Maximize The Value of Your Dental Practice Today! | Schedule Consultation

Episode 146 – Motivate Your Dental Team by Actively Listening with Deni Hall

“With Active Listening I have to put my own agenda aside and listen to what they want and need. If I can do that, then I can motivate someone.” -Deni Hall

Ask yourself this: Do I understand my people at a level that is deeper than the surface? Am I judgemental when they do share what matters?

In the fall, we were talking to a doctor who was describing the struggles he had with rewarding this team. “I take my team on these amazing trips to Mexico and the Caribbean and all I hear while we’re there is ‘I wish I wasn’t here.’” That’s certainly not what you want to hear from your team after buying tickets, planning a trip, and giving everyone time off! 

So we asked him, “Well, have you asked your team what’s important to them?” There was a disconnect between what was important to the doctor and what is important to his team. 

Another doctor we work with in Germany asked his team what was important to them. They unanimously said electric bikes would make their commute to work easier. It had never entered his mind to offer that to them! So he set goals for his team, they met them, and he purchased electric bikes for everyone. 

We love to make your lives easier! Which is why we are so excited to continue the discussion on goal setting with Deni Hall, Director of Client Success at Productive Dentist Academy, as we take a look at how to use Active Listening to understand how to motivate your team, including: 

  • Adding emotion to goals
  • Using Active Listening to understand what your team really wants
  • Tips for getting your team into conversation (Hint: silence is your friend!)

EPISODE TRANSCRIPT

Regan
Welcome to the everyday practices Podcast. I’m Regan Robertson, and my co-host, Dr. Chad Johnson and I are on a mission to share the stories of everyday dentists who generate extraordinary results using practical proven methods you can take right into your own dental practice, if you’re ready to elevate patient care and produce results that are anything but ordinary, buckle up and listen in.

And, Deni, what are some ways that we can so there’s, there’s audio and there’s smell? What are some additional ways that you’ve known to kind of anchor in? And then how do you translate that to a team setting? So as a leader, you’ve got kind of your goals set up, and then for Chad’s case, you know, how do you translate that over into the team focus so that they too can anchor in?

Deni Hall
Well, I think you teach them these concepts. You know, I think that’s the most important part. I mean, what better gift could you give to someone than to teach them the concepts behind goal setting and why they work? That would be number one, I think number two, is that you know, what gets rewarded gets repeated. So if I set up some sort of a reward, and you’d be shocked how little it has to be, to get there, but some sort of a roar, it could be a team lunch, it could be, you know, a could be as large as a team trip. I remember, we were in the foundation’s class one time and someone said in the foundation’s class, I take my team on these amazing trips to Mexico and to the Caribbean, and all I hear while I’m there is I wish I wasn’t here and my comment to the doctor was well have you asked them? What’s important to them? Like, why would you know if the Caribbean isn’t important to them? You might need the goal by chance, but what’s important to them, and it might be different for every single person. But if it’s the week, I think the motivation? Go ahead, Chad?

Dr. Chad Johnson
No, you’re right, I was just agreeing that it would be different for everyone and that can be frustrating. But at the same time, you have to acknowledge it.

Deni Hall
I had a fun conversation with a doctor in Germany one day and I asked him, you know, how did you determine how you were he had gone to our foundations class and he called us because he was so excited. He finished the foundations class and he applied what he had learned and he came back to us and he said, I increase my business by threefold and now I have a different problem that I need to talk to you about. Because now he doesn’t have enough staff to handle threefold the business. But I said how did you motivate them? He said I asked them, he said, you know that transportation in Germany is a big issue and that the problem with it is that people don’t own cars and traffic has gotten very bad and people have to walk to work or run to work and he asked them what would make your life simpler and they said electric bikes, which had never entered his mind that an electric bike would motivate them and so he set individual goals for everybody on the team, those goals wrapped up into his overarching goal and what he said was 100% of the people met their goal, and he bought each of them an electric bike and he said I’ve never had a happier staff than this staff. Because I solved the problem for them. It wasn’t my wishes, or what I thought was important. It was what they determined was important. He said they parked bikes at the office if they were not going to use them. But other than that, they’ve got those bikes, and they can ride them all over town, and it makes their life so much easier. So I think setting goals is one thing, but the motivation to achieve has to be there as well.

