, and now I'm like, oh yeah, I, now I get it. Like, but as a team member, you're thinking, oh, they're making all the money and we're not making any money, and they just raise the prices. And, but a conversation where you can understand it, I mean, it's everything.
And then you get it and it's like, okay, well I do have an opportunity mm-hmm. To bring more value and that's what I want to do. So, you know, there's just so much about, just. Not putting your head in the sand
Dave: and just hoping that they forget about it.
Anne: Yeah. Oh yeah. And no,
Dave: nobody really forgets about anybody, you know, gonna forget about it.
I don't think so. They don't forget.
Anne: I mean, it'll, it might, they might stuff it for, you know, a, a year or two. Yeah, they will. Yeah.
Dave: But then that's when thediscord starts to build. Yep. And that's when, that's when everybody's,yeah. At least that's
Anne: 1, 2, 3, 4 out the door. You know, that kind of thing.
Yeah, exactly. I love that you are, working with the entrepreneurial dentist and the young dentist coming in too. And I hope if you're a young dentist listening to this, you'll reach out because. There's never a good time to not get a coach when you're building something, somebody on the outside that can help you learn and just keep you from making some mistakes that really they'll look back in 10 years and say, why would've, could've, should have when you would've had that help all along.
I think you also, what three steps entrepreneurial dentists can take right now that can make an immediate impact on their pursuit of excellence. In the practice? That's a good question.
Dave: Okay. So the first thing is, and we've touched on a little bit,
Anne: mm-hmm.
Dave: there's mindset that I think is really helpful to have.
We talk a lot about the growth mindset that we've read about and heard about, and that's really powerful. When working with a team, but I'm talking about the individual dentist having what I call a training mindset. So how they look at being an owner, because being a dentist is a skill set and knowledge base of its own.
With laser focus. Have manager and an owner are different skill sets. Yeah. That require. Knowledge they require, training so that you actually get better at those skills. We call 'em hats Then it gives you confidence that no matter what happens, I'll be able to navigate through it. Without losing my practice or losing myself.
So a training mindset whether it's through a coach or through some type of other educational element if you're the type that reads books and can take that and apply it, fantastic. Most of my clients, they look at me as an accelerator.
dentists are really smart.
Yeah. So it's not a lack of them not knowing what to do. It's oftentimes how to do it in a way that is fastest and gets the results easiest and takes the least
Anne: it takes a lot of the guesswork out. Honestly. I mean, it's just like if you're playing basketball and you're a kid and you're learning how to play, I mean, the coach is gonna be able to tell you, there's nuances there that somebody that has experiencetraining and with that,it makes me think of. Being a dentist clinically you're laser focused on the clinical aspect, but the owner, it's so much broader.
It'sI hate to say it, it's almost like being a parent honestly, you've gotta train the kids to do the right thing. Teach 'em, you gotta give them the opportunity. You gotta be,you know, gotta be honest. You gotta give them feedback,
Dave: you've gotta hold 'em accountable back.
So it's not so much the fact that it's a parent and a child, it's a dynamic between two human beings. One has knowledge and is responsible for the performance of the other. Mm-hmm. That's what dentists are. If they own their practice or if they're a leader in their practice, they have a different responsibility.
I could argue that it's not more important than your receptionist, because they're the first point of contact for a prospective patient, right? That's right. They're on the
Anne: team. That's exactly, yeah.
Dave: But it's different. And so there's a different level of responsibility there. And yeah, those of us who are parents, we get a lot of reps with that and our kids.
Mm-hmm. But it's still about leading people.
Anne: Yeah. the dentist is the leader of the practice.
Dave: They are. They are. Yeah. So the first. Idea I would have would be the training mindset and applying it to, mm-hmm. Being an owner. The second is the difference between performance and relationships when you evaluate team members.
so differentiating between what they're doing in their job, so their job description versus how they relate or how they do it. So an example would be. Let's say a team member is really, really good at their job. Let's see, of a dental assistant who is an exceptional dental assistant, chairside, et cetera.
But when it comes to interacting with team members or asking for help or responding to a request for help, they just ignore it. So doesn't have anything to do directly with their job, so their particular performance might be outstanding. But their ability to connect and build relationships and work with others is a challenge.
Too often we want to be evaluated on our performance and we neglect or ignore the fact that there's a relationship skill or communication skill there that is equally, if not more important. And the reason I say that is because if you were to give most people a choice. If you were building a team
Would you choose someone who's outstanding in their performance and so-So on the relationship or the other way around?
Anne: Probably the other way around because you can teach the other skills.
Dave: I've got much more opportunity to increase knowledge and skills. With proper training and repetition than I do, changing how they are in the practice.
