Shelly VanEpps and Alex Nottingham JD MBA discuss balancing leadership and management in dental practices, emphasizing emotional intelligence, motivation, teamwork, and how both skills are crucial for long-term success and operational efficiency.
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About Shelly VanEpps
Shelly is the VP of Business Development & a Mastery Coach with All-Star Dental Academy. By aiding in the growth and expansion of All-Star, Shelly’s passion for dentistry allows the company to focus on guiding dentists and their teams towards achieving their vision of a successful dental practice. Because each office has their own definition of “success” Shelly focuses her attention on customized coaching by applying her 21 years in the dental field to each department within the office. In addition, as a John Maxwell Certified Leadership Coach, Shelly enjoys working with doctors and office managers on shifting their approach from a managerial approach to a more effective leadership style.
About Alex Nottingham JD MBA
Alex is the CEO and Founder of All-Star Dental Academy®. He is a former Tony Robbins top coach and consultant, having worked with companies upwards of $100 million. His passion is to help others create personal wealth and make a positive impact on the people around them. Alex received his Juris Doctor (JD) and Master of Business Administration (MBA) from Florida International University.
Episode Transcript
Transcript performed by A.I. Please excuse the typos.
00:02
This is Dental All-Stars, where we bring you the best in dentistry on marketing, management, and training. Welcome to Dental All-Stars. I’m Alex Nottingham, founder and CEO of All-Stars Dental Academy, and with me is Shelley Van Epps, our COO and executive coach over at All-Stars Dental Academy, and our topic is management redefined. Please welcome Shelley Van Epps. Thank you for having me. I love to have you on the program. You run the company.
00:29
So I guess, are you having me? Oh, I’m still the host, okay. So we’re talking about management redefined. And this is a bit of a spicy topic because I, this is where this came from, everybody listening. So Shelly and I, we run the business together. And the, and that means I stay out of her way. But with respect to this management, I said, I said, Shelly, you’re a really good manager. And you’re like, I’m offended by that. I’m a good leader. Management.
01:00
I’m like, okay. I’m like, I’m like, I’m like, Shelley, let me just, I have an MBA management business degree or master’s master’s of business, but it’s master’s of business. Management is the main specialty and management, you know, a lot of money put into it and, and so that’s the way I was looking at it. And I think, like I said, we’ll kind of unpack this, but I think there’s a bit of a negative, like we talk about service versus sales and that sales has got a bad rap. And I think.
01:29
We talk about everything is sales, but we don’t like to use that term a lot because of its use car sales and, and dentistry, you have some companies that manipulate and we don’t like that. So we prefer service, but we still want, we still have to utilize the word sales once in a while, not be totally afraid of it, but we can, okay. But management, you really, you really can’t like say, we’re just going to get rid of management. I don’t do management. I lead. Okay. You can lead, but ain’t nothing going to get done. So, so before we, we, we talk about some of that.
01:57
Shelly, tell us a little bit about why, and you were an office manager, you were doing coaching for a while too before you came onto All-Star, and you were an amazing manager, amazing office manager, but you don’t like the word management, so why the pushback? And you did a podcast, by the way, you like to start trouble. You did a podcast, which you probably should do again, I wanna hear about it, called The Office Manager is Obsolete, so we won’t go there, so what’s going on there, Shelly? Yeah, it’s a matter of,
02:27
wanting to be about building up other people. It’s not about me. It’s not about managing, even though I know management is about assessing systems, following through with systems, basically overseeing processes versus leadership being about overseeing people and helping develop them and pouring into them and helping because the more people you can lead, the more that you can actually accomplish.
02:56
and get done, you can only do so much by yourself. You have to have people surrounding you. And so if you are an amazing manager, but you have nobody behind you, you are going to be pushing up against other people and saying, no, this is how you’re going to do it. And you are never going to have people on your side behind you wanting to do it for the right reasons. They’re gonna do it begrudgingly. And that’s why the management part, like.
03:26
I don’t want to be just a manager. I shouldn’t say just. I know that’s one of our terms. Nothing is just, but I don’t want to be a manager alone because missing that leadership piece, you’re not going to be as effective of a manager, if that makes sense. No, it totally makes sense. Well, let’s kind of wear it then. I remember in the All-Star Dental MBA program that I created that we have at All-Star Dental Academy, our membership.
