Episode 59 – Hire the People Who Believe In You

“My office manager is my right hand, she is someone I can 100% rely on to understand the vision of the practice and drive to that.” 
~Dr. Clint Euse

Hire the people who believe in you. 

That might sound daunting, especially right now when there’s a shortage of employees in the dental industry, but if you’re building an Investment Grade Practice, you must surround yourself with the people who will help drive your business to your goal. 

So how do you attract them?

In the last episode of the Investment Grade Practices Podcast, Drs. Clint and Kelly Euse talked about their Core Values of family, respect, and fun. Those Core Values that helped them stay on track for building a life and business they love also attracted like-minded people who believe in those same things. 

Like I said last week, Drs. Clint and Kelly are shining examples of what it means to run an Investment Grade PracticeTM. – building a life you love today, while having an eye to the future. 

So join us now as we conclude our conversation about building your Investment Grade PracticeTM, including:

  • How to leverage your Core Values when hiring your team
  • The importance of building a culture where your team feels like they are part of something bigger
  • Bonus: I unpack a few key takeaways from my conversation with Drs. Clint and Kelly


Victoria Peterson 1:29
Dr. Victoria Peterson here and welcome back to Investment Grade Practices Podcast. You may remember in our last episode, we were chatting with doctors Clint and Kelly Euse, about their vision and core values and how that drove the creation of their Investment Great Practice. Today, as promised, I’m bringing you the second half of my conversation with them, where we dig into how they use those core values to attract and hire the people who not only understand but are committed to implementing, at a high level, the vision of that Investment-Grade Practice, I’m also switching it up a bit and adding my deeper dive at the end of this episode. These are really key foundational topics. So I have a few things I want to share with you, as you contemplate how you will craft your own Investment-Grade Practice. Let’s get started.

Dr. Client Euse 2:09
You know, under the your, with a goal, of not impacting our current lifestyle and flexibility that we that we’ve come to enjoy and that we build upon. So that’s yeah, that’s where we’re at

Dr. Kelly Euse 2:22
In our team and we have a lot of not anything else that works in the office and you know, anybody has a life outside of the office, right, and we have the word family and you have your own family and they love having that extra day with their family and I want to respect that.

Victoria Peterson 2:40
I think that your core values are at the heart of your success and at the heart of your management style. Is there anything that you would share with other doctors, it’s probably the number one reason our phone rings and doctors engage Productive Dentist Academy. The first thing they ask is can you fix my team? Can we laugh? No. Well, we can but it’s gonna start with you, right? So and it’s also interestingly, the number one reason that doctors sell to private equity, is the promise that they no longer have to manage, you know, all the people stuff but when you and I were talking about it, Clint, you know, you got an unsolicited offer and it seemed like you had a mental checklist of well, they say they’re going to do this, this, this and this, but I already have this, this, this and this. What’s your secret and what would you share with other owners and leaders about creating smooth management systems?

Dr. Clint Euse 3:43
Gosh, yeah, well, how much time do we have?

Victoria Peterson 3:47
Another encore.

Dr. Clint Euse 3:48
Yeah. So yeah, let me kind of hit the highlights as far as what I think are the real takeaways, are kind of the most important things is, I think. So one, it, there’s, this is always challenging because it’s especially in today’s environment as far as hiring, just hiring anybody to try to find somebody, but, you know, I would say that you have to find people and hire people that, that, that share your vision, you know, and they’re willing to put in the extra effort, you know. I mean, we’re an office that that, like, we work hard, and we play hard and if you’re the type of person that’s looking for the, you know, the nine to five clock in clock out, type job, like, we are not the opposite for you and you know, and we and our culture says that, or, you know, our interview process says that, and, you know, that’s one thing is that you have to hire people that are willing to, you know, to, to put in that extra effort, you know, and they want to be part of something greater than just a kind of clock in clock out the type of job. So, you know, I know, it’s a big topic today, because it’s hard to just find people in general. You know, but hiring the right people is crucial, you know, I mean, we have, like our Director of Operations, April, you know, she’s kind of my right hand, as far as the business goes, you know, what was the sort of the day to day operations and, you know, I’m so blessed to have someone like her, because she has 30 plus years of dental experience. Her dad was a dentist, you know, and she’s someone that I can 100% rely on, that understands the vision of the practice, and is willing to, to implement that it was willing to kind of follow that vision, where we always have, we haven’t always had that, where, you know. I’ve had, you know, an office manager in the past that was, you know, they would, they would like to kind of spin the vision or to what she thought was more palatable for, you kind of palatable to the team and, you know, and that can’t work.

