Growth feels good. New signage. New markets. New potential. But here’s the catch: opening another location doesn’t guarantee success. It guarantees overhead, stretched resources, and thinner margins.

One orthodontist learned this after years of splitting attention across multiple offices. His breakthrough? He closed a location everyone called a “goldmine.” His practice grew 50 percent in a year.

True growth isn’t about multiplying offices. It’s about mastering what you already have before chasing the next opportunity.

https://youtu.be/A6IaQIuzROg

Expansion looks like progress. But the math tells a different story.

Open too early and you’ll multiply overhead before you see new revenue. Rent doubles. Utilities double. Staff doubles. Marketing doubles. Meanwhile, your margin shrinks and your focus scatters from excellence to survival.

One doctor put it bluntly: “My strategy was making the least amount of money possible and spending the most on things I didn’t get to enjoy.”

When he finally closed that underperforming location, profit trapped in inefficiency suddenly appeared. No new patients needed. No new systems. Just eliminating waste revealed growth hiding in plain sight.

Stewardship isn’t a soft concept. It’s a business discipline. You maximize what’s in your hands before asking for more.

Too many orthodontists expand out of impatience or status seeking, not readiness. The question shouldn’t be “Where should I open next?” It should be “Am I truly maximizing what I already have?”

Real stewardship starts here:

Know your true numbers. If you can’t name your margin per case or cost per new patient, you’re guessing, not growing.

Optimize every touchpoint. Are leads answered in three minutes or three hours? Are patients clear on next steps? Small fixes create massive returns.

Develop your team. Great operators multiply your impact without multiplying your costs. Invest in people before you invest in square footage.

One orthodontist nailed it: “Let’s perfect our model, then duplicate it.”

Flashy offices and cutting-edge brackets don’t win patients. Patients already assume you’re qualified. What separates you is how you operate.

Competing on operations means building workflows that eliminate friction. Your team anticipates needs. Your systems deliver clarity and speed. Your experience feels effortless because consistency compounds over time.

Patients don’t care about your aligner manufacturer or practice management software. They care about feeling heard, understood, and confident. Deliver those things systematically, not sporadically, and you’ll win over time.

Walk into any orthodontic conference and you’ll hear the same question echoing: “How many locations do you have?”

It’s become a scoreboard. Expansion earns applause. Excellence doesn’t get the same attention.

The result? Practices chasing status instead of sustainability. Growth driven by ego, not readiness. And most orthodontists are artists at heart, passionate about their craft, but business growth demands an entrepreneur’s mindset.

The shift is simple:

From artist to architect. Design systems that scale, not just cases that wow.

From ego to empathy. Focus on what patients actually want, not what impresses colleagues.

From more to better. Serve deeply before you serve broadly.

Stop chasing applause. Start refining your systems. Profit follows.

Before you expand, run this checklist:

Expansion is multiplication. Stewardship ensures you’re multiplying something worth replicating.

Stewardship isn’t about staying small. It’s about growing smart.

Orthodontists who master stewardship see deeper profits, stronger teams, and steadier growth. Those who skip it end up overextended, underpaid, and overwhelmed.

Before you open that next location, ask yourself: Have I truly maximized what’s already in my hands?

Because the best orthodontic practices aren’t the biggest. They’re the most disciplined.

The post The #1 Thing Orthodontists Need to Do to Grow Their Practice appeared first on HIP Creative.

Most orthodontic leaders think motivation lives in the paycheck. Add a bonus here, throw in a perk there, and watch performance soar. Except it doesn’t work that way.

True motivation isn’t bought. It’s built. Dr. Ann Marie Gorczyca proves it every day in her practice with three psychological pillars: autonomy, mastery, and purpose. When you weave these into your culture, motivation becomes self-sustaining. Your team starts driving itself forward instead of waiting for you to push.

https://www.youtube.com/watch?v=bifonMVrpwA

Autonomy doesn’t mean walking away and hoping things work out. It means designing clear lanes of responsibility and letting your team steer within them.

Dr. Gorczyca gives every team member a project they own, from accounts receivable to customer service. Then she has them present results during meetings. That simple act transforms a task into a contribution. They’re not just completing assignments. They’re leading.

If you’ve hired for personality and potential over experience, this approach becomes critical. Start small. Give a new hire one job they can master, like serving as the office concierge who greets every patient. Let them win early, celebrate those wins, and expand their scope as confidence grows.

Micromanagement kills motivation faster than anything. Ownership grows it. When people feel trusted to make decisions, they begin thinking like leaders.

Try this: In your next team meeting, assign one person a recurring metric to track and report on: insurance claims, call conversions, or patient satisfaction. Let them own the mic for that topic. You’ll see confidence rise almost instantly.

Mastery isn’t instant. It’s the drive to keep improving long after you’ve become proficient. It requires repetition, humility, and curiosity.

Dr. Gorczyca notes it takes about three years for a registered dental assistant to truly master every system in an orthodontic practice. One year to become proficient. Three years to become excellent. Twenty years to become elite.

This mindset separates thriving practices from stagnant ones. When your culture rewards mastery, people start taking pride in their precision, whether they’re handling insurance billing or seating a patient.

Think of mastery like athletic training. The best performers, from Kobe Bryant to Tom Brady, show up every day to refine the fundamentals. The same principle applies in your practice. The job isn’t to get things done once. It’s to get better every time you do them.

Try this: Set clear 30-60-90 day development goals for each team member. Focus less on speed and more on precision. Then celebrate milestones, like reducing insurance claims over 60 days or improving call conversion rates. Recognition fuels repetition.

Autonomy and mastery create drive. Purpose gives direction. Without it, even your most talented team will lose steam over time.