Anne: Mm-hmm.
Dave: Now that can be changed. In fact, I was just, listening to a, I don't know, it might have been 60 minutes, but there was a researcher, uh, professor at the University of Kentucky who is doing research on the fact that we can change our personalities. As adults. And the example they used was a woman who is a workaholic.
Anne: Mm-hmm.
Dave: But has now changed her personality to the point where she is not that way anymore. And she really values the quality time that she spends doing things. And you might think of it as, okay, it's just about habits, but it's deeper than that. So the point being here is the performance versus the.
relationship side and that there's a balance to the two.
Anne: Mm-hmm. That's something that I find is really important today, more than probably ever in the past. Because of the need for us to retain team members. Mm-hmm. We can't just let one go and pick one up anymore.
Yeah.
Dave: They aren't there.
Anne: and I was just talking with a client this morning about it. I,reminded them that the skills and knowledge are what get you hired the relationship is what determines how long you stay.
Dave: Yeah. so that I think is a powerful. Message to any entrepreneur is say, look, you can really only know so much about somebody when you hire them. So you check the boxes. Can they like a hygienist, can you check all the boxes there? Alright, good. You're hired. Then within the first, let's say 90 days or even 30 days, you start to see some of those other things surface as to are they strong in building relationships?
If I ask 'em to help, do they. Willingly help.
Anne: Mm-hmm.
Dave: Those things then surface, and then we have to be willing to make decisions when we start to see that maybe they aren't a fit.
Anne: You've gotta be a good communicator as a leader. 'cause you've gotta be able to give 'em a chance. I always say, you know, not everybody grew up like us, right?
I mean, like, or like me. I'll just use me. I mean, it's like I had a pretty good childhood and learned a lot, had good schooling. Not everybody had that. No. And so you've got, as the leader, you've got to. Be humble, respectful, and wanna pour in a little bit more and like wanna help them grow and, everybody can grow.
Everybody's got a leader inside of them. They just might need somebody to pull it out.
Dave: That's a great point. And those elements that I,shared with you, the growth, connection, balance, flexibility. Mm-hmm. All those are designed to be reasons people want to continue to work for you. Yeah. You gotta give them other reasons besides just, I pay you the most.
Anne: Yeah. Oh yeah, definitely.
Dave: Or else they're gonna leave or they're gonna complain when they don't get exactly what they expected or the bonus didn't come, or something like that. There's nothing else for them to grab onto as Why am I here?
Anne: and then think about the profession as a whole. If we don't get that right in dentistry, we're gonna lose a lot of good people.
Dave: Yeah.
Anne: Because they can go to one or two offices and the compensation, I mean that, does not keep an employee. I totally agree with you on that.
Dave: Well, and I think you're rightand I, I haven't really given this a whole lot of thought, but you might be on,Track with why we sell such a, vacuum of people leaving hygiene, in particular an exodus. Yeah, yeah,That Exodus coming out of COVID there wasn't a whole lot to keep 'em there. and so that kind of leads me to that third point, which is we versus me and the accountability. Mm-hmm. I find. A lot of times dentists initially struggle to hold team members accountable to thinking we and behaving in a we.
Anne: Mm-hmm. We
Dave: together aspect instead of me. Yeah.
Yeah. And what's in it for me. And they're not taught how to do this. No. So it's something they have to learn and it can be learned. But that's really kind of one of the key secret sauces, if you want to think of it like that, of a really high performing team.
Is they have this message or this underlying theme of we running throughout.
Anne: Yeah. And everybody brings something special to that. it's interesting you could look at it, even the broader picture as,the leader and the dentist, what a great career would it be if you had a team that pretty much stuck with you and grew with you for years and years and then they all looked back and they said, we love Dr.
So-and-so and so, and that would so trickle out into the community trickle out into the families Grandparents. And the parents. And their kids. And their kids. And their kids. I mean, that is the secret sauce, yeah. Of like growing apractice.
I mean, yes, we have to be great clinically, but you've learned that
Dave: that reminds me that when I see practices. The example that comes to mind is when a dental assistant goes back to hygiene school.
And then they come back to work in that practice.
Yeah. Is that not the best story?
Anne: Yeah. Yeah.
Dave: And patients love that. I know to have the kind of culture and,and leadership that doesn't get scared when they want to improve themselves and you actually want to help them do that. And,you nudge them out of the nest and they go and,and they learn and then they're more, apt to come back and want to.
pay it forward in a way. Yeah.
Anne: Yeah. there's gotta be a book on the top. dental practices, 10 Top Dental practices and what was their secret sauce.