So, so finding the right people, of course, is, is, is huge, I think, you know, if there’s one thing that people can do today, or let’s say, Monday, when they’re back in the office, that is, the immediately actionable is, is showing, really true appreciation and gratitude for your team. You know, I, I’ve gone through, you know, my own journey of leadership, you know. When I started, when I started owning the practice, you know, I was very much of the mindset of I, I pay you to be here, you know, you should be here, you should be happy, and that’s enough, is that just, you know, a paycheck should be enough for you to be to do your job, do it well, and be happy and I can tell you that that was not enough and that that didn’t work. You know, that was a challenge for me and that was a challenge for our team, there were, there are a lot of bumps in the road on that type of style of, you know, it’s kind of this just do it because you’re paid to do it and once and this is where I get to get Kelly a ton of credit because she’s, she’s the one that really softens me and, and is so great with our team and showing appreciation and, but I really think it’s showing that appreciation and gratitude so people truly feel that, you know, and so we do things, Kelly can speak to this more than I can, but you’ll there’s you like on Thursdays, this seems like a small thing but our office loves it, you know, is I buy, every Thursday is like Starbucks Thursday, you know, is that we celebrate we are the end of the week, we everyone kind of gets their coffees and things like that, you know, Kelly’s always doing small gifts and challenges and things that keep the team engaged. You know, and so in our, in our culture has really become it’s more of a med, certainly a business, but kind of a family environment, we all take care of each other and people are there for a reason because they feel that they’re part of something bigger than just a regular job and so I would say, really finding the way it doesn’t take much, you know, going in and saying thank you, and I appreciate you guys and, and even small gestures, just to show them that, that they’re appreciated, would go, you know, it’d be a step in the right direction for any team any add a leader of a team.

Dr. Clint Euse 8:08
So and then the final part of that I know I’m talking a lot here, but the final part that I would say is really understanding your team. You know, one of our favorite events that we did with PDA is when you guys had Sally Hogshead, it did the personality of you know kind of how the world sees you and we’ve incorporated that a lot into our practice, you know, as some of our team meetings, and then we’ll bring on new team members, having them take a profile and everyone understanding how do you communicate with individuals and how do you show appreciation to its to different individuals. They, all those kinds of things because everyone is very different. You know, as far as some people like direct communication. Some people need the accolades some people need. I mean, there’s just there’s, it’s it, we’ve found that to be hugely successful is understanding our team as individuals, yeah and how to communicate with them as individuals where they respond and understand and so I would say those are probably three, three highlights that I can give as far as moving in the right direction with your team to take some of that stress of the challenges that come with managing a team and dentistry. I think you know,

Dr. Kelly Euse 9:19
I concur

Victoria Peterson 9:21
You know, you said a lot and in my, what my ears heard, it was such gold, I would not interrupt that flow at all. Take care of your people, take care of your people, take care of your people, right. So, hire, hire the people that believe in you, and then turn around and give it back. You know, just love that. Well, I can tell that I’m going to invite the two of you back again, once you have completed your expansion, I’d love for you to come back. I know all of our listeners are gonna go, “Was it worth it? Is he still alive? You know, what happened to Clint and Kelly?” So be prepared everyone we’re gonna bring Clint and Kelly Euse, I think America’s favorite dentists from Carson City, Nevada and for all the PDA alumni Grand Slammers, and clients and members, you will get to see Dr. Clint use live in-person speaking for us in September, at our very first IGP Investment Grade Practice Summit.

So mark your calendars for September 22. Through 24th. Clint is going to come and share a bit of his story. We also have Dr. Nikki Green, who is going to share her story, she is equally compelling, saying, Yeah, I optimize the heck out of my practice and then I sell to a DSO and life is cherry and I love it. So you’re gonna get point-counterpoint and then Clint, you don’t know this yet. Max. Max Davy is going to join you on the web. Awesome. I love Max. Yeah, Max is right in the middle with I don’t know if I’m gonna sell or if I’m gonna stay or if I’m gonna go, but I know a really profitable love life. I think we’ve got three very powerful, compelling stories that will generate a lot of conversation when we’re in that two and a half days together. It doesn’t matter where you’re at, in your journey. It’s, it’s how you’re showing up to where you’re at, in your journey that makes all the difference in the world.

