It's book club time! Kiera talks about The Let Them Theory by Mel Robbins and how the method can propel leaders into the best versions of themselves.

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Hello, Dental A Team listeners. This is Kiera and today is book club time. It's been a hot minute since we've done a book club and there's a book club that I feel like is just a really good one. It's a popular book right now. If you've read it, great. If you haven't, well, welcome. I'm excited to share with you and it's from Mel Robbins and it's the Let Them Theory. I was very fascinated by this. I'm still fascinated by it and I think it's something of like when Mel Robbins said that you do not need to control everything.

 

and that peace might come from letting go, not holding tighter. I thought, hmm, I might know a couple of dentists, CEOs, business owners, AKA myself, which means that there's probably several of you that might be struggling with some of these pieces. So whether you wanna read the book or not, just giving some highlights of how you can truly reduce your stress, lead with more confidence and stop micromanaging team and patient behavior, like that might be something worthwhile today. So I wanted to just.

 

Bring that on today, share with you some quick tips and tricks on how you can even apply this principle in your practice that I've been seeing. As always, Dental A Team is here to grow leaders that are not just successful, but truly like having sanity and happiness in life. ⁓ Today, our podcast is going to be giving you tactical practical tips. Our mission is to positively impact the world of dentistry in the greatest way possible. And we do that through expert consulting for dentists and teams. I am not.

 

Shy to admit that I think Dental A Team is probably one of the top-notch consulting companies out there where we don't just understand you But we are you that we don't just sit here and tell you doctors what to do But we actually actively work with your team to help them We have grown practices 10 20 30 percent within their first 90 days of working with us. We've added multiple millions We've added hundreds of thousands to offices and we've done it with ease simplicity fun teams actually love to work with us they enjoy working with us and that's something I'm really really proud of as a company of

 

We don't just come in and like dictate to your team and force them to become robots. We literally help them, ⁓ give them some tools and then elevate them to be their best selves. And doctors, we teach you how to be successful owners for your path, for what makes you happy. And we do it in such an easy way. People are always shocked at the gains and the growth that we're able to do in such an easy, non-confrontational, non-stressful way. So that's what we're about. And I'm super, super excited about the let them theory.

 

⁓ Because the let them theory I think works so well for leaders. So anybody listening today this is really is leaders and I remember in the book she talks about how like She just has to let them like let people be who they are and it's actually helped me with my family So today I don't think it's necessary just solely for your practice But also pieces for you within your personal life and that's something Dental A Team were really big on is growing you as a person not just as a practice I just got a

 

a voice memo from a doctor I worked with a couple of years ago. And this doctor said to me, they said, Kiera, ⁓ the year working with you was actually one of the most impactful years in all of my dentistry career. ⁓ This doctor is doing incredible things. And the doctor told me like just the mindset shifts that we were able to help them have ⁓ of helping them become more efficient of, they said, you pushed me to do certain things like hire an assistant and to

 

Be accountable to you. And this doctor was really, really, really, really brilliant doctor. And to hear that compliment that ⁓ their time working with us was something that was the most impactful in their growth of their business. I just took as such a huge compliment to what we do because we're not just shaping you as a business owner, we're shaping you as a human. My background is marriage and family therapy. My passion is dentistry and my love of all things is life. Dentistry just happens to be the platform that I get to talk about it on.

 

And so for this within the let them theory, it's let people be who they are. Truly we can't control other people's actions, but we can control how we are responding. And I know that sounds so simple, but ⁓ in there, like if we let team members show up late, it tells you who they're going to be. We let a patient cancel last minute. It's information for better boundaries in the future. Letting an OCA ignore feedback, it reveals growth readiness. And so like for that, I'm not here for you just to like...

 

allow people to walk all over you. do believe that there is a standard within a practice that you should maintain and that is perfectly acceptable. However, you can allow people to be who they want to be and that doesn't mean that they need to be on your ship. It's allow them to have the opportunities outside of your location that are perfect for them, but you don't need to try to control every person's actions. ⁓ With my mom, my mom and I view the world so differently and when I read this book, I realized

 

what my mom wants. Now she's not an employee. Employees for me, there is a code of conduct and there is a way that we show up. That's the standard of Dental A Team. And if you choose an elect not to be there, rock on, we're going to coach you through it. And then we're going to coach you out of it. Like it's one or the other where they're going to coach up or coach out. Both are amazing because I want you ultimately in your dream space. ⁓ and there is a, there is a code of conduct that Dental A Team will operate by. And so with that, with my mom, I realized in my personal life, my mom just wants to be loved for who she is.

 

She doesn't want to be coached. She doesn't want to be corrected. She just wants to be loved for who she is. And so for me to let my mom do things that make me absolutely crazy, there actually is this whole relief. And when you realize like, can allow team members to be who they want to be in, that just means that there's isn't a place for them. Like that's okay. I can allow patients who don't want to follow our processes, like allow them to find another practice and to have that. Now there's ways that we can coach them through this. There's ways that we can do this.

 

But I've had practices when they finally decide to stop having patients just show up, cancel last minute, and they're like, no more, this is how it's going to be. Here's the rules of the game. And patients who do like not to, they get to leave the practice. Their production actually exponentially increases. Their patients exponentially become better patients. Like all of it rises up. The ones who decide that they're going to allow team members to be who they are, this is how we're going to operate. And if you choose not to, that's okay. Their practices actually start to thrive. And so

 

The question is, who are you trying to force right now to change? And what if you let them and focus on our... The word boundaries is so obnoxious to me, because I feel like people put boundaries up of like, this is what I will or won't do, which is great. And for me, it's more like, what are the standards? What are the standard processes? What's the culture of our company or our patient base? That's I'm going to enforce. That's what we're going to focus on instead. And then I'm going to allow people to be who they are. And I'm going to attract the people that I want in here.

 

Like what would be, who am I trying to force to change right now? And what if I let them and just change my focus to the standards and the processes in our company? Question number one. Okay, number two, stop micromanaging and start leading. So micromanagement's rooted in fear, not in leadership. And so what they did is they said like, let them miss the mark once, they'll learn faster. Let your office manager handle the upset patient, it builds ownership. Let your hygienist structure their