Regan
And if I hear you correctly, you’re saying that motivation, going back to what you said earlier was adding emotion to those goals, helps kind of put that foundation in that keeps them going and driving and moving forward towards that goal. So this real sort of transfers into active listening, which we want to do a special two-part episode on for your time together because you have to really be a great listener to understand what goals are important to your team. So you have to really understand that before going into the reward sequence. Right?

Deni Hall
Absolutely. You know, I have to be able to ask the right questions that get the right get my people to be talking to me about the things that are important to them. I can remember once, I was always bringing gift cards into my offices when I had several offices that I was supervising and I would just, you know when I saw someone doing something, right, doing the One Minute Manager thing, I’d see them doing something, right and I’d hand them a gift card and I didn’t always get the results that I thought I was going to get from them. So one day, I had the I had I got all of my dental assistants together, I put them in one room and I said, Okay, well, let’s talk about this. You know, what, what can I give you that would be meaningful to you know, what’s meaningful to me and it was amazing over-arcing, it was about a 95% to 5% vote, that what they really wanted was a grocery store gift card and I kept giving them Kohl’s or I’d give them you know, a Costco gift. I gave them all kinds of gift cards, but it was never about groceries and when I asked them, why that was important to them, it brought me clear all the way back to Maslow’s hierarchy of needs, that what they really needed to do was to be able to feed their families and that was what was important to them and from then on, I always had, you know, a grocery store gift card that I would give out and I think that’s the part of activating listening, I have to put my own agenda aside and I have to listen to what they want and what they need and that’s the most important piece and if I, if I will do that, I can motivate someone and if I break motivation, I have a definition for motivation, and motivation equals intermittent recognition, for achievement and if I set the goal, that gives me the opportunity to give my people intermittent recognition for achievement. So as they’re on the way to the big kahuna, they’re taking small steps to make it towards the big goal, I get these opportunities to recognize that achievement and if I continue to focus on recognizing that achievement, I drive my people to high motivation and what I end up with in the end is a high-performing team that doesn’t miss their goals, that wants to be at work that loves being with people who are high performing. So it all ties together the active listening, the goal setting, being able to plan those goals out and be able to tie it all back in together with a little bit of motivation.

Regan
Any it takes a lot, I think to get people to trust any leader and just kind of admit, because like what really matters to them. I know that that means being in a relationship, as Bruce would say, you know, always staying in the relationship and knowing that person, are there any tips that you can give? Because on the outset, it’s you know, what do you want for appreciation? And the answer may be Oh, nothing or you know, I don’t know if I really want to share with you what’s really important. How do you get them into a conversation so that they can really reveal what truly does matter? To them? What would be really appreciated?

Deni Hall
Well, this is definitely where the action the where the active listening comes in. Because you have to ask the right question and you have to say to someone, it might be a question like, for instance, you know, I’ve noticed when I bring in gift cards, you guys are appreciative and I love that. But I don’t always see it in your eyes and I don’t always see it in your heart that I’m doing the right thing. Can you tell me what the right thing is? And you leave that you let the silence do the heavy lifting, you just let it be silent for a minute, and then you allow that group to think about it for a moment. The first answer that comes out of their mouth is probably not going to be the true answer and your job as an active listener, is to listen to what they just said and then dive a little deeper, you know, ask a follow-up question. Continue to ask them, you know what’s really important to you. Because my job here is to make you happy and satisfied with your job and part of that job means motivation and if I’m not doing the right thing, I hope you will come to me and tell me what’s important to you and I think you said it really clearly Regan is that it’s about the relationship I’ve built with my people. Do I understand my people at a level that is deeper than the surface? And am I judgmental when I do hear what they’re saying? You know, for me, a grocery store gift card wouldn’t be that exciting. I’d probably rather have a massage. But to them that boring concept. If I gave them a massage gift card doesn’t mean a bit to them. It won’t motivate them to higher performance. But if I gave them a grocery store card because that’s where they’re at, if I’m meeting them where they’re at, the grocery store cards will motivate them to higher performance and so it all really starts with that activity. listening skill of how do I actually listen to my people,

Dr. Chad Johnson
you know what else is interesting about that is, is a grocery cart is fungible. Now all of a sudden, they can use that money for whatever they want, which actually might be more fun or important to them, but they, you know, they have to buy groceries, but they’ll, you know, they’ll buy the massage for themselves, if they have enough money or something like that, or they’ll buy the massage, and then put themselves in jeopardy of being able to buy the groceries, right, we all have wants and needs that are in battle, but you buy them the staple, and then all of a sudden that transfers into money that they’ll certainly be able to use towards that, that now they’re there. They have to money becomes elective money.