03:57
It’s a 30 hour program for dentists and practice owners. I do talk about a whole section on management and leadership and talking about their differences. So yeah, I mean, I think that, okay, so, and actually I pulled up AI, we’re going to look at it in a minute about the differences between management and leadership in different areas of the business. And we can talk a little bit about it. But I will say that I do like the fact that you orient yourself towards leadership.
04:26
Because in simplest terms, why I look at it is, you know, you have these office managers and often they’re not leaders and they’re often not even managers. Okay. I think for you, you almost feel that management just comes with the territory. Yeah, I kind of manage, which means to be organized, get stuff done, you know, manage people. But then, you know, leadership.
04:55
is not necessarily the management of people, but it’s the motivation of people. It’s also knowing, we talk about emotional intelligence, understanding yourself and others, and we’re gonna do another podcast and go really deeply into that. And we do a whole program on leadership, which we’ll talk about for dentists and practice owners, as well as team, and that’s always throughout our coaching program. So leadership is tremendous. Management also, you know, your management, managing, sterilization, so everybody’s gotta be a manager, a time manager in their own way.
05:25
Um, and not every office needs an office manager, but you need to develop the skill sets of management and call it as such. And it’s not a bad word. And so I think that that has to give attention, but where people really lack the deficiency and that’s probably why you, you go more towards that is leadership is so far gone because, um, again, some offices manage terribly. And those that can manage. Okay.
05:53
their leadership skills are forgetting, it’s a people business. But you’re not gonna have transformative results if you don’t take care of people. Exactly, I know I’ve been in offices before where they’re asking me, Shelly, why are we not getting these results? And so I just step back and watch and listen and talk with their teams and I start hearing the feedback and there’ve been some where I hear, I feel like I’m constantly being monitored and watched and it’s that.
06:21
micromanagement feeling and that pressure and my job is always on the line and it’s a matter of if I do one thing wrong, they’re going to be mad at me. That should be embraced. Failing forward is okay. And so being okay with your team making a mistake, knowing that, okay, we’re going to discuss this, we’re going to have a conversation about it because it didn’t get us the result we were looking for. But you tried.
06:52
So thank you for trying. We’re gonna adjust it. We’re gonna move forward. This is how we can do it differently to get a different result. Now, if that same mistake continues to happen, then we have different processes in place. We’re disappointed. Shelly’s disappointed. We are disappointed. We don’t get angry. We are disappointed in ourselves for maybe not being clear with the expectation, but also disappointed if you know you were extremely clear.
07:18
then you can be disappointed in your team. It’s funny, you have an inside joke going, because I was saying to you that sometimes I’ll utilize anger, but I try to avoid it. And then you said, oh, I don’t use anger. I just say I’m disappointed. And Heather and I was like, ooh, I prefer anger. That hurts, ooh. But I think what I’m hearing is leadership softens and makes management more effective, I would say. Because what you’re saying is you have the extreme form of management, not even say extreme.
07:48
The dysfunctional form of management is micromanaging or absence of any oversight. Those are both extreme forms of failure of doing the duty of management. Leadership, so I’m going to give you some definitions. I think we should start with definitions and I know you like stats and things like that. So on the topic of, I’m going to think the almighty AI. So focus and orientation. So with management, it’s systems and structures and you are phenomenal systems. I joke.
08:19
spreadsheets. And that was like really irritating. I go, Oh, this is not starting out well. And I let it go. And I said, let it go Alex. And then now you just change everything. I gave up that. Okay, I gave up to you. You were better at me and I gave it up. So it’s systems, it’s a day to day operation of a business. So that’s going to be your managers needed to be doing that. Okay. Then you have leadership focuses on vision, inspiration, innovation, right and motivating others towards a goal.
08:49
Okay. Exactly. And that typically, now we talk about integrator and visionary and we work on these modalities with our team and our dentists is you have that strategic leadership is a little bit more centered on leadership, but everybody needs leadership. Yeah. I was going to say when I remember I used to be an extreme micromanager. It was, I felt like nobody could do it quite the same as I could do it. I could do it better and I could do it faster.
09:17
And so instead of delegating, empowering, and letting other people try, because I was afraid they were going to mess it up, I would just take it all in until all of a sudden there was this extreme burnout that occurred. And then I thought, Hmm, I think I need to step back and start adjusting my thought process and really start empowering other people to support me. It was not quick. It was not easy. But as soon as that started happening, I would have one person I’m like, wow, I can really trust her.