And I bet there's gonna be a common thread through every single one of it. And it's gonna go back to relationship and what you just said about performance versus outcomes. I think
Dave: go and, and the balance. So we can't ignore the performance. Yes. Right. We can't just be making mistakes here and there and patient experience is bad and all that.
You gotta take care of that. Yeah. But it's also making it so the team is progressing themselves as human beings. Yeah. And that's gonna shift as they go through their stages of life, right? So compensation may be really important when they're young because they're trying to, you know, rent an apartment and all that.
But then as they mature and,get older, then maybe balance and flexibility becomes more important.
Anne: Yeah, of the saddest things is when someone works, and I don't care what profession you're in. And you've looked back on your career of work and it was awful.
That, to me, is a total waste of all of that time. So find something you love, find the people that you wanna work with, and the people that you wanna grow. And,and we both know you working in the dental arena with all these amazing dentists and their teams. That dentistry is a great place to plant your steak and to help this profession grow and what you see with your patients and all those good things.
final thoughts here today if you are a new dental entrepreneur, what one piece of advice would you give them?
Dave: Gosh, the one piece of advice to give, a dental entrepreneur, it probably goes back to the, first element that I talked, you know, the,training mindset is, I see too often younger dentists lacking confidence, okay? that's just sort of going in. I see. Wow. Yeah. You know,you're really talented, really smart. You do a lot of good things, right?
But you lack confidence. Why is that? Well, it's because they have not really developed the mastery. Of the other parts that go into running a successful business. You know, we talked about three hats. The clinical hat, which is what they went to dental school for. The manager hat, which has to do with managing people primarily and operations.
Mm-hmm.And then the owner hat, those other two hats aren't gonna just materialize out of thin air. You have to learn them. So that for a new entrepreneur, a new dentist. Find someone who knows how to do the other two hats to coach you, and that will accelerate your development and help you achieve the practice of your dreams far quicker than if you either ignore it.
Or try to do it on your own
Anne: or go alone. Yeah, yeah, yeah. if you're gonna go far, you,bring others with you. I know. Exactly. Exactly. I love it.that is a great way to, wrap this up today. I'm so glad that we're friends. I can't wait for you to write again for us for dental entrepreneur.
it really is a team sport and we're in it to win it. So, you know, Dr. Striegel, how do we get in touch with you? I know there's a lot of listeners that would like to do that, and don't forget to go to Dental Entrepreneur and make sure that you first of all read his article.
Dave: Yeah. First of all, I,I would like to shine a little bit of,light on you and the. Contribution you make to the field of dentistry. And,it really is inspiring, for those of us who, also serve, the field of dentistry and the industry. I just can't really say enough how much I respect you and,and what you do with.
Not just the magazines, but the Do Movement.
Anne: The do movement,
Dave: amazing.
Anne: Thank you. Amazing. You're a dude. You know, we, I know, I know, I know. I gave you a number. I think I'm 1 0 5 or 1 0 6. There you go. Or something like that. Take that. Just take it. I love it. Yeah. A man,that supports Women in Dentistry we love you.
And thank you for that. A hundred percent. That's wonderful. So as far
Dave: as, how to get in touch with me, I have a website. It's dr dave Striegel.com My team and I have created a couple of programs this year focused on the office manager and the admin team.
performing under pressure and building confidence. one of them is an office manager online group coaching scenario. So it's twice a month groups ofoffice managers come together. And we have topics, we have real time focus put on issues in their practice.
There's a real fun synergy in that. And then the second thing that I'm gonna be launching here in the next few months is an actual in-person experience. Full day experience for admin team members to come. We're starting with phone skills. But it's really to develop strong confidence around yeah, interactions they have in the practice.
So that's something that I'll be adding to my website soon. the website isthe place to go to learn more about me. on the website, you can find my email address, my phone number. Probably more about me than you care to know, but
Anne: I doubt that. And a little bit more about what you offer because, you know, I love that you're working with the office manager because they've risen their profile in the office and the docs are leaning on them more.
I don't think there's any one position that's more important as long as they all work together. it's nice when they can dribble and get a layup every once in a while. Yeah. It's nice
Dave: when they can. They
Anne: could
Dave: actually score when they're supposed to, right? Yeah,
Anne: exactly. But that's the goal. and thank you so much Davefor the nice words and for being with me today, everybody that's listening. If you're a female, and this is for Women in dentistry, we've got a retreat coming up in November in Charlotte, North Carolina.
We don't care what you do. If you're a woman, you are welcome to come sit at the table and the most important thing, everybody that's listening is to keep doing you. Thank you Dr. Dave Striegel, and I will. See you on the road.
Dave: Thanks so much, Anne.