Deni Hall
Oh, my gosh, she said that. So well. I can remember I had a, I had a GA once and I did, she had done something really extraordinary and really out of the realm of what was expected of her and I handed her $100 Grocery card and her response to me was, you have no idea how this impacted my family because we have no money for groceries this month and when you talk about adding emotion, to goal setting, here’s where the rubber meets the road. Like the emotion, I bawled my eyes out, she was crying, and together, I was just like, the appreciation was like flowing out of me like crazy. But when it’s right, you’ll feel that connection with your people and that’s the most amazing feeling of all.

Regan
How would you recommend this in this type of conversation, I’m putting Chad on the chopping block because I just love to do that. I know, for I know, for me, I mean, I know for me with it with my team in particular, like getting to know them and what’s really important to them, like in their life, you know, term goals. So we’re not in a dental practice. In fact, we work remotely together with each other. So there’s, you know, a little bit of wiggle room, you know, with their goals, they may be a little bit different than an in-office setting, but what would you recommend? What type of format like even so Chad’s gonna go in and talk to his team and have one of these conversations? Is it? How do you scrape past that surface? You kind of touched on it a little bit, like you said, make sure you stay in the conversation with them and dig a little bit deeper? Is it just as simple as that? You’re just saying, you know, tell me more and then let the silence go? Are there other tips on how he can practice it and kind of get have a higher chance of success at getting to that deeper level of conversation?

Deni Hall
I think it kind of goes back to a Kaizen principle about you know, continuous improvement. It’s really about five why’s but I don’t ask why questions, because why questions, put people on the defense. But I’m thinking that in the back of my mind that I probably have to go down three to five levels before I’m going to get the real answer and so I have to hold myself in the position of being very uncomfortable of asking kind of these, what might feel like drilling questions to someone else, to really get to their why? Because they’re not going to tell you the first time out because it’s embarrassing for them or because they think you might judge them. There’s a whole lot of stuff that goes on in the head that actually stops them from actually telling you that the more you sit there for a minute, and you listen to what they just said, and you respond to what they just said and you hold yourself accountable for sticking in the conversation long enough, you will get to their why. Just like we talked about in everything that PDA talks about, you know, the why is where it’s at. You know, and it was I use I have an I have someone who reports to me that is really struggling with daycare right now and I tell you I woke up at night going I have to figure out something that will help motivate him. This is something that’s on his mind all day long and it’s a struggle, but I have to be paying attention every minute. Regan, it can’t be me just once in a while deciding I’m going to listen because all of the clues come from a lot of different places. They don’t come from my conversation necessarily with that person. But they come from other conversations and so it’s total attention to that. About do I really care about my people? And do I want to motivate them to be the highest performing team that I can? Or am I just gonna, you know, put a bandaid on it and move through it.

Regan
Chad how does that compare to your week in practice? How much time do you think you dedicate towards each like connecting with each team member each

Dr. Chad Johnson
week? Oh, hardly. But I mean, you know, like when we talk about About this, I get, I get the idea of conceptually and then the pragmatic answer, like sometimes I just go, man, there’s just also a disconnect of through the week, how many voices are competing for my attention verbally or not? emails, texts, patients, employees, patients, family members, you know, the stuff getting sent out and stuff coming in the lab that you know, and so, you know, just saying, hey, why don’t you take a special moment for an employee? It’s just like, man, yeah, that, that’d be neat. But I, so the trouble is, you get done with a week and you go, how many special moments did you have? And it’s just like, three, I yell, and they’re like, what were the three? Okay, zero?

Regan
Well, I asked, I asked you, and I thank you for sharing because that has been one of one area where I will fail is when I don’t a lot that time and it’s because I think I’m serving the higher good of the company towards the goals that I’ve defined. So I think I’m going going going the team is fine. The team is fine. They don’t you know, why did they don’t need me, that’s what I think they’re fine. They don’t need me. But if I fail to check-in if I fail to take a temperature even to understand where their why may be coming from it, we suffer, like suffer jointly as a group, we suffer and I think that that has been a huge lesson for me, in my own leadership journey, is I know, we talk a lot chat about slowing down and backing up and going back to basics, but I think it’s something that I don’t think we do plan really out in the forecast. How many connections are we gonna make with our team? And how many team members do you have Chad?