Dr. Gorczyca’s practice lives by one powerful statement: “Smiles Change Lives.”

It’s simple, memorable, and true. Every task, from sterilizing instruments to bonding brackets, connects back to that purpose. The work isn’t just about straightening teeth. It’s about giving patients confidence and helping them leave better than when they arrived.

Purpose transforms a job into a mission. It reminds every team member that what they do matters.

Try this: Post your vision statement where every patient and team member can see it. Then weave it into your meetings. When a patient shares how treatment changed their life, tell that story. Let your team see the impact of their work in real time.

Autonomy, mastery, and purpose aren’t separate initiatives. They’re a system.

When a new hire joins, they should immediately experience all three:

During meetings, rotate who presents reports to foster autonomy. Recognize small wins publicly to reward mastery. Revisit your vision often to renew purpose.

Motivation doesn’t happen by accident. It happens by design.

Even well-intentioned leaders can unknowingly sabotage motivation. Watch for these pitfalls:

If your team’s energy feels low, start by asking: “Where are we missing one of these three pillars?”

Each small change builds momentum.

Autonomy creates ownership. Mastery builds pride. Purpose gives meaning.

When you align all three, motivation stops being something you have to demand. It becomes something your team naturally expresses in their attitude, their performance, and their results.

Leadership isn’t about pushing harder. It’s about building an environment where people want to give their best. As Dr. Gorczyca proves, when you lead through autonomy, mastery, and purpose, your practice doesn’t just grow. It thrives.

The post 3 Pillars That Transform Team Performance appeared first on HIP Creative.

Right now, thousands of ads are flooding Meta. Your future patients are scrolling past most of them. The question is not how to post more. It’s how to convert strangers into patients before they ever pick up the phone.

The answer: turn every social profile into a trust funnel. Treat your channels as sales assets that earn trust with video, keep people inside your world long enough to like you, then point them to a clear next step.

https://youtu.be/5kuPEWQ9JnI

A trust funnel converts a social channel into a sales asset. Instead of scattered posts, you deliberately design profiles and content to shepherd a cold viewer through a sequence: discover you, understand you, like you, and finally act.

Do this on video-forward platforms like Facebook, Instagram, YouTube, TikTok, and LinkedIn. The algorithms prioritize video and users naturally choose it in down moments with captions on. HubSpot research shows video gets dramatically higher engagement than photos and text, which aligns with what platforms reward and how people actually consume content.

The job is not just to spark interest on a single post. It’s to keep viewers inside your channel until they cross the threshold of “I get who this practice is.”

Here’s why this matters: when prospects feel they know you, your likeability stacks on top of expertise. That creates price elasticity. Parents will pay more for a provider they trust to deliver a safe, positive experience for their kids, even if a cheaper option sits down the street.

The most effective channels show three types of trust over and over.

Logical Trust

Emotional Trust

Social Trust

Check all three boxes consistently and conversion gets easier. But you cannot stop at content they “like.” You must steer viewers to a next step or you lose them to the next swipe. Direct them to book a consult or take a tour of the office so attention turns into action.

Winning on social means serving three different objectives at once.

You, the practice: convert strangers into patients, then find more strangers. That’s your objective.

The platforms: they make money by keeping users on platform, so they reward content that holds attention.

The users: people open apps for education, entertainment, and connection. Reverse engineer your topics and packaging around those motives and the platforms will amplify you, which in turn serves your goal.

When you meet user goals and platform goals first, your visibility compounds.

If you only publish narrow, high-intent topics, your ceiling is low. To widen the top of the funnel, package with a provocative, broadly appealing hook, then bridge to your services.

Here’s a concrete example: lead with “What is your dentist lying to you about?” to attract more viewers, then connect the conversation to retainers or braces. The hook earns the click. The bridge makes the video commercially relevant.

The same standard applies to case studies. “I worked with Luke. He’s cool” offers no value. Strong case studies make bold, specific claims that trigger “that could be me.”

Do not romanticize the tool. Social and video are just tools in service of a project, and sometimes a different tool like paid ads needs a more aggressive promise. Keep your eye on the outcome, not the hammer in your hand.

Prospects are deciding before they call. Google research shows that a large share of buying decisions happen before first contact. That means your content is not a side project. It’s the prequel to intake. If you don’t control what someone sees pre-call, you won’t be in their consideration set.

Translate that reality into your handoff:

Keep people in your channel long enough to cross the familiarity threshold. Then point them somewhere specific. “Book your consult” and “Take a tour of the office” are clear next steps that convert passive viewing into active progress.

Match follow-ups to real behavior. If someone opts in and you call them 48 hours later from a number they don’t recognize, they’re unlikely to answer. Don’t rely on that as your first real touch.

Map your trust funnel on paper.

Script hooks, then plan the bridge.

Design the call to action.

Publish in the format the platforms prefer.

Measure outcomes, not tools.

A trust funnel matches how people actually choose care today. Video earns attention. Logical, emotional, and social cues lower perceived risk. Strong packaging brings in a wider audience, and a deliberate handoff turns attention into appointments.

Build the system once, keep feeding it, and your profiles stop being a scrapbook and start becoming a growth engine that wins the patient before the first call.

The post What Top Orthodontists Wish They Knew Before Spending Thousands on Ads appeared first on HIP Creative.

Your treatment coordinator isn’t filing papers. They’re selling life-changing smiles to anxious families who’ve never stepped foot in an orthodontic office before. Yet most practices hand them scripts, demand conversion numbers, and wonder why patients feel like transactions instead of people.

