Learn to become a Sleep Medicine Dentist in Motor City on May 17 -18

Rev it up with Dr. Michael Hnat in Detroit with 16 CE credits.

This course is designed to provide you with the knowledge to confidently return to your practice and immediately begin implementing new screening and treatment protocols.

In this 2 day seminar Dr. Michael Hnat presents a Dental Sleep protocol from A to Z, including Medical Insurance billing- Codes, Fees and Procedures.

1-21-13 LOGO DENTAL PROS SHARING

After the Seminar Dr. Hnat will continue to Mentor you, giving you the confidence to be a Sleep Medicine Doctor.

6-16-12 BUTTON #2

Read the 2-day course outline and register here: http://sleepgroupsolutions.com/2.0/modules/piCal/index.php?action=View&event_id=0000001417

About Dr. Michael Hnat the Instructor:

Dr Michael Hnat received his dental degree from the University of Pittsburgh School of Dental Medicine in 1979 and has been in private general practice since then. He completed undergraduate studies summa cum laude at West Virginia University majoring in Biology with a minor in Physiology. In 2007 Dr Hnat relocated his practice to McMurray, PA focusing on dental sleep medicine as an integral part of his care to patients. His dental sleep medicine facility- Progressive Dental Solutions- was one of the first in the country to be granted full accreditation by the American Academy of Dental Sleep Medicine demonstrating proficiency, practice and professionalism in providing optimal care to patients with sleep disordered breathing. He passionately works with a broad network of medical specialists and sleep labs throughout Southwestern PA and neighboring areas of Ohio and West Virginia in helping these individuals improve their quality of life.

DSCN7782        5-10-13 Hnat  1

PRESENT SEMINARS TO PATIENTS IN YOUR OFFICE

Are you looking for a way to stand out in your community? Here is how you can gain respect as a Leader, generate New Patients, and provide a great public service.

Select a topic that will draw an audience.The “hottest” topic today is Sleep Apnea. Just google into the internet and you will see the widespread interest in SA. People are becoming very aware of the dangers caused by the stoppage of breathing while they are asleep. They are looking for answers and very few Dentists are prepared. Take a training course or a seminar, become knowledgeable in the signs and symptoms, the risk factors,and in the various treatment options. Sharpen your expertise.
6-2-12 BRAIN
 
Here’s how you do it:
Present a free seminar in your Reception Room. Select a date at least one month out so you and your invitees will be able to get it into your schedules.
 
How to Announce and Promote it:
  • Have a “sign-up sheet in your office
  • Send out email announcements to patients of record; ask them to assure their place by return email.
  • Let each invitee know that they may invite two friends or relatives.
  • Place a large colorful poster in your Reception Room.
  • Distribute flyers to local businesses and professional offices.
  • Place a small display ad in your local newspaper.

1-21-13 LOGO DENTAL PROS SHARING

Some Tips for your Seminar
  • Present it in the largest room in your office- usually the Reception Room
  • Prevent any interruptions – turn off phone ringers, etc.
  • Have a “Welcome Table” with some juices and other beverages (sugarless, of course).
  • Have your flyers, brochures, and business cards on the “Welcome Table”.
  • Prepare a power point presentation with video.
  • Subjects like Sleep Apnea are serious, but to keep the audience entertained, infuse some humor.
  • Encourage interactive participation. Invite questions from the audience.
  • Prepare some hand-outs for the participants to take home.
  • These are just a few ideas. I am sure you will think of a lot more.

Objectives and Outcomes

You will be respected as a Leader and Educator.

You will generate New Patient leads.

You will provide a needed and valuable public service.

1-21-12 Success Ladder

 

DOCTOR: Is “The ECONOMY” affecting YOUR Dental Practice? Why?

The only ECONOMY you should be concerned about is the ECONOMY OF YOUR TIME.
 Let others complain about a weak Economy; YOU know how YOU can flourish.
 