09:47
This is going really well. Then I’d have another one. Then there was another one. I’m thinking, oh my gosh, so much stuff is getting done all of a sudden. And we’re, we’re actually making progress. And so by allowing some of that release is where that leadership and that took some time and it took working on it. It takes building a relationship with somebody. It helps it’s open communication, getting through conflict, being okay with accountability, you need to be able to do all of those things.
10:15
And that’s hard when you just have this title of office manager. A lot of office managers will, the connotation is they sit back in a different room. They’re not on the floor. They’re not hands on with the day to day. They don’t even know what’s going on. And they come out here and bark orders. And they’re telling me what to do and they have no clue. And I feel very much that in a dental practice, that should not be the case.
10:44
an office manager needs to be as hands-on. They need to know what’s going on and have a really good pulse and support their team and be open to hearing from them. And so that’s why that leadership part just is in my heart. It’s so dear to your heart. It’s one of those things I can’t, I can’t let it go, man. I get it. What I’m, and you can see, I see this, this is fun. I want all you to see our, our discourse here is like, don’t dismiss.
11:13
your ability as a manager. I think that management is a good manager and a great leader are both very difficult to find. Because if you think about an integrator, for the most part, the skills of an integrator are of the management end. The skills of a visionary are more leadership. It doesn’t mean that both have to do it. But yeah, integrators are… But here’s the thing, integrators, a great integrator is more rare than a great visionary.
11:43
because businesses could run. And the integrator has that management piece. Give an example, I’m gonna pick on our president of coaching. He’s a wonderful leader. I think he’s one of the best leaders in our company. Probably you two are up there. I admire him. I mean, his emotional intelligence, he’s a great leader. People really love him and so on. And he’s teaching it at leadership course. We’ll talk about it. But management? I mean, he needs you.
12:10
You know, I’m the same way. I mean, my management as well is poor. Probably a little bit of a spirit. But my point is, it’s like, you, the leaders, you can have leadership, you motivate people, but you don’t have the management. We’re all excited, feel great. You ever see those companies? Nothing gets done, all right? So getting stuff done, Shelley, that ain’t your leadership. Sorry to say that. That’s the manager. Let me throw some other things out here and I want you to comment, okay? Just throw it out here. Management.
12:35
controls and predictability and minimize minimizes risk. That’s something that I do a lot when I’m managing with the books and so on. I’m really good about managing lit, minimizing risk as a lawyer as well. Legal things, leadership account, encourage adaptability. We’ll only take risks. See the long-term perspective. Hold that. I’ll give you one other decision-making management data analytics. Huh? You do a lot of that. Shelley optimizing processes. You hate being a manager.
13:04
But you’re doing a lot of it. I think you hate yourself. No, just kidding. You love yourself. I do, I do. Leadership, intuition, future possibilities, creating new paths and opportunities, okay? So let’s just unpack that for a second there. And you see in terms of, I care to comment about some of those modalities? Nope. Do you not think management is, so.
13:28
For those of us in a podcast, I’m convincing. But you can see that of those things, the leadership is important. Absolutely, we teach more leadership than management, okay, at All-Star. But I’m showing you the important, a lot of those things I’m reading there, I’m like, those have a huge impact on the company. Those management things. And in no way do I believe that management doesn’t have a place. I just, I prefer to be considered a leader.
13:56
I don’t know. Maybe I’m not maybe it’s me like I’m not a leader or maybe I’m a little bit No, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no
14:26
fills you up and everybody’s got to be a leader at some doesn’t mean you have to be the one that talks you can lead by being silent and being supportive and caring. Everybody’s got a leader. Not everybody needs to be a great manager and have those skills. The dentist you tell them where to go and they do their job. They’re artists. They’re not managers. The hygienist. I don’t think we we can expect that but I think we can expect that everybody can work on their emotional intelligence. Let me give you this as well.
14:55
Chew on this, Shelley, okay? Styles of influence, management, authority, positional power. I know you don’t like that. Uses rewards and penalties to motivate. We need to sometimes, right? Bonuses, leadership, charisma, inspiration, personal connection, trust, and encourages, intrinsic motivation. I know that warms your heart. Everybody’s gotta have that, okay? Goals and objectives, short-term goals and targets. That’s your jam. Concentrates on efficiency and effectiveness, management, leadership, long-term vision, mission.
