475,000 reasons to be a LEADER of your Dental Team.

 Are you “too busy” to manage your Dental Practice?

You have so much confidence in Sally. She’s been with you for so many years, all your patients love her, and she knows those insurance benefits soooo well.
 
“I couldn’t even think what I would do if she left me. I could never go thru the hiring and training process again.”
 
“She doesn’t like anyone ‘looking over her shoulder’ and I respect her independence. She gets the job done and I sure don’t want to be answering the phone, making appointments, and collecting fees.”
 
DOES THAT SOUND FAMILIAR?
 Here are 475,000 reasons you need to be a hands-on leader of your Dental Team:
 
“Former office manager pleads guilty to mail fraud, embezzlement’ 

By the Pittsburgh Tribune-Review
http://ow.ly/b1Do1

A Pleasant Hills woman pleaded guilty today in federal court to one count each of mail fraud and embezzlement. Jill D’Angelo, 45, used her position as manager for a dental office in Pleasant Hills to submit false invoices to insurers and then intercept and cash the checks, pocketing about $307,000 between 2003 and 2010, prosecutors say.
U.S. District Judge Cathy Bissoon scheduled D’Angelo’s sentencing for Sept. 13.

 
You are the shareholder of this Corporation. Also the principle, if not the sole, risk holder. Your Office Manager/Financial Coordinator/ Receptionist- whatever title you wish to give her or him, is an employee of your Corporation perhaps the Chief Operating Officer.

Employees may come and go (and they do!). They can get other employment. But YOU have at risk your investment. your reputation, and your future.
 
 Remember that you are the President and the Chief Executive Officer of this business. Be a benevolent but firm, empowering, hands-on Leader. That does not insinuate “micro-managing”. Delegate but be aware. If you want to learn more about Leading the Dental Team, contact me at cskdoc@aol.com.
  
This article is not meant to discuss employee engagement. That is a separate topic. 
 
Set the rules and procedures of YOUR practice and YOUR expectations in an Employee Manual. Create Management Reports highlighting production and collections, review the results, and discuss them with your team. Employee management is part of YOUR job as President.
 

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