Dr. Client Euse
Yeah and that’s, that’s so awesome. Because I think that there really is, I mean, that there isn’t just one way of doing this, you know, and my, my intention of sharing our story is certainly not to convince anybody that this is the only way or the right way. You know, it’s just the way that we found that works for kind of our goals and our core values and things like that and I can’t wait, I love to hear Nikki and Max and any other perspective, you know, because that means it’s always going to be fluid and I think that there’s, as we go through this process, things are going to change and mindsets are going to be, you know, a little different along the way, but where we’re at now. Yeah, that’s where we’re at. So that’s awesome. I think that’s gonna be an awesome time to kind of share that and hear those different perspectives.

Victoria Peterson
I love it. Yeah, my team’s like, what’s the agenda and I’m like, we’re gonna sit around a table and we’re gonna talk and agenda. So make sure you bring April she’s invited, we have an amazing breakout for our high-level office managers going deeper into controlling. So think like driving the bus for the office managers, creating a community there. So they have equal resources and also, marketing coordinators. We’ve got a great breakout session on being better marketing coordinators and keeping up with everything. So that’s what our IGP Summit is going to look like and I have, oh my God, so many great maybe four or five industry experts on transitions and accounting and finding associates and all kinds of high-caliber people bringing us new information in a very curated and vetted way. You know how protective I am of all of our PDA Tribe I want to vet out. So I imagine the blue sky and driving the bus coming together.

Dr. Client Euse
Oh, perfect. Those are two of my favorites. So yes, I’m excited.

Victoria Peterson
Well, thank you so much for spending time with me this morning. I know you’re headed out to live your life going on a grand adventure this weekend and joining us

Dr. Client Euse
although I don’t know I see the picture I see the pictures of your place and a beautiful view It looks like the projects you guys are doing and I can see. Yeah, I can see why you wouldn’t want to leave there.

Victoria Peterson
Yeah, well bring Jason to bring Jackson and Mason to come and visit. Anytime we’re ready for you.

Dr. Client Euse
I know we gotta get that on the calendar. So but Well, yeah, thank you, Victoria, you’re a huge blessing in our lives

Dr. Kelly Euse
really inspired us and, you know, we always fall back on things that you’ve said and, you know, yeah, yeah. Over the years.

Dr. Client Euse
So yeah, we can’t wait to see you in September.

Victoria Peterson
What an amazing conversation that we just had with Dr. Clint and Kelly Euse. I know I always walk away with many things to contemplate after talking with them. Here are a few things that I learned. As I promised at the beginning of this episode, I have added my deeper dive at the end of this episode, I want to bring forward the highlights from the past two episodes so that you can consider and think about your own life as it relates to the dental practice you want to build. As I’ve mentioned before, there are a few key fundamentals that must be in place for every practice owner. How you implement them will vary from doctor to doctor but if you get the fundamental aspects in place, it will inform every decision you make along the journey of crafting your Investment Grade Practice. First, design your life, then design your career, what great advice from doctors, Clint and Kelly Euse, and what is thrilled to be with them today.

We’ve been witnessing their path and their journey for over 10 years, I can remember Clint and Kelly being 3435 years old, just as enthusiastic and bright-eyed and optimistic about the world as they are today and so now in their mid-40s, working two and a half days a week, full life balance, creating life balance for their team, they are one powerhouse couple and business owners and I think anybody in the Carson City or Reno area if you know of someone looking for a job, their practice is stellar. One of my mentors Tony Robbins, I remember him saying this phrase and I think it really summarizes Clint’s outlook on life. Tony says people typically overestimate what they can do in a year and they vastly underestimate what they can accomplish in a decade and that, to me is the first key point that I want to highlight in this episode. Expand your horizon. That’s a key takeaway. Think about where do you want to be in five years and 10 years. Remember, Clint said, Be intentional with your life, write it out, dream big, and then execute towards it. You know, with all this going on in the world right now, you know, and I know it’s not going to be a straight line to success. However, the guiding vision of where you want to be in five or 10 years, it’s going to keep you on the course, it really will. I can testify to that in my own life. You know, I started out as a dental hygienist who,

who had preterm babies, it was very difficult to be a mom and a working hygienist, and the demands of that and the consulting firm that we had used in our office called to see if I would literally come and run the projector and do all the logistics for the seminar. I raised my hand and said yes and that launched my consulting career but before that, as a young hygenist, I had taken a Dale Carnegie class, and I knew that I wanted to speak I knew that I wanted to influence the industry. However, I was 20 years old. Have a lot to say, back then but the seeds that were sown, were there and they were ripe and I was ready when the opportunities came. So Expand your horizon and start looking into the future.