Plan your day
Use the Morning Huddle. Coordinate your dental team for the day to work cohesively, create a seamless flow, increase efficiency, reduce stress, and provide exceptional patient care. 
Schedule your patients for efficiency and production
See the “high production” services at the start of the day and first after the lunch break – when you are at your peak concentration and performance. 
Create a “uniqueness ” for your dental practice, and Brand yourself with it.
Stay consistent and don’t get distracted from your plan and its OUTCOMES. 
Select your Resources for economy and “one stop shopping”
Use a service like the Dental Mall Online to save your time and money, and select from vetted, reliable, vendors.
 
Don’t pour money down the drain. TIME is money.
  “Dost thou love life?

Then do not squander time, for time is the stuff life is made of .”

– Ben Franklin

The creator of the first Post Office in the United States,

depicted on the first adhesive American postage stamp (1847).

 

QUARTERLY ASSESSMENTS OF DENTAL TEAM MEMBERS

 
 
 Here’s a Dental Office leadership technique that will enforce your role as a Leader, engage your team, and motivate your employees. I use in the offices I coach and it always produces predictable outcomes. Tested and proven.
A structured Quarterly Assessment meeting with each team member is presented here in detail.
 
THE PROCESS
1. Announce by Intra-office memo from Doctor or Office Manager to “All Team Members” that you will be doing quarterly Assessments.
2. Meet with one employee at a time, 30 minutes, give two weeks advance notice.
3. Give the team member a “Self Appraisal” form, (I will be happy to send it to you upon request to cskdoc@aol.com) , and tell them to take their time to fill it out honestly. “The purpose is to see where (you) can help them grow as a Team member.”
4. Give them a definite date that you want it returned to you- one week before the Assessment Meeting.
5. Conduct the meeting in a place where there will be NO interruptions- preferably out of the office, if possible.
6. Review every category in detail with the team member. Ask them why they gave themselves the grade. Get them to tell you and then give them your assessment of them in each category.
7. Explain that you will be doing this every 3 months so you can measure each person’s growth.
8. Have the employee sign THEIR self assessment and file it, with a copy of yours, in you employee files. Give them a copy of yours to take home.
BENEFITS AND OUTCOMES
1. This process establishes your role as Leader.
2. From the moment you hand the “Self Assessment” form to an employee, you will see great strides taken by that employee to prove to you they are worthy…… and you will know if that person is part of the future of the Dental Practice team. If there are no immediate improvements, you will realize that person just doesn’t care, and you’ll know what to do.
3, Be sure to explain at the beginning of the meeting that the assessment IS NOT related to a pay increase, BUT if the employee shows remarkable improvement from one assessment to the next, a pay raise will be considered. Pay raises are a result of increased value, not of time at the job.
4. This process also will show you where each person may need more guidance from you.
 
LEADERSHIP
Your people can be measured in degrees of needing “Direction” and “Support“. There are many systems of evaluation; this is a simple system to start with. 
There are some employees who just need clear and precise “direction” You tell them something once- what you want, when you want it, and how you want it done. They may need minimal “support”. Others may need to have a lot of “support”- that is, helping them thru the early stages, correcting them, etc. They may all be valuable in your Dental Practice. You’ll just have to adapt the job functions (tasks) to the individual.
Whether you are the Doctor or the Office Manager, you are the COO (Chief Operating Officer) of this company. Leadership is your responsibility. 
 
Great Leadership, performance, and teamwork  led the 1947 NY Yankees to succession of World Series’ victories.
 

YOU CAN PRESENT PATIENT-ORIENTED SEMINARS IN YOUR OFFICE

 Are you looking for a way to stand out in your community? Here is how you can gain respect as a Leader, generate New Patient leads, and provide a great public service.

 Select a topic that will draw an audience.The “hottest” topic today is Sleep Apnea. Just google into the internet and you will see the widespread interest in SA. People are becoming very aware of the dangers caused by the stoppage of breathing while they are asleep. They are looking for answers and very few Dentists are prepared. Take a training course or a seminar, become knowledgeable in the signs and symptoms, the risk factors,and in the various treatment options. Sharpen your expertise.
 