15:24
transformation and growth. And I think that’s why we get along so well, because really, Shelley, you’re the best manager I’ve ever seen. And what irritates you sometimes is when I don’t stop talking about the long-term and big picture, and you’re kind of like, Alex, I get it, I see the big picture, I know what you want, the 100th time I heard it, I was inspired, but can we get to work now? That’s the manager talking.
15:53
There’s some truth to that. That is, that is, there is definitely some truth to that. I will admit, I do like to get things done. I don’t necessarily like to continue to rehash the same thing. It’s like, okay. And sometimes I have to, I’ve learned, I’ve learned everybody that I have to let some of the ideas sizzle for a little bit, like overnight, because I’ll get inspired by an idea and I’ll do it overnight. And then I come back in the next morning.
16:21
Mr. Visionary will say, I said that like, really, I just worked on that for like hours. Or I actually, I want to have it this way. And I know you guys are probably out there going, ah, yep. That’s, that’s what happens with me with, and I’m working with this doctor. When I’m working with that team member, that’s exactly what happens. It’s normal. It’s having a mixture and you have to have the strengths of all the different pros, benefits, all of our. Um, what do I want to say?
16:52
what makes us unique our strength. Yes. And so you have to have a little bit of everybody to pull together to have a really strong team. There’s one team I work with and they have every personality style. They have 14 members counting the doctor they have a D and I and S and C. You’re with the personality typing and you’re talking about disk. And for those that don’t understand this, because people don’t know this disk is a personality profile. It’s very easy. We teach it at All Star. Let me throw a few last things at you and then we’ll finalize our redefined.
17:22
But management task oriented, leaders, people oriented. Now that goes with a lot with disk. So task oriented is gonna be more of a C or a D. And then again, this is disk for those that understand it. I is gonna be more people oriented or S. And so you have management problem solving, established principles, tried and true methods. You love data. You hate when I say Alex says, I think this is the case. I feel it, show me data.
17:50
Um, leadership, innovative thinking outside the box. Sometimes you don’t need data. It’s a gut feel. Um, so, so again, and that, that covers most of what AI was sharing with me. And some of the things suspect as well. But, uh, again, we’re talking about management redefined. I think management has been. When people think about management, especially, I know in turn, I’ll start here from you. They think it’s like a bad word. You know, it’s like, uh, you know, either they undervalue it. Okay. They, they, you know, or they don’t think it’s needed.
18:19
but we don’t talk about it. We hear the word time management. We hear the word micromanagement a lot. But true management, organizational management. For those that don’t know, most know, my background was not dentistry, okay? Lawyer, MBA, my dad who’s a dentist told me don’t become a dentist. And if you hear my story, you can watch our webinar, alls backslash webinar. You’ll hear my short story about my father and myself.
18:49
I work for Tony Robbins and why I created All-Star and we have so many people taking it over together and leading it. But that wasn’t my goal. My goal to study is to work for businesses of businesses, big businesses, and they spend a lot of money for a great manager, high level managers. And what I’m trying to impress upon you, Shelley, and all of dentistry listening is that true management is a skill that is…
19:18
terribly important because, and leadership, I would say, I would say true management is more rare than, well, so let me ask you this, we’re kinda talking this out there, is true management, again, you throw away what’s fake management, because we’re redefining it. Office manager, fake management. Management title is fake management. Just because you have a title manager, if you give me the title engineer,
19:49
Nope. You give somebody a management title, but you give somebody a management title. You give them the management title. But here’s the thing you never get somebody leadership title. You are shallow. You could say team lead, I guess. I was gonna say that’s actually what my title was team leader lead. Okay, your team leader. But even if I give you team leader, fine, I give you team leader. So I don’t pay you as much. But okay, but I give you team lead. That’s probably why but I give you team lead, whatever that means. But are you a leader?
20:17
So these are all concepts, but I’m saying that true management is very rare. And so I just gave you some ideas to think about what a management is. Ask AI, I mean, and there’s research on this, what true management is, and make sure if somebody is a manager and that’s happening and you’re using that management capability. And then it comes back to what you love. I know you love, but like I said before, we’re talking about this, Shelley, you are a great manager.
20:46
And I would take that as a compliment. I would affirm that as well as a great leader. And I think where you, again, the praise is you have them both. You’re strong on both. And I think for us listening, we have to assess our team. Who’s better at management? Who’s better at leadership? So the great leaders will typically are those who invest in leadership, the visionaries, the doctors typically are practice owner.