Dr. Chad Johnson
You know, are 13 Oh, okay. Yeah, so

Regan
you and I kind of have a similar balance of people that we will be engaging with and talking with throughout the year. So

Dr. Chad Johnson
so as a guy, I mean, you listen, half of the dentists right now, age, probably about 50 and under are female, and half of them are male and even though that historically was different, a lot of schools, you know, these days, it’s 5050 and so, I call me, you know, gender bias on this, but I think guys might have a difficult time with this, I’m not going to say always, but you know, like, I’m one of them that prototype might find it tougher to connect with female employees and acknowledging that difference there, there is kind of a difference in how I can connect. Now you can overcome that. But I’m just saying inherently, there’s a there is a communication barrier that comes to both ways, you know, from the employee to you and from you to them and so I don’t know what you’d call that societally, socially, you know, whatever. That also becomes a challenge. You know,

Regan
I think I think regardless of gender, I see that though, and I totally acknowledge that completely. I think, either way, it can happen either way. That it can be a challenge and I mean, I guess editorially speaking, I’ve heard, I’ve also heard female dentists have that problem with communication. But by and large, I tend to hear the males, they like they will say that they have the hardest time kind of connecting like that and Denny, my question is for you, I’m going to take it, I’m going to take it the strategy of it’s like a bike, and you just have to get on and you have to write it, and you have to practice it and fall over a few times. I like, I’ve never asked this on a podcast before ever, but Well, how would you coach us, Denny? Because I know that it works and I know that you’ve coached myself, you know, like our leadership team on it. So I know that it really does work and how would we work that in? So we’ve got 13 team members each? Do we schedule like once a week with everybody and try to get to that? Is it is it necessary? Is that a once a month like what should we do?

Deni Hall
You know, I love that because it circles all the way back to the beginning of the conversation where we were talking about planning and goal setting. So if I plan it in my schedule, or for me, I don’t necessarily plan it but I think about my people at the beginning of the day and I jot their names down at the top of my calendar, and as I have five or 10 minutes I just call them up because we’re very remote so a lot more difficult because I’m not in the office with them but if I heard something on a big conference call or I heard something during a huddle that I thought you know what, I can connect with them on that I jotted in my calendar and I’m telling you if you don’t keep a calendar of these kinds of things, you know you miss the opportunities but I Just jot it in my calendar. I have trouble connecting with one person on my team because she’s busy. I’m busy. We just don’t connect and one of the things that she does is she exercises a lot and so this week, I said, you know, what, could you be my exercise coach? Could you hold me accountable and get me into a disciplined routine about exercise. So we go, Well, that doesn’t have anything to do with work. But I can tell you our call today was highly connective. He was doing what she knows how to do and she was helping me and I made the time for her, it was only 15 minutes. But I put it on my calendar so that her name was at the top, but on Sunday afternoons, I sit down, and I write the number of the people that I really want to connect with on a deep level and it’s not everybody on my team, because that can’t, you know, that can’t happen. But I would say that just picking two or three or four of your people, and maybe 10% or 12% of your people each week to really connect with is critical. So, you know, it’s about planning, is it important to you that your people are high performers? Are you struggling with turnover? If you’re struggling with those things, then this has to be a high priority for you, you put it on your calendar, and you go, I’m going to connect with these three people this week and I’m going to have a conversation with them and I’m really going to listen, I’m going to have eye contact with them. I’m going to be it’s going to be important to me.

