Talk about that dynamic and how messy that can be as the practice grows.

That's such a good point.

And I think it can get really messy.

And I think for a really good office manager, if you're experiencing a practice that's got that kind of growth or you're a doctor whose practice is growing, I think making sure those initial team, those meetings with the office manager and the lead doctor are always the most important.

But then continuing on and kind of holding that same mindset thought process around how to get to know each of the personalities, because especially if you have three intense docs, they're all gonna require a little nuances each.

One might want the five minutes in between.

One might want, I'm too slow, I need to go faster.

Don't you think?

Would that be helpful? Is that what you're looking for?

That is exactly what I'm looking for.

And it took you less than a minute to explain it.

And I think that's sometimes we get caught up.

And I said this earlier, you know, it's like a relay race.

Move through this quickly.

Get on to the next one.

And yet we still know that we've got to, you know, in order to get that patient to schedule, there is a process of presenting that treatment that's more than handing them the treatment plan and when do you want to schedule.

Yeah.

It's so funny.

So this last year that I've been working at the new company that I work at, I've done, I think, 390 videos.

I've got an Instagram and a TikTok following.

And the one video that took off, and in dentistry, takeoff means, I don't know, I had like 36,000 views.

But let me tell you what it was for an office manager.

Wow.

Anything you would say to them?

And we don't usually see it as an opportunity for thanks and gratitude.

If I could comment on that, I think that a lot of times when people are honest and they hurt someone's feelings, they feel guilty.

And the one primary thing they taught us in coaching school is that the energy of guilt seeks punishment.

And I think it's super important to remember that if you're the person doing the review, if you're the person, when I do reviews for my team, I'm always about the threes and the fours because I do want people to have room to grow.

But I give very clear coaching steps that to get to that next level.

Because you can't just tell somebody they're a three and then not give them the way to get to the four.

So as long as you give the roadmap, right, to get to the four, you're good.

As an office manager for a long time and now working in the front desk area space, How do you find a good one? What questions do you ask of staff that you're interviewing? How do you find someone that is in alignment with you and your practice and your office that's going to give you the clues that they're going to be there to help you grow as long as you can nourish them there?