Here’s the truth: TCs who thrive don’t memorize objection responses. They balance three core elements that transform hesitant families into loyal patients. Get this balance right, and you’ll see conversion rates climb, teams energize, and practice culture shift from transactional to transformational.

https://youtu.be/uov4RopVuQg

After that first phone call, your treatment coordinator becomes the patient’s emotional anchor. They’re not processing paperwork. They’re processing fears, hopes, and life-changing decisions.

They sell transformation stories. Every conversation centers on a future smile that will boost confidence for decades, not just straighten teeth for two years.

They set the practice tone. Walk in motivated, and patients feel cared for. Walk in drained, and they sense it before you say hello.

They carry the human connection. Numbers keep the lights on, but without genuine care, patients will shop elsewhere.

Processes keep practices running, but passion creates the connections that close cases.

Passion spreads faster than anxiety. Patients can feel authentic excitement about their transformation. They can also spot when you’re just going through motions.

Purpose means focusing on their why. Whether it’s senior photos, a wedding, or finally smiling in pictures, their reason for treatment matters more than your monthly start goal.

Real stories fuel the role. From tears of joy at debonding to kids who can’t wait to pick new colors, TCs witness life-changing moments daily. That’s the fuel that sustains passion.

Passion without structure burns out fast. Your TC needs systems that amplify their natural connection skills.

Streamline everything patients touch. From scheduling software to financial presentations, every process should reduce friction and build confidence.

Vaccinate against common objections. A day-before call that sets expectations (“You can typically start for $500 with payments under $200”) prevents the dreaded “I need to talk to my spouse” stall.

Design for the patient experience. Every workflow should answer one question: does this make families feel more confident about starting treatment?

Think of passion, purpose, and processes as a three-legged stool. Remove one leg, and everything collapses.

Passion without processes leads to inconsistent experiences and burned-out staff.

Processes without passion create efficient but cold interactions that patients remember negatively.

Purpose without either becomes wishful thinking that doesn’t convert.

When all three work together, problems become team challenges. The result? A dynamic practice culture where everyone wins.

Conversion rate matters, but it’s not the only metric that counts.

Starts per exam remains the gold standard. How many patients offered treatment actually begin?

Observation patient engagement builds tomorrow’s starts. Keep them connected, and they’ll start when ready.

Follow-up persistence separates good TCs from great ones. Most families aren’t juggling multiple consults. If they don’t start, it’s because connection was missed.

No-shows and pending lists tie directly to TC performance and front desk collaboration.

Schedule pre-appointment introduction calls. One five-minute conversation builds trust, reduces no-shows, and addresses common concerns before they become objections.

Hold monthly KPI-driven team meetings. Define clear goals for each role so accountability becomes automatic.

Eliminate front desk versus clinical team divisions. Center everyone on one shared goal: exceptional patient experiences.

Challenge TCs to adopt one improvement monthly. Growth comes from intentional self-development, not annual reviews.

Track and celebrate transformation stories. When TCs see the impact of their work, passion stays strong.

Treatment coordinators aren’t administrators who happen to discuss treatment. They’re patient advocates, trust builders, and yes, smile sellers who fuel practice growth.

But they can’t succeed on passion alone. They need processes that support their natural abilities and purpose that aligns with patient goals, not just practice metrics.

Elevate your TC role to what it’s meant to be. You’ll unlock more than higher conversion rates. You’ll build a practice patients rave about, a team that thrives year after year, and a business that grows because it genuinely transforms lives.

Stop treating your treatment coordinator like support staff. Start treating them like the practice rockstar they’re meant to be.

The post This Is The #1 TC Shift That Separates Elite Practices appeared first on HIP Creative.

Most orthodontists believe growth comes from bigger marketing budgets, more ad spend, and flashy campaigns. But here’s the truth: the fastest way to double your orthodontic practice growth isn’t external—it’s internal.

In fact, according to Flint Geier of the Scheduling Institute, the practices that see breakthrough growth don’t simply market harder. They fix what’s broken inside their systems first.

In this blog, we’ll break down the three overlooked assets sitting inside your practice right now that can double your new patient flow—without spending another dollar on ads.

https://www.youtube.com/watch?v=Sam9m_VfLTg

For years, orthodontists have treated the phone as an afterthought—just a necessary piece of office equipment. But in reality, your phone is your single most valuable profit center.

Consider these numbers:

90% of new patients still call an office before scheduling.

80% of callers who don’t reach you will never leave a voicemail.

Miss 30% of calls? You just lost 30% of potential patients.

Patients decide whether to trust you in the first 60 seconds of a call.

That’s not a marketing issue. That’s a systems issue.

When staff sound rushed, when calls go unanswered, or when parents feel like an interruption—you’re literally handing patients over to competitors.

The fix? Treat your phones like a $10,000 piece of equipment. Audit answer rates, track missed calls, and most importantly—train your team to own the moment.

Your front desk team might not wear lab coats, but they hold the keys to your growth. Every new patient call is a high-value moment that determines whether someone chooses you or hangs up and calls the next orthodontist.

Here’s the reality:

Most practices underestimate their people.

Team members often “go through the motions” without realizing they are the growth engine.

Practices that win train phone skills like clinical skills.

Repetition creates confidence. Confidence builds consistency. And consistency drives new patient flow.

If you want predictable growth, train your team weekly. Role play scenarios. Make practice harder than reality. The better prepared your team is, the easier it will be when real families call.

You’re probably investing heavily to attract new patients, but are you maximizing the families already in your chairs?

Every interaction is a chance to turn patients into raving fans who can’t stop recommending you to friends, coworkers, and neighbors.

Some simple shifts include:

Call it a “welcome area,” not a “waiting room.”

Treat each patient as a person, not a case number.

Connect personally before discussing clinical details.

Create a warm, unrushed environment.