21:13
they will have to invest a lot in leadership and we want them to like go of management more because of just time. Okay? Yeah. You when you have integrators and which and you have higher level managers, we want to invest in management and management tools and techniques and so on as well. But I would say and tell me if you agree. I think everybody has to be a leader. Correct.
21:40
I agree with that a hundred percent. And I also believe that leadership is not something that once you are one that you stop, you have to continually grow and develop that. And you know, reading, listening to book, listening to process, ongoing going to events, going to our leadership retreat, whatever it might be. Yeah. Coaching all that. Do that annually, all of the things surrounding yourself with people who are also working on growth.
22:09
I mean, learning from other people, being open and vulnerable, that is part of leadership and you can’t quit. You can’t just say, Oh, now I’m a leader. I’m done. I got it. Yeah. And you know, I want to build on that, Shelley, because I’m fired up around this. And I’m actually going to take the credit. We have another segment that we do together called the coaching hacker tip. But I’m going to, I’m going to take that and then I’m going to give you the, the what’s new at All-Star to talk about. So with the coaching hacker tip, I like to use an analogy.
22:39
if you will, about like just working with a personal trainer. And, and, and we all know what that we get that go to the gym, we work with a personal trainer and I’m doing that. And, and not only that I am having her look at my macros, what I’m eating, but I’ll tell you this, I’ve done a lot of research. I’ve developed the weight that I wanted, which I’m about there multiple times. I know how to track stuff. I know how to lift weights. Right.
23:09
I’m pretty good at it. Sure. Somebody could be a little bit better in some areas. And you know what? I’m smart. I’m going to learn it pretty quickly. And then I know it, but here’s the thing. Uh, I’m in, I’m loving it. I’m letting the, I’m loving the personal accountability. When we, uh, when we, and I want to do, I want to do a whole segment just on this at some point, but I I’m excited and I want to get it out cause it’s in my mind, but I was just so impressed cause I’m training and I’m watching this trainer.
23:37
because I’m a consultant, we all are consultants and coaches. And I’m just so impressed with the service I’m getting and realizing that even though I know this, which you say you know it, but you never really know, that’s humility, I can get better. But I’m saying I know this, and the cheap part of me is like, I’ll learn it and then I’ll do it on my own. But when I go to train, which I’ll train later today, whatever, and it’s later, and I’m just like.
24:04
When I’m by myself, it’s not the same working with somebody. It’s not just an accountability and so on. And, and that’s so critical as well. So my kind of coaching hack or tip here is coaching is really valuable. And of course here at All-Star, we have a coaching division, Heather, Heather, what is your name? Shelly. Shelly is an amazing exit. One of our executive coaches. Um, we have great coaches at all at All-Star and, uh, of course the plug there, but if you’re working with a coach now.
24:33
I encourage you to do that. There’s some wonderful coaches in dentistry and to just have people around you, whether it’s a fitness trainer, whether it’s a dental coach. And I believe that any area that you want to be great at, you should always have a coach and outside source. Whether you think you need it or not, you’re doing it for health and for business because you’re going to help. They’re going to, they’re not stuck with you. You know, they have a different perspective.
25:00
And seeing it was cool seeing it outside and experiencing for myself because we have a coaching company and seeing it, it was like, wow, I see where our dentists are coming from. They’re like, they get a lot of value with our coaching because it’s self-funding, it makes some money. But you always go like, ah, you know, where can I cut corners? And I’m thinking to myself, or whether it’s training, I’m thinking like, am I going to cut corners on my health? And I see that I’m eventually going to lose steam.
25:30
I’m going to lose steam if I don’t have that accountability. And that small amount of money in the scheme of things is so tremendously beneficial later. It’s a great management trick and it’s a great leadership trick by choosing. And I’ll tell you this, those are listening. I’m just fired up. We see and Shelley’s going to say, well, show me the numbers and you probably can find the numbers here, Shelley, I’m sure. But invariably, this is a leadership invariably. I see the some of our
25:58
our All-Star clients, like they’ll come to us and say, I’m doing your program, I’m doing coaching, okay? You’re so successful, your numbers are great. Yeah, because I know it’s important, and I’m always coaching. I’m never gonna stop, because that’s how I stay here. I know, like personal training, I’m gonna go backwards if I don’t keep doing that. Yeah, I would agree with that. Without seeing the numbers, I just know.
26:23
from experience. That’s a very common. Yes. That is a very common. You let me off the hook on that one. Numbers. Yes. Without seeing the numbers, I would say that is a consistent response from doctors who have already coached in the past, whether with us, with somebody else, whatever it might be, or personal trainer or therapeutic coach or whatever it might be. If they’ve had a coach, you would not listen, you would not go to a basketball game if you are on a team and not have a coach.