Dr. Chad Johnson
Yeah, what I hear is, calendar saves the day, Google calendar for the win, put it into your calendar and if I had to modify that for dentists, when, because why one thing that I’m thinking is, oh, when I have a free five minutes, that’s not during your clinical day. So scheduling that into your clinical day, is going to be setting yourself up for failure, in my opinion, if other people can make that work good for them. But I’m just saying, if when I hear how can I make this happen, it’s not going to be me putting it in at 11 am on any given day weekday, because I’m not going to have an extra five minutes. So it needs to be when I’m done and that reminds me, you know, on my calendar each Thursday night, I have down, you know, call and text patients check in from this week and it’s a dedicated time to be like, oh, yeah, you know, it actually makes me stumble across it and be like, oh, yeah, I need to write them. I can’t leave a Thursday night already. But to do the same. I used to until I was busy, you know, with a couple of new practices and stuff like that I have on my schedule, where once a week rotating, I had a one on one lunch with each employee and we did that until we were working three offices, and that just wasn’t going to work. So that’s right, I

Regan
forgot about that. But I remembered that that was a big goal of yours was to have lunches with everyone connect and spend time with a big agenda

Dr. Chad Johnson
to maybe five minutes worth of agenda and then that or to you know, it wasn’t that big of an agenda on my part. But it was just to connect and relationships built. Yeah, yeah. That was the rest of it.

Regan
So can you put that back into your schedule? Again?

Dr. Chad Johnson
I think by April, we’ll be able to do that a lot better. Yep.

Regan
I love that idea.

Dr. Chad Johnson
I’m not that far out. We’re reconstructing our meeting schedule, and everything like that and I foresee us being able to make that work better. Yeah,

Regan
yeah, I’m gonna piggyback on that one. I’m gonna like, I’m gonna join that. I think that’s a great goal. Thanks, Deni.

Deni Hall
Lately, you know, I do think it is, you know, in me, and I don’t schedule it on my schedule, but it’s at the top of the page on my calendar, and every day I look at it, just like the goal. You know, I see it every day and I go where, where can I find an opportunity to do that? Like, what’s important to that person? How can I connect with them on a different level? So just seeing it on your calendar doesn’t have to be in the calendar at a specific time, just their notes, you know, just their names jotted at the top of, of a paper or on a post-it notes on your desk or something where you see it frequently. Then your brain is out there surveying for opportunities to connect with them.

Regan
It’s really fantastic. What good information for our listeners as we head into the second month of 2022. Thank you, Deni for being our guest today. Chad, any other questions you have?

Dr. Chad Johnson
Yeah, I just have a closing story. You’ll get a kick out of this, Deni. All right. So talking about active listening and how putting a message out can have more impact than you ever realized. Are you ready?

Unknown Speaker
I’m ready. You probably aren’t.

Dr. Chad Johnson
So listen to this. This is crazy so the Tom Green show in the late 90s, okay it’s an MTV show and I’m trying to think if I was in high school or college at the time, but

Regan
because we’re the same age, you know, we’re on the cusp because I’ve watched it.

Dr. Chad Johnson
So he had his best buddy On the show Glen humped Nick, and they, they’re both Canadians and so there he’s shooting the show in New York City on Time Square and he puts up Glenn’s phone number, but he has the things like Vanna White flipped around backward and he says, Every time you don’t do what I tell you to do, I’m gonna flip this, you know, another number on your home, like your personal cell phone number, you know, and I’m gonna flip it over and if you don’t do what I tell you to do, or if you make me angry or something like that, Glenn, I’m going to flip the phone number over. Well, what he didn’t realize was, you know, they’re shooting the show over Time Square, the phone number was, was flipped over upside-down backward shooting out towards Time Square, so anyone in Time Square could look upside down. They saw the whole phone number before they had even flipped it. He was receiving 1000s of messages and so it’s just a silly start, but I just I always got a kick out of that that Tom Green on the next episode said, Well, we didn’t think that exactly through the best because now 1000s of people know Glenn’s phone number. Hey Glen, how many phone calls did you get last night he starts swearing him out and he’s like You jerk I can’t believe that’s what happened and but nonetheless it kind of loosely ties in as a funny closing story that you know, when when you put out a message or a goal how that can be you know how it can quickly take off your intention even more than you ever anticipated. There was no way that Tom Green anticipated to do that to his buddy that in one week you know he not even flipped over one number and it was going to show to the whole crowd so silly story but Tom Green show and this kind of reminded me somehow some weird way of that. So Reagan, did you ever watch that Tom Green show? No. particular one,

Regan
that particular episode, but yes. Oh my gosh, I was a huge Tom Green fan. I thought he was just such a great dork. It’s really funny. Right? We

Dr. Chad Johnson
get Tom Green on our show. Okay, let’s do it. Would that be a quagmire? Deni, thanks again for joining us today.