The goal isn’t just straight teeth—it’s creating an experience so positive that families can’t help but share it.

And when patients say, “Thank you, this has been amazing,” don’t just say, “No problem.” Use the moment: “We’re honored to serve families like yours. If you know anyone else who could benefit, we’d love to help them too.”

That simple line can turn gratitude into a referral.

Referrals don’t happen because of one-off campaigns. They happen in moments. That’s why your top 20 referring families are gold mines. Treat them like VIPs—send handwritten thank-you notes, offer perks, and recognize their loyalty.

When you make referrers feel special, they’ll keep sending people your way.

The mistake most orthodontists make? They pour thousands into marketing while ignoring holes in the foundation.

The right sequence is simple:

Master your phones – Answer every call like it’s worth $10,000.

Elevate your patient experience – Create moments worth sharing.

Optimize treatment presentations – Connect before you convince.

Then market – Amplify what already works.

One Invisalign provider in Tampa followed this exact system. In just six months, they doubled new patient starts and monthly collections—without a single dollar of extra ad spend.

If you’re ready to unlock the growth hiding inside your practice, start here:

Audit your phones for answer rates and conversions.

Role play weekly with your team.

Elevate every interaction into a referral moment.

Identify your top 20 referrers and treat them like gold.

The patients you want are already calling.
The team you need is already hired.
The referrers you’re chasing are already sitting in your chairs.

Your next wave of orthodontic practice growth isn’t about more marketing—it’s about fixing what’s broken inside.

Master your phones. Elevate your people. Transform your patient experience. Do this, and you’ll dominate your market while competitors keep wasting money on ads that don’t work.

Want to improve your phones and your team? Contact the Scheduling Institute today.

The post Uncover 3 Hidden Assets In Your Practice appeared first on HIP Creative.

You hire great people. You build solid systems. Yet something still feels off.

Maybe your star treatment coordinator suddenly can’t close cases because the new “foolproof” workflow confuses her. Or your front desk team starts avoiding phone calls because the seven-step process feels overwhelming.

Here’s what’s happening: you’re treating people and processes like enemies instead of dance partners.

The best practices don’t choose one over the other. They create systems that amplify what their people already do well. When you get this balance right, your team performs at their peak and patients feel the difference.

Picture your practice as a boat moving downstream. Every operational gap is a hole letting revenue pour out.

The leaks look small:

But those tiny holes add up fast. Missing just one qualified lead per day costs your practice up to $1 million annually. That’s not a typo.

Most practices try to solve this by generating more leads. That’s like pouring more water into a leaky bucket. You need to plug the holes first.

Tools like PracticeBeacon and Gaidge give you X-ray vision into your practice operations. The numbers don’t lie about where patients slip through cracks.

Track these three metrics religiously:

When one of these numbers drops, dig deeper. Check phone response times. Review follow-up procedures. Listen to how your team communicates with patients.

The data will spotlight exactly where your processes are failing your people.

Stop building processes around individual team members. Build them around roles.

When you create a system for “Sarah” instead of “treatment coordinator,” you trap your practice. Sarah leaves, and your entire workflow crumbles. Plus, the next person feels like they’re living in Sarah’s shadow.

Design role-based systems that give structure while letting personalities flourish:

The goal: systems that elevate both staff performance and patient experience.

Good systems feel invisible. Bad ones scream for attention.

Watch for these red flags:

The best systems work like bowling bumpers. They keep your team in the lane without restricting their ability to aim for strikes.

If a system feels like a grind, simplify it.

Standard Operating Procedures shouldn’t require a PhD to understand. They should provide guidance, not handholding.

Keep SOPs concise and visual:

Remember: SOPs guide decisions. They don’t replace thinking.

This distinction matters more than you think.

Quick diagnostic:

No checklist fixes a poor attitude. No system creates accountability in someone who doesn’t want it. Processes support talent; they cannot manufacture it.

When you spot a people problem, address it directly. Your team and patients deserve better than watching someone coast.

Your onboarding process predicts everything that follows.

Create a clear 90-day roadmap:

Clarity reduces overwhelm. Structure builds confidence. Both help new team members contribute faster and feel valued from day one.

Some team members light up with public recognition. Others prefer quiet appreciation. A few are driven purely by growth opportunities.

Pay attention to what energizes each person:

Tailor your recognition to match their motivation style. A handwritten note often outperforms a bonus when it hits the right person the right way.

Systems only work when they’re alive and evolving. That requires regular check-ins without suffocating your team.

Try weekly huddles where team members report on their key metrics. This shifts ownership to them. They come prepared with updates, solutions, and accountability for their numbers.

You’re not checking up on them. You’re checking in with them.

Pick one process that’s driving you crazy. Maybe it’s follow-up calls, scheduling efficiency, or case acceptance.

Ask two questions:

If either answer is no, fix it. One small improvement creates momentum for bigger changes.

Orthodontic practices don’t grow because of perfect processes. They grow because of empowered people who have clear systems supporting their success.

Stop treating people and processes like competing priorities. When you design systems that amplify human strengths while maintaining consistency, everyone wins.

Your team feels supported, not restricted. Your patients feel cared for, not processed. Your practice grows sustainably instead of chaotically.

Start small. Audit often. Always design with your people in mind. That’s how you build a practice where growth feels inevitable instead of impossible.

The post The Hard Truth About Building a Thriving Orthodontic Practice! appeared first on HIP Creative.

Ever watch a patient nod politely through your treatment presentation, then disappear forever? You’re not alone. Most orthodontic practices accept mediocre case acceptance rates as “industry standard.” Here’s the truth: your 50% conversion rate is costing you over $200,000 annually in lost revenue.