26:52
It doesn’t really work very well. You have to do that. You have to practice. That’s right. And so whether it’s skills and you’re practicing and you have somebody helping you with those practice points, you have to, you have to do it. And so coaching, that’s what one of the reasons I love it. I love helping people to grow and to be better. And yeah, it’s a good thing. It’s a good, all right, Shelley COO chief operating officer.
27:18
I have to get that right. Sometimes I stumble and say CEO. I’m like, you’re out for my job already. Okay. No, no thank you. C O O. Okay. Tell me what’s new at All-Star. What’s going on? So since we’ve been talking about this today, we’ll go with that leadership retreat. That’s just around the corner. We are almost sold out. Um, very limited seating, but it is going to be amazing. We have a lot of great, great people that are going to be there both attending and presenting.
27:46
Eric Vickery, our president of coaching, obviously leading it along with myself and you and Robin Reese, our director of hiring services. Dr. David Peer is going to be there. Amazing background, culture, all of those things. It’s going to be phenomenal. I’m super excited about that in Florida. And that’s going to be on the 24th and 25th in January.
28:14
Yes, consuming this podcast, this will be released before then so you can come as long as we have a seats. And it’s been a very popular program. That’s what we’re pretty much sold out at this point. And again, if you contact us and we are sold out, that’s okay. Based on the interest, we’re likely going to do it another year and we can and we’re in and we do leadership with coaching, we do leadership with our mastermind. So I know leadership is a big, big need. There’s a lot of ways call reach out to us.
28:40
Shelly will talk to you, Heather will talk to you and give you so many options of ways to improve your leadership as well. And we also have a lot of free resources that you can consume for that. The other part is that we’re likely having a team leadership intensive as well. So because a lot of people are reaching out to schedule and to reserve seats for themselves, the doctors are reaching out and they’re saying, well, can I bring my office manager? Can I have?
29:06
my team lead come and do this. And are we doing this? Are you letting the cat out of the bag? All right. I think we’re doing this. Okay. Well, I guess we are. It’s coming. It’s coming. It’s going to be a great thing. It needs to happen. You heard it. You heard it live here is, is the leadership. Our CEO, we’re going to do it. And it’s going to be with office managers, team leaders. Let me make a note where I edit this out. Okay. No, wrong. Just kidding. The people that need.
29:32
support those office managers. Remember how when they’re just managing, they’re not as effective. They need to supplement that with leadership. Let them drive your practices. So if you’re behind the drill, how are you supposed to know what’s going on out on the floor? And you need your entire team to be leaders. And so pour into them, let them be leaders. Send them to our intensive. Let’s do this. It’ll be exciting.
29:58
What’s interesting is what we do with our events is we build them based on what people need. Like I don’t want to be doing things just for myself. Like if you guys need it, we build it based on the need and it’s out there. And so the concept is the leadership retreat in January for dentists and practice owners only. And this is going to be a two day deep dive into workshops, expert mentorship into leadership, five levels of leadership.
30:27
emotional intelligence,
30:57
there. So I want you to understand that model that module, which Shelley was saying, which I guess we’re doing, we are doing. So we’re going to be our All Star Live program. All right, is where all of our All Star followers, whether you’re a member, just a fan, we have an all two day event on on practice growth, and, and, and what’s new and fun and so on, and a lot of energy and excitement and learning and mastermind there. And the day before that event,
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We will be launching, it’s not available yet. Well, it depends on, we’ll have to, where are so many great things we’re building? We’ll have it on the site. But the point is, if you need help for leadership for your team, reach out and there’s some options for that because that’s the idea of success. The leader, the dentist, the practice owner, they need leadership support, the team leaders need leadership support. And then there’s this whole thing in management, which I made my case of management redefined. So to learn more about all of our events and what’s going on,
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go to Ulst backslash events or just go to Ulst and click events and you can learn more about all the dates and so on and go from there. Shelley of NAPS, thank you so much for being here, our COO, our executive coach. And thank you everybody for joining us. Remember to follow us on Apple Podcasts, Spotify, YouTube, get the episodes as they are released, share with your friends. And until next time, go out there and be an All-Star.
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We hope you enjoyed this episode of Dental All-Stars. Visit us online at allstardentalacademy.com
