Beware of Facebook Messenger Scams: How to Spot and Report Phishing Messages

In today’s digital age, scams and phishing attempts have become increasingly sophisticated, preying on unsuspecting individuals who may not be aware of the telltale signs of fraudulent activity. One such avenue for scammers is Facebook Messenger, where users can receive messages that appear to be from legitimate sources, but are actually attempts to steal personal information or compromise accounts.

Recently, there has been a surge in reports of users receiving messages on Facebook Messenger claiming to be from an authority figure, warning them that their account will be shut down unless they take immediate action. These messages often use urgent language and may include threats of account suspension or deletion if the recipient fails to comply.

However, it’s essential to recognize that these messages are not from Facebook itself. The social media giant does not send warnings about account issues via Facebook Messenger. Instead, if there are any issues with your account, such as a violation of community standards or suspicious activity, Facebook will typically notify you through a pop-up message when you’re logged into your account or operating as your business page.

So, how can you spot these phishing scams and protect yourself from falling victim to them? Here are some key indicators to look out for:

  1. Urgent Language and Threats: Phishing messages often use urgent language to create a sense of panic and pressure the recipient into taking immediate action. They may threaten consequences, such as account suspension or loss of access, if action is not taken promptly.
  2. Suspicious Links or Attachments: Be wary of any links or attachments included in the message, especially if they direct you to unfamiliar websites or ask you to provide sensitive information such as login credentials or personal details.
  3. Mismatched URLs: Before clicking on any links, hover your cursor over them to see the destination URL. If the URL looks suspicious or doesn’t match the official Facebook domain (, it’s likely a phishing attempt.
  4. Spoofed Identities: Scammers may impersonate legitimate entities or authority figures to make their messages appear more convincing. Always verify the sender’s identity before responding to any messages, especially if they claim to be from Facebook or another reputable organization.

If you receive a suspicious message on Facebook Messenger, here’s what you should do:

  1. Do Not Click on Links or Provide Personal Information: Avoid clicking on any links or providing any personal information in response to the message. This includes login credentials, financial details, or any other sensitive data.
  2. Report the Message: Facebook provides tools for reporting suspicious or abusive messages. To report a message on Messenger, simply open the conversation, click on the sender’s name or profile picture, select “Something’s Wrong,” and follow the prompts to report the message to Facebook’s security team.
  3. Block the Sender: After reporting the message, consider blocking the sender to prevent further communication from them. This can help protect you from future phishing attempts.

By staying vigilant and knowing how to spot and report phishing scams on Facebook Messenger, you can help protect yourself and others from falling victim to fraudulent activity. Remember, Facebook will never send warnings about account issues via Messenger, so always verify the legitimacy of any messages claiming to be from the platform. Stay safe online!

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Boosting Your Business: The Power of Sponsoring Local Sports Teams

Should a dentist sponsor local sports teams?

Hey there, fellow entrepreneurs and business enthusiasts! Today, I want to talk about a marketing strategy that might seem small-scale but packs a powerful punch: sponsoring local sports teams.

Picture this: your logo emblazoned on the jerseys of a little league baseball team or prominently displayed on the sidelines during a youth soccer match. It’s more than just a logo; it’s an opportunity to connect with your community in a meaningful way.

Now, you might be thinking, “But what’s in it for me?” Well, let me break it down for you.

First off, the exposure alone is worth its weight in gold. Imagine the countless eyeballs that will see your brand every time those teams hit the field. It’s like having a mini billboard that moves around town and garners attention from potential customers.

But here’s where the magic really happens: attending these events and networking with the parents. Sure, your logo might catch their eye, but meeting you in person? That’s where the real connections are made.

Think about it: parents are always on the lookout for trustworthy businesses, especially when it comes to services like healthcare. By sponsoring their child’s sports team and showing up to support them, you’re not just another faceless company. You’re a member of their community, someone they can trust.

Now, let’s talk numbers. Is sponsoring a local sports team going to flood your business with new patients overnight? Probably not. Realistically, you’re looking at a modest investment of around $300 to $500, depending on the size of the team and the level of exposure you’re aiming for.

But here’s the thing: it’s not just about the immediate return on investment. It’s about building brand recognition and fostering relationships that will pay off in the long run.

So, if you’re in it for the long haul and you see the value in investing in your community, then sponsoring a local sports team is absolutely worth it. Just don’t expect an avalanche of new patients right away.

Instead, focus on leveraging the opportunity to build relationships and establish your good name in the community. Who knows? Those parents you meet on the sidelines might just become your most loyal customers down the road.

So go ahead, put your logo out there