Here’s what you do:
 Present a free seminar in your Reception Room. Select a date at least one month out so you and your invitees will be able to get it into your schedules.
 
How to Announce and Promote it:
  • Have a “sign-up sheet in your office
  • Send out email announcements to patients of record; ask them to assure their place by return email.
  • Let each invitee know that they may invite two friends or relatives.
  • Place a large colorful poster in your Reception Room.
  • Distribute flyers to local businesses and professional offices.
  • Place a small display ad in your local newspaper.
 Some Tips for the Seminar
  • Present it in the largest room in your office- usually the Reception Roo
  • Prevent any interruptions – turn off phone ringers, etc.
  • Have a “Welcome Table” with some juices and other beverages (sugarless, of course).
  • Have your flyers, brochures, and business cards on the “Welcome Table”.
  • Prepare a power point presentation with video.
  • Subjects like Sleep Apnea are serious, but to keep the audience entertained, infuse some humor.
  • Encourage interactive participation. Invite questions from the audience.
  • Prepare some hand-outs for the participants to take home.
These are just a few ideas. I am sure you will think of a lot more.
 
Objectives and Outcomes
 You will be respected as a Leader and Educator.
You will generate New Patient leads.
You will provide a needed and valuable public service.
 

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.
 

ARE YOU A CREATOR OR A CRITICISER?

“My grandfather once told me that there were two kinds of people: those who do the work and those who take the credit. He told me to try to be in the first group; there was much less competition.”

— Indira Gandhi (1917-1984) Third Prime Minister of India

“Are there any dedicated employees out there?”

 

“STAFFING WOES?” Sorry to hear that.
 
 Some of the most frequently heard complaints from dentists are concerning their staff:
“Why can’t I find a smart receptionist?”
“She’s only been here three months and she’s asking for a raise.”
“Aren’t there any dedicated people out there?” 
 John McKay was a very successful college footballl head coach with UCLA. He was hired to be head coach of the 1976 NFL expansion team Tampa Bay Buccaneers.
After starting their first 26 games without a win, head coach John McKay was asked what he thought of his team’s “execution.” He replied, “I’m all for it.
DON’T GET FRUSTRATED, GET A BETTER GAME PLAN
Here’s an OUTLINE OF A PROCESS that assures a more successful and longer lasting relationship with employees. It will foster a mutually rewarding future for the doctor and the whole team. 
By the way, McKay’s team improved by the end of the 1970s, making the playoffs three times including an appearance in the NFC Championship Game in 1979

The solution starts at the beginning and lies in your Process of Recruiting, Inducting, and Managing.

 1. Locate your “Prospects” through your ad in the media. 

2. Have applicants e-mail you their resumes with cover letters. 

3. Call back the few “promising applicants” to make preliminary phone judgements.
4. Set up “working interviews” of undetermined length with “the finalists”. This will help you determine the prospect’s value and  thus, her/his starting pay.
5. Carefully review the job description and your expectations. 
6. Hire on a probationary three month basis with all recommended written safeguards. (Employment Practice Liability, etc., See footnote and link at bottom.)
 
7. Get on-going feedback from trusted team members. 
8. Conduct scheduled, periodic, one-on-one, quarterly employee evaluation meetings.
 
Remember that “experience” does not always = “skill”.
 ….. that “trainability” and having an open mind (growth potential) is crucial, because YOUR practice and YOUR expectations are much different from those of her prior employers.
…… that the “chemistry” between you, your other teammates, and the prospect is necessary. You will be spending more time with the new employee than with your spouse.
…….that you are the President and CEO of this team. Be a benevolent but firm, empowering, hands-on Leader.  Employee management is part of YOUR job.
 
Footnote:
I want to share this article by Ike Devji, JD, an attorney specializing in Employee relations:
 

Advance! Consulting