Deni Hall
Absolutely. Thank you for inviting me.

Regan
Thank you for listening to another episode of the Everyday Practices Podcast. Chad and I are here every week. Thanks to our community of listeners just like you and we’d love your help. It would mean the world if you can help spread the word by sharing this episode with a fellow dentist and leave us a review on iTunes or Spotify. Do you have an extraordinary story you’d like to share or feedback on how we can make this podcast even more awesome? Drop us an email at podcast@productivedentist.com and don’t forget to check out our other podcasts from Productive Dentist Academy at https://productivedentist.com/podcasts/the-productive-dentist-podcast/. See you next week.

Menu
Need help?
Accessibility
Accessibility Options
Accessibility On Our Website

We are committed to continuously improving access to our goods and services by individuals with disabilities. If you are unable to use any aspect of this website because of a disability, please call (800) 757-6077 and we will provide you with prompt personalized assistance.

If you have trouble seeing web pages, the US Social Security Administration offers these tips for optimizing your computer and browser to improve your online experience.

If you are looking for mouse and keyboard alternatives, speech recognition software such as Dragon Naturally Speaking may help you navigate web pages and online services. This software allows the user to move focus around a web page or application screen through voice controls.

If you are deaf or hard of hearing, there are several accessibility features available to you.

Closed Captioning
Closed captioning provides a transcript for the audio track of a video presentation that is synchronized with the video and audio tracks. Captions are generally visually displayed over the video, which benefits people who are deaf and hard of hearing, and anyone who cannot hear the audio due to noisy environments. Most of our website’s video content includes automated captions. Learn how to turn captioning on and off in YouTube.

Volume Controls
Your computer, tablet, or mobile device has volume control features. Each video and audio service has its own additional volume controls. Try adjusting both your device’s volume controls and your media players’ volume controls to optimize your listening experience.

Read More About Accessibility and Why It Matters

Appointments
Need help?

Oops! We could not locate your form.

Do not include sensitive personal, financial, or other confidential information (Social Security, account number, login, passwords, etc.). This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Helpful Resources

Below are links you may find helpful when scheduling an appointment with us.

Notifications
Podcasts

Episode 201 – Requested Replay: Setting Expectations for Your Team

“I struggled with setting expectations without being a prima donna...

Episode 201 – Requested Replay: Setting Expectations for Your Team (featured image)

Episode 227 – Big Hairy Audacious Goals

“How can you challenge yourself, and how can you commit to it so...

Episode 227 – Big Hairy Audacious Goals (featured image)

Episode 104 – Requested Replay: Why Team Members Leave

“68% of your employees leave because they didn’t get along with...

Episode 104 – Requested Replay: Why Team Members Leave (featured image)
In the Press

I’ve Arrived: From $100 in the Bank to Generational Wealth in Less Than 3 Years.

from Dental Entrepreneur – Winter 2023 By Dr. Maggie Augustyn...

I’ve Arrived: From $100 in the Bank to Generational Wealth in Less Than 3 Years. (featured image)
From Our Blog

Investment Grade Practice™ News – February 2024

Dear Doctor, This year marks the 20th anniversary of Productive...

Investment Grade Practice™ News – February 2024 (featured image)
Follow Us On Social Media

Facebook

Stay informed on updates and upcoming events from our office.

LinkedIn

Connect and learn more about Productive Dentist Academy.

YouTube

Subscribe to our YouTube channel.

Instagram

View fun photos and follow our team on Instagram.

Your Privacy
Privacy Policy

This privacy notice discloses our privacy practices and the use of Google Analytics 4(GA4), an analytic advertising feature. This privacy notice applies solely to information collected by this website and the GA4 platform. It will notify you of the following:

  1. What personally identifiable information is collected from you through the website and GA4 platform, how it is used, and with whom it may be shared.
  2. The choices available to you regarding the use of your data.
  3. The security procedures in place to protect the misuse of your information.
  4. How you can correct any inaccuracies in the information.

Information Collection, Use, and Sharing

We only have access to/collect information that you voluntarily give us via email or other direct contact from you. We will not sell or rent this information to anyone.

We will use your information to respond to you, regarding the reason you contacted us. Unless you ask us not to, we may contact you via email in the future to tell you about specials, new products or services, or changes to this privacy policy.