Brooke Oliphant learned this the hard way. As a treatment coordinator following rigid scripts, she hit the industry average and felt stuck. Her breakthrough came when she ditched the fill-in-the-blanks approach and started treating consultations like human conversations. The result? Conversion rates that consistently hit 80% and beyond.

Your consultation process has five hidden friction points that are killing your case acceptance. Fix these, and you’ll transform tire-kickers into committed patients.

Confidence sells. Scripts don’t.

Walk into most practices and you’ll hear treatment coordinators reciting the same rehearsed lines, word for word. The moment a patient asks something unexpected, panic sets in. They freeze, defer to the doctor, or worse, fumble through an obviously scripted response.

Here’s what’s really happening: confidence is contagious, and so is uncertainty.

When your TC loses confidence, patients feel it instantly. They start questioning your expertise before you’ve even talked about treatment. Scripts create this problem by making team members dependent on perfect conditions that rarely exist in real conversations.

Think about your best treatment coordinator. They don’t sound robotic because they’ve moved beyond scripts to frameworks. They have structure without handcuffs. They can pivot when a parent asks about payment options or when a teen shows resistance to braces.

The framework approach works like this: Know your key talking points, understand the logical flow, but speak like a human being who genuinely wants to help. When patients sense authenticity instead of a sales pitch, they lean in rather than pull back.

They already told you three times. Start listening.

Picture this scenario: A parent calls your office and explains their child needs braces. They fill out new patient paperwork detailing the same concerns. Then your treatment coordinator starts the consultation with “So, what brings you in today?”

You just told them their time isn’t valuable enough for you to prepare.

Orthodontics is an attention-to-detail business. When you ask patients to repeat information they’ve already provided, you’re signaling that precision isn’t your strong suit. Why would they trust you to move their teeth correctly if you can’t manage basic information?

Preparation demonstrates clinical competence before the clinical exam begins.

The most effective treatment coordinators read scheduling notes and review paperwork beforehand. They start consultations in the middle of a conversation, not at the beginning. Instead of “What brings you in?” try “I see from your paperwork that Sarah’s front teeth are your main concern. Tell me more about what you’ve noticed.”

This simple shift proves you’re paying attention and sets a professional tone that builds trust from minute one.

Stop saying “just” and start commanding premium fees.

One word can destroy thousands of dollars in value perception. That word is “just.”

“It’s just phase one.” “It’s just six months.” “It’s just limited treatment.”

Every time you use “just,” you’re telling patients the service isn’t significant. Then you present a $5,000 fee and wonder why they seem shocked. You’ve spent the entire consultation diminishing the value of what you’re offering.

Your internal money beliefs leak into patient conversations.

If you think orthodontic treatment is expensive, patients will sense that discomfort the moment you mention fees. Your energy changes. Your voice gets serious. You unconsciously validate their financial concerns before they even express them.

The reframe technique works better. When a patient says “I don’t like to smile,” don’t just acknowledge it. Get excited for them: “I’m so happy you’re here. Let’s get you to a place where you’re confident and excited about smiling.”

Turn their problem into your opportunity to create transformation.

If your doctor spends more than ten minutes, you have two treatment coordinators.

Here’s a scene that plays out daily: The treatment coordinator presents the case, discusses treatment options, and builds excitement. Then the doctor enters and starts over, covering the same ground with different language and potentially different recommendations.

The patient thinks: “These people don’t communicate. How can I trust them with my treatment?”

Strategic handoffs maintain momentum instead of killing it.

The treatment coordinator should introduce something specific about the patient to the doctor in front of them. “Dr. Smith, this is Sarah and her mom. Sarah plays violin and is concerned about how braces might affect her embouchure for her recital next month.”

Now the doctor has context and can build on existing conversation rather than starting fresh. The consultation maintains energy instead of losing steam through repetition.

The “parrot principle” applies here: treatment coordinators must echo their doctor’s language and treatment philosophy. When patients hear consistent messaging, they feel confident about moving forward. When they hear conflicting information, same-day decisions become impossible.

Stop sitting across the desk like you’re negotiating a car deal.

The moment you mention fees, most treatment coordinators unconsciously shift into “sales mode.” They sit straighter, speak more seriously, and create physical barriers between themselves and patients.

You’ve just turned a collaborative healthcare conversation into an adversarial transaction.

The energy shift kills conversions faster than sticker shock.

Smart treatment coordinators maintain the same friendly, helpful energy when discussing finances. They use collaborative seating arrangements and share screens or tablets so everyone can look at information together.

Instead of presenting at patients, you’re exploring options with them. The difference is subtle but powerful. “Doing it together” energy makes people feel supported rather than sold.

When patients feel like you’re on their side rather than across from them, financial conversations become problem-solving sessions instead of negotiations.

Ready to boost your case acceptance immediately? Start with these actions:

Preparation Checklist: Create a simple form for treatment coordinators to complete before every consultation. Include: reason for scheduling, specific concerns mentioned, referral source, and any special circumstances. Five minutes of prep work can increase conversion by 15 percent.

Language Audit: Record three consultations this week (with permission) and count how many times you hear “just,” “only,” or other diminishing words. Replace them with value-building language that emphasizes importance rather than minimizing it.

Physical Setup Review: Rearrange your consultation space so you can sit beside patients when reviewing treatment options and fees. If you’re stuck behind a desk, get a tablet or laptop you can turn toward them for collaborative viewing.

Most orthodontic practices plateau at average performance because they don’t recognize these consultation killers. They blame “price shoppers” or “difficult patients” instead of examining their own processes.

While your competitors stay stuck in mediocrity, you can implement these five fixes and create real competitive advantage. Patients are shopping around more than ever. The practice that makes them feel understood, valued, and confident will win their business every time.