That’s what leaders do. They make it up and then they make it happen. So Expand your horizon. That was a great point. I Clint, for Clint, I think that building, owning, and expanding an Investment Grade Practice, ‘s always been his dream, he may not have had those exact words, but that is exactly what he’s building. So the second key to their success centered around their core values. Core values are what will keep the process on the rails. It is your TrueNorth it’s what you come back to and I actually wrote them out.

He spoke about values in so many different ways. First, he said we always knew we wanted a family regardless of what career path we chose. We wanted to be the ones to raise our boys. We believe that our team deserved time with their families. They spoke a lot about the core value You have life balance and family and deep relationships and connections. He also talked about productivity as a value, where productive at work, there is over $3 billion practice with essentially three part-time dentists. They’re highly productive when they’re in the office and what I can tell you about the productive dentist is that they’re typically highly clinically skilled as well, because you can’t remake your work. You can have a lot of redos and emergencies and resubmitting crowns and things like that and maintain production at that level.

So highly productive doctors really have also mastered their skills in that way. I also think that there is a lot of fun. Did you hear the values of fun we have at Starbuck Thursday? Hey, Kelly, I think you should call that Latte Love Day, where we just bring a lot the love to the team, which flowed into the value of appreciation and recognition. They gave you lots of examples of how they recognize the team and appreciate the team. They really talked about connecting, like, I loved Clint, when he told the story that in the beginning, as a leader, I give you a paycheck, that should be enough. It’s not nearly enough and going deeper into getting to know each team member, on a personal level, what do they love to do? Where did they vacation, what is their family life understanding their work style, learning styles, their preferences in skills, and communication styles, all of that makes a difference in how you connect with your team and how they connect with you and then the last value that I’ll go into that I picked up on was autonomy?

Both the doctors definitely expressed a higher desire to control the clinical direction to be in control of their life and that really is the spark of their entrepreneurship but they also spoke about April, their office manager, and you heard it in the phrase where he said, I 100% rely on her to implement our vision. That’s a leader who has trust in this team and gives them autonomy because they know that they’re aligned on core values so deeply, that if they do go left or right, you know, steer out of bounds a little bit. It’s not with intention, everybody makes mistakes but we’re on the same core value. We’re on the same team. Kelly spoke a lot about the team.

So really, after you figure out where you go, you’ve got to figure out what are the values? What do you want? How do you want life to show up? How do you want people to show up around you because your core values are what drive behaviors and you heard Clint talk about that, too? He said, we use our values in the interview process and reinforce our values when we’re onboarding, we cultivate this in our team agreements. So core values are not a nice, you know, consultant team-building tool, it should be a living part of the DNA of your company. It really is the unspoken glue that holds everything together. So these are the type of things that make a large organization work.

The values are tied to behaviors. You heard Clint say, we use these in our interview process. We reinforce them when we’re onboarding, we cultivate this in our team agreements. These are the things that make managing a larger organization work. My final takeaway for this episode is to build assets. Again, building an Investment Grade Practice is about building the lifestyle you want today, with an eye to the future, Clint talked a lot about succession planning, even though right now he’s not ready to offer partnership in his practice.

He’s bringing on another associate, he’s looking towards the future, and he’s laying down the groundwork for it. So he’s already looking at his succession plan, probably 10 years down the road when he’s at the ripe old age of 55. So he’s currently optimizing the practice in a way that fills the gaps in the service mix, the new associate loves Endo, so that optimizes it that supports the asset that he’s building in the practice. He also is optimizing the systems for smooth flow, he was able to purchase the real estate rather than simply expand and continue leasing. What we didn’t talk about, but I know it’s true for Clint he’s got a savings plan and he’s investing in retirement plans in his own financial portfolios and investments outside the practice. So that’s the second key to Investment Grade Practice is using the cash flow of the business to build additional assets.

Robert Kiyosaki and rich dad poor dad talk about that. If you’re making a lot of money and you’re buying cars and assets that depreciate, then you’re not getting ahead in life. So roll those assets into another asset, and then use the interest off of that to go purchase the fun things in your life. So no doubt you heard the joy, the laughter, the humor that Dr. Clint and Kelly bring to life. This is the essence of building an Investment Grade Practice and I’m really grateful to both of them for being with me today I really thank you for joining me and if you’d like more information on how you can build an Investment Grade Practice, visit us at productivedentist.com You can take the IGP self-assessment and discover insights about your practice.

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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.

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.

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.

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.

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.

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

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