While Productive Dentist Academy is the primary data controller, Google, in the context of providing Google Analytics service, acts as a data processor. We use Google Analytics 4, a widely recognized web analytics service provided by Google, Inc., to track user interactions and gather data for advertising purposes. As a third-party vendor, Google Analytics operates independently and maintains its own privacy policy, which can be found at https://policies.google.com/privacy. We carefully select our third-party vendors for their commitment to user privacy and adherence to data protection standards. As part of our ongoing commitment to your privacy, we implement measures to ensure that services like GA4 comply with our high standards of data protection.

GA4 collects certain personally identifiable information from you as you interact with our website. This information includes but is not limited to your device ID, IP address, and geographic location. The information collected through GA4 is used to analyze user behavior, optimize our website’s performance, and tailor our content to better serve your needs. This data is compiled and anonymized, ensuring that it cannot be linked back to individual users.

Please note that GA4 may share the information collected with Google and other third-party service providers to enable data processing and reporting on website usage. However, we will not sell, rent, or share your information, especially your personally identifiable information, with any third party outside of our organization.

Your Access to and Control Over Information

You have certain rights regarding the data collected by GA4. You have the right to do the following at any time by contacting us via the email address or phone number given on our website:

  • See what data we have about you, if any.
  • Have us delete any data we have about you.
  • Express any concern you have about our use of your data.

In addition to opting out of any future communications from us at any time, you may also opt out of the GA4 feature if you so choose. You can opt out of the GA4 Advertising Features we use through Ads Settings, Ad Settings for mobile apps, or through the NAI’s. This link points to Google Analytics’ currently available opt-outs for the web https://tools.google.com/dlpage/gaoptout/ 

Security

We take precautions to protect your information. When you submit sensitive information via the website, your information is protected both online and offline. GA4 also follows industry best practices to protect your data both online and offline.

To ensure data protection while we are using GA4, we are implementing additional security measures that include and are not limited to:

  • limiting data access, 
  • using secure protocols, 
  • managing data sharing with Google

Wherever we collect sensitive information (such as credit card data), that information is encrypted and transmitted to us in a secure way. You can verify this by looking for a lock icon in the address bar and looking for “https” at the beginning of the address of the Web page.

While we use encryption to protect sensitive information transmitted online, we also protect your information offline. Only employees who need the information to perform a specific job (for example, billing or customer service) are granted access to personally identifiable information. The computers/servers in which we store personally identifiable information are kept in a secure environment.

Contact Us

If you have any concerns about the use of GA4 or believe that we are not abiding by this privacy policy, please contact us immediately. We are committed to addressing any privacy-related issues promptly and transparently.

By using our website and consenting to the use of GA4, you acknowledge and agree to the data collection and processing practices described in this notice. For more information about GA4 and its privacy practices, please review Google’s Privacy Policy on this link https://policies.google.com/privacy.

If you feel that we are not abiding by this privacy policy, you should contact us immediately.

Read More About Our Privacy Policy and Why It Matters

Terms of Service
Terms of Service

Entering this site or the links accessible through this site, you agree to be bound by this agreement. The information and the resources contained on and accessible through this site are made available by Productive Dentist Academy and/or its suppliers and vendors, and are subject to your agreement to their terms and conditions.

All contents copyright (c) Productive Dentist Academy

All rights reserved, Productive Dentist Academy makes this website available to all users for the sole purpose of providing educational information on health-related issues.

The accuracy of website, information, and resources identified are not warranted or guaranteed, or intended to be a substitute for professional health advice, to contradict health advice given, or for health care of any kind.

Your use of this website indicates your agreement to be bound by the Terms of Use and you expressly agree to be bound to the foregoing terms and conditions.

All materials on this website, including the site’s design, layout, and organization, are owned and copyrighted by Productive Dentist Academy, or its suppliers or vendors, and are protected by U.S. and international copyrights.

Material on this site may be used for personal use only. Commercial use of any sort is strictly prohibited.

Use of Resources & Information
This site may not be used as a supplement or alternative for health care, and is not intended and does not warrant or guarantee the quality or quantity of any services of any of the advertisers identified; further, the information provided is merely for educational purposes, and its accuracy is not guaranteed. Do not use this site as a substitute for health care. Please consult with your doctor or other health care provider regarding any health questions you may have. This site may not be used for health diagnosis or treatment. Do not use this site to disregard any health advice, nor to delay seeking health advice, because of something you read or see in this site.