Your consultation process is either building trust or destroying it. There’s no middle ground. Choose to build it, and watch your case acceptance rates climb toward 80 percent and beyond.

Start with preparation. Perfect your handoffs. Choose your words carefully. Your bottom line will thank you.

Want to improve your sales within your Orthodontic practice? Work with Brooke Oliphant personally to transform your practice: https://www.riseuporthocoaching.com/.

The post From 50% to 80% Case Acceptance: The TC Training Blueprint appeared first on HIP Creative.

Every orthodontic practice has blind spots. The difference between the offices that grow and those that stall often comes down to proximity—how close the doctor is to the real issues impacting the business. In this episode of the podcast, we’re joined by Nick Wangler, co-founder of Orthodontic Details, to explore why these blind spots form, how to close the gap, and why proximity is power when it comes to orthodontic practice growth.

When you stay close to your challenges, you see problems sooner, make better decisions, and turn obstacles into breakthroughs. This conversation with Nick offers practical insights and strategies you can use immediately to strengthen both your business and your leadership.

Business relationships don’t work the same way as patient relationships. Suppliers, marketing partners, and banks are not evaluating you on bracket placement or aligner precision—they care about systems, numbers, and results. Over time, your identity as “the doctor” can merge so closely with your sense of worth that acknowledging a business challenge feels like admitting clinical failure. It’s not the same thing, but it feels that way.

This distance from the business side often starts small—skipping a financial report, delegating without proper follow-up, or avoiding operational meetings. These aren’t signs of laziness; they’re signs of cognitive protection. When you’re performing complex orthodontic treatments, your brain pushes aside operational concerns to keep you focused on patient care. Unfortunately, that same protection creates gaps where small problems quietly grow.

The further you are from a problem—physically, mentally, or emotionally—the less likely you are to solve it quickly. Proximity gives you faster awareness, better data, and greater control over outcomes. When you close the distance, you can identify issues before they escalate, spot growth opportunities earlier, and make decisions based on reality rather than assumptions.

Proximity also creates momentum. When you have your finger on the pulse of your practice, you can adapt faster, keep your team aligned, and maintain a competitive edge in a changing orthodontic market. As Nick Wangler, founder of Orthodontic Details, points out, proximity isn’t about micromanaging—it’s about having the awareness to see problems early and act decisively.

The best way to close the gap is to implement systems that keep you close to the truth—without overwhelming your schedule.

Pick one area you’ve been avoiding—whether it’s reviewing your numbers, evaluating your systems, or checking in on team dynamics.

Schedule a short weekly review—just 15 minutes to assess your new patient flow, team satisfaction, and operational efficiency.

Create feedback loops—include patient surveys, team input sessions, financial reviews with your accountant, and regular check-ins with trusted advisors.

The goal is not perfection—it’s consistent proximity. The closer you are to the facts, the faster you can make changes that matter.

Proximity doesn’t just benefit you—it benefits your patients. They expect more than outstanding treatment; they want a smooth, stress-free experience from the moment they walk in until the day they finish care. Delivering that requires efficient systems, clear communication, and reliable processes.

When you apply the same precision you use for bracket placement and aligner planning to your scheduling, billing, and marketing systems, you elevate the patient experience and build a stronger reputation in your community.

One of the easiest places to gain proximity is in supply ordering. Many orthodontic practices juggle multiple vendors, deal with inconsistent pricing, and lose staff time to chasing orders. Nick Wangler and his team at Orthodontic Details solve this by consolidating suppliers into one platform, negotiating better pricing, and providing a concierge team to handle issues—so your team can focus on patient care.

Visit orthodonticdetails.com to see how they help practices nationwide gain clarity, efficiency, and peace of mind.

From blind spots to breakthroughs—the path begins with getting closer to the truth. The smaller the gap between you and your business challenges, the faster you can turn them into growth opportunities. If you want to see true orthodontic practice growth, commit to closing the distance this week. Pick one area, get closer to the facts, and watch how quickly you move from reactive to proactive.

Proximity isn’t just a leadership principle—it’s your competitive advantage.

The post From Blind Spots to Breakthroughs: How Proximity Accelerates Orthodontic Growth appeared first on HIP Creative.

The shocking statistics reveal a disturbing paradox in healthcare: 50% of physicians work beyond age 65 because they have to, despite earning in the top 1% of incomes for over 30 years. With over 400 physician suicides annually and financial stress ranking as the second leading cause of professional burnout, it’s clear that high income doesn’t guarantee financial security for doctors, orthodontists, and other healthcare professionals.

This crisis affects thousands of highly educated professionals who’ve mastered complex medical procedures but remain financially illiterate despite impressive incomes. The result? A generation of healthcare providers trapped in what experts call “golden handcuffs” – looking wealthy on paper while actually running on a dangerous financial treadmill.

Dr. Erik Nilssen, an orthopedic surgeon and financial educator, highlights a critical flaw in medical education: “I personally went to the 27th grade and I never had a class on how to invest or why to invest or what does retirement really look like.”

This educational blind spot is systematic across healthcare professions. Medical schools, dental schools, and orthodontic programs excel at teaching clinical skills but completely ignore business and financial realities. Students spend over a decade learning to treat patients but graduate without knowing how to manage wealth or build financial security.

Teresa Kuhn, a wealth strategist specializing in high-income professionals, traces this problem to its psychological roots: “We’re programmed to be consumers at a very, very young age, as opposed to thinking long term about what lifestyle do you want to live, what outcome do you want?”

The transition from broke medical student to high-income professional creates perfect conditions for financial disaster. After years of delayed gratification and accumulating massive student debt, new healthcare professionals suddenly have access to credit and income they’ve only dreamed about.

Dr. Nilssen describes the psychological trap: “You make nothing as a resident, you’re broke, you have all this debt, and then one day you get a paycheck which is more than you’ve made your entire life… and then you start buying the goods and feeling good and lifestyle creep kicks up and now you’re stuck in this system.”

The mathematics are brutal. When professionals reach their 50s and 60s wanting to retire or reduce their workload, many discover their balance sheet cannot support their lifestyle. This creates a vicious cycle where high earners feel trapped by their own success – making more money than ever but having less financial freedom due to high fixed costs.

The connection between financial stress and physician burnout isn’t coincidental – it’s systematic. Current healthcare economics create an impossible equation, as Dr. Nilssen explains: “With insurance companies dropping reimbursements, cost of practices increasing, so overheads increasing, reimbursements are going down. That mathematical equation over time doesn’t add up.”

This financial pressure contributes to an epidemic of professional burnout affecting 80-90% of physicians. The human cost is devastating: “Burnout leads to depression. And then depression leads to what? There’s over 400 physician suicides a year. That’s one a day,” states Dr. Nilssen.

Healthcare professionals often ignore biological realities that affect their earning capacity over time. Teresa Kuhn observes: “When you’re young, you do feel invincible… But physically, biologically, hormonally, it’s not true.” Risk tolerance decreases with age just when wealth-building strategies need to accelerate, creating a dangerous mismatch between financial obligations and earning capacity.

Most high-income healthcare professionals make a fundamental error: focusing exclusively on increasing income rather than optimizing their entire financial system. Dr. Nilssen uses a powerful analogy: “Imagine you have a bucket… Every one of us has a bucket and that bucket has money in it. Unfortunately most are trained to focus strictly on the inflow… They never stop to look at the holes that are coming out of the bucket.”

Those holes represent taxes, unnecessary expenses, and interest payments to outside institutions. The revelation is that professionals can often increase wealth faster by “plugging holes” than by working harder or earning more.

Teresa Kuhn reinforces this with practical mathematics: “A successful orthodontist dentist can bring home half a million dollars a year… 500,000 in 10 years is $5 million. It’s how is that $5 million allocated in a way to build the asset on the balance sheet as opposed to the $5 million going to the cars and the houses and the consumerism trap.”

High-income healthcare professionals often unknowingly serve as “pawns” in everyone else’s wealth-building game. Dr. Nilssen explains: “Think of your practice as a pie… In the center of this pie is the physician. There’s no X-rays taken unless you order it. There’s no procedures done unless you do them… So you’re the center of this whole operation where everybody’s making money off you.”

His solution involves systematic ownership: “I went one by one and said, well, instead of renting the building, maybe I can own a building. Instead of sending X rays over there, maybe I can own the X ray machine… Maybe I can own my own surgery center instead of them making all the money.”

Teresa Kuhn emphasizes building a solid foundation first: “I always use the financial pyramid. I talk about building the foundation first… You’re not going to build a house and have beautiful furniture if you don’t have a great foundation.”

For healthcare professionals, this foundation includes:

Once the foundation is solid, both experts advocate for alternative wealth-building strategies, including using cash value life insurance as a personal banking system.

Immediate Actions (Day 1): Define your actual financial goals beyond just “more money.” Write down what you want and why it matters personally.

30-Day Goal: Implement the bucket analysis – track every dollar going out for 30 days and identify the biggest “holes” in your financial system.

60-Day Goal: Find mentors outside your profession who have achieved financial independence and challenge conventional financial wisdom that isn’t working.

90-Day Goal: Choose and implement one wealth-building system – automate asset building before lifestyle spending and explore ownership opportunities.

The financial crisis among high-income healthcare professionals isn’t a failure of intelligence – it’s a failure of education, mindset, and systems. The same analytical abilities that make someone an excellent clinician can absolutely solve financial problems when applied correctly.

As Dr. Nilssen demonstrates: “I’m 51 and I’m completely debt free. I don’t have any debt at all. And I own everything… I got options and choices… and my kids have options.”

The choice is clear: remain a high-income, low-net-worth professional trapped in golden handcuffs, or become a truly wealthy individual with options, freedom, and security. The tools and knowledge exist – the question is whether you’ll apply the same intelligence that made you successful in healthcare to building lasting wealth.

Remember Dr. Nilssen’s father’s wisdom: “It’s not how much you make, it’s how much you hang on to.” Stop being trapped by your income and start building real wealth that provides true financial freedom.

The post The Secrets About Money They Never Told You In Dental School appeared first on HIP Creative.

Dental practice owners across the country are working harder than ever, with packed schedules and satisfied patients, yet many struggle with profitability problems that seem impossible to solve. Despite strong clinical skills and busy practices, too many dentists find themselves wondering where all the money went when they check their bank accounts at month-end.

The immediate assumption is always the same: “I must be overspending.” Practice owners scrutinize supply orders, negotiate with vendors, and cut expenses wherever possible. But according to Morgan Hamon, CPA and founder of EAG Dental Advisors who has worked exclusively with dental practices for over 15 years across all 50 states, this assumption is not only wrong—it’s preventing practices from solving their real problem.

The counterintuitive truth that could transform your dental practice profitability: The #1 profitability killer isn’t overspending—it’s poor collections.

Before diving into solutions, it’s crucial to understand what dental practice profitability should look like. Hamon is clear about the standards: “If it is a single doctor owner operated dental practice and it’s an established practice, 35 to 40% profit is what it should be. And that’s what we see.”