You understand and agree that neither Productive Dentist Academy nor its suppliers or vendors or linked domain names are responsible or liable for any claim, loss, or damage of any kind, directly or indirectly resulting from your use of this site or the information or the resources contained on or accessible through it.

Productive Dentist Academy expressly disclaims any implied warranty or representation about the information or accuracy, relevance, completeness, timeliness or appropriateness for any particular purpose of any kind. Your use of this site is also subject to all additional disclaimers that may appear throughout the site.

Other Internet Sites Links
This site also includes links to other internet sites created and maintained by Productive Dentist Academy’s suppliers, vendors, affiliates, or subscribers. Be aware that Productive Dentist Academy does not control, makes no guarantees about, and disclaims any express or implied representations or warranties about the accuracy, relevance, completeness, timeliness or appropriateness for a particular purpose of the information or the resources contained on these or any other internet sites.

Further, the inclusion of these links is merely for your convenience and is not intended and does not reflect Productive Dentist Academy’s opinion on the accuracy or the importance of these other sites; further, Productive Dentist Academy does not endorse in any manner any of the views expressed in, or products or services offered by these other sites. All information in any site by Productive Dentist Academy, or associated or linked site, is extracted, read, used, or relied upon by you at your own risk.

Disclaimer of Warranty
Productive Dentist Academy and its suppliers and vendors disclaim all express or implied representations or warranties regarding the information, services, products, materials, and any other resources contained on or accessible through this site, including without limitation any implied warranties of merchantability or fitness for a particular purpose. All information provided by Productive Dentist Academy is made available “as is” and “as available” without warranty of any kind, or any express or implied promise, including, by way of example, its continuing availability.

Limitation of Liability
With respect to products, goods, or services purchased from any entity identified, listed, named or contacted through Productive Dentist Academy’s website, or any links to Productive Dentist Academy’s website, to the maximum extent permitted by applicable law, in no event shall Productive Dentist Academy or its suppliers or vendors be liable for any direct, indirect, special, punitive, incidental, exemplary, contractual, or consequential damages, or any damages whatsoever of any kind, resulting from any loss, which by way of example, includes loss of use, loss of data, loss of profits, business interruption, litigation, or any other pecuniary loss, whether based on breach of contract, tort (including negligence), product liability, or otherwise, arising out of or in any way connected with the use or performance of this site, with the delay or inability to use this site, or with the provision of or failure to make available any information, services, products, materials, or other resources contained on or accessible through this site, even if advised of the possibility of such damages.

You acknowledge and agree that the limitations set forth above are elements of this agreement, and that this site would not be provided to you absent such limitations.

Indemnification
You agree to indemnify, defend, and hold harmless Productive Dentist Academy and its suppliers and vendors from any liability, loss, claim, and expense (including reasonable attorneys’ fees) related to your violation of this agreement or use of this site in any manner. Your use of this site shall constitute your acceptance of the terms of this Agreement, as revised and modified, if any, each time you access this site. Productive Dentist Academy may modify this agreement at any time, and such modifications shall be effective immediately upon posting of the modified agreement.

Miscellaneous
Productive Dentist Academy’s failure to insist upon strict enforcement of any provision(s) of this agreement shall not be construed as a waiver of any provision or right.

This agreement and the resolution of any dispute related to this agreement or this site shall be governed by and construed in accordance with the laws of the State of Washington, without giving effect to any principles or conflicts of law. Any legal action or proceeding between Productive Dentist Academy or its links, suppliers or vendors and you related to this agreement or this site shall be brought exclusively in a state or federal court of competent jurisdiction sitting in Skagit County, Washington.

Copyright
All materials on this website, including the site’s design, layout, and organization, are owned and copyrighted by Productive Dentist Academy or its suppliers or vendors, and are protected by U.S. and international copyrights.

Links
This site contains links to other sites. Productive Dentist Academy is not responsible for the privacy practices of other sites that are linked to us.

Questions
Should you have any questions or concerns regarding Productive Dentist Academy’s Privacy Policy and Terms of Use, please contact us.

Read More About Our Terms of Service and Why It Matters

Search
Search the Website

Use keywords in the search box below to find what you're looking for.

Go to the Top of the Page