If your practice falls significantly below these benchmarks, the solution likely isn’t in the expense column—it’s in the money being left on the table every single day. Most struggling practices are losing thousands of dollars monthly not because they’re spending too much, but because they’re failing to collect what they’ve already earned.

When cash flow gets tight, there’s a predictable pattern in dental practices facing profitability problems. The owner’s first instinct is always: “Show me where I can cut costs.” This reaction makes psychological sense—cutting expenses feels controllable and immediate.

But this approach is like trying to fill a bucket with a massive hole in the bottom by pouring water slower. Practice owners address the symptom while ignoring the cause.

Hammond has witnessed this scenario hundreds of times: “The most common pitfall we see is just collection challenges. They’re just not collecting money. And the default go to answer… is always, ‘Why is my overhead high? I’m overspending. Tell me where I’m overspending.'”

The truth is devastating: when practices aren’t collecting money effectively, everything else looks like overspending. Overhead percentages appear inflated because the denominator (collected revenue) is artificially low. Owners feel financial pressure and naturally assume they need to spend less, when they actually need to collect more of what they’ve already earned.

Many dental practices are essentially running “collection-optional” businesses without realizing it. They charge for services, they bill insurance and patients, but the third critical component—actually collecting that money—becomes an afterthought.

This happens because of what Hamon calls the “trust trap.” Most dentists hire someone to handle insurance and billing, then step back with faith that this person knows what they’re doing. The staff member shows up daily, stays busy at their computer, and everyone likes them. But being busy doesn’t mean being effective.

Hamon recalls a dramatic example: “The doctor hired an insurance billing coordinator on day one, but didn’t understand the collection process well enough to properly supervise her work. For the first 90 days of operation, she essentially didn’t collect any money.”

Ninety days of providing dental services with virtually no revenue collection. The practice nearly failed before it started, surviving only by outsourcing collections until the doctor could learn the process and hire someone he could actually supervise.

“I think that whole insurance and billing can be a mystery to some doctors,” Hamon explains. “And so they’ll hire somebody to do it with a lot of faith that that person knows how to do it. That person, they show up to work, they look real busy, they’re at the computer, everybody likes them, but you know what? They’re just not doing it right.”

Sometimes collection problems aren’t dramatic—they’re death by a thousand small cuts, each seemingly insignificant but collectively devastating to the bottom line.

Hamon learned this from a client whose practice was sending excessive patient statements. Staff consistently underestimated patient portions by $20-40 per treatment. Here’s the pattern: A patient pays an estimated $180 upfront. Insurance processes the claim, revealing the patient actually owes $220. The practice sends a statement for the $40 difference.

From the patient’s perspective, they’ve already paid the substantial amount requested. When they receive a bill for $40 more, their natural reaction is: “I already paid you. What’s this about?” Most patients ignore these small balance statements.

“He said, ‘but then there’s always like, you know, 20, 30, 40 bucks, we’re short. And so we send out those statements and nobody wants to send it back,'” Hamon recalls. “I said, ‘of course they don’t. They’ve already paid you the big amount. And they see that 20 bucks, they’re going to say, I’ve already, I’ve already paid you.'”

The math is painful: If this happens with just 10 patients monthly, practices lose $200-400 per month, or $2,400-4,800 annually. Scale across a busy practice, and you’re looking at five-figure revenue losses from what seems like minor estimation problems.

Hamon’s solution is counterintuitive but effective: “Why don’t you have your staff just overestimate a little bit, collect it all and then if you have to send some patient refunds, everybody’s going to be happy about getting 20 bucks back.”

Most dental practice financial analysis focuses on a two-variable equation: revenue minus expenses equals profit. When profit is low, the assumption is expenses are too high. But Hamon has discovered a third variable that trumps both: the effectiveness of practice leadership in managing collection systems.

“I’ve come to the opinion over the years that there’s actually a third component. The biggest influencer of profit is the dentist’s effectiveness at being a business leader.”

Practices achieving consistent higher profit margins aren’t necessarily in better locations or serving wealthier demographics. They’re led by dentists who understand that clinical excellence must be paired with operational excellence, including mastering revenue collection fundamentals.

Key warning signs Hamon identifies for collection issues:

For new practices, Hamon recommends focusing on accounts receivable before profit and loss statements: “If they ask me, like in the first, you know, three, six months, what should I be focusing on? I tell them it’s not your P&L, it’s your AR.”

If practice owners recognize these scenarios, here’s Hamon’s roadmap to fixing the problem:

Week 1: Diagnostic Phase – Pull the AR aging report and calculate total outstanding receivables as a percentage of average monthly production. Anything over 200% needs immediate attention.

Week 2: Process Audit – Shadow the billing coordinator for a full day. Understand exactly how they estimate patient portions, submit insurance claims, and follow up on unpaid balances.

Week 3: System Implementation – Implement Hamon’s overestimation strategy for patient portions. Train staff to collect slightly more upfront rather than chasing small balances later.

Week 4: Monitoring Setup – Establish monthly AR review meetings with specific metrics: total AR, percentage over 90 days, and average days to payment for insurance claims.

The next time practice owners wonder where all the money went, they should resist the urge to immediately cut expenses. Instead, pull the accounts receivable report and ask: “Are we actually collecting the money we’ve already earned?”

This perspective shift can be transformative. Instead of operating from a scarcity mindset focused on spending less, practices can operate from an abundance mindset focused on collecting what’s rightfully theirs.

Hamon’s fundamental business rule is simple: “When you own a business, any business, you have to charge, bill and collect. Two out of three doesn’t cut it.”

The money you’re looking for might already be sitting in your computer—it just needs to be collected. Because the best business strategy isn’t earning more or spending less. It’s collecting what’s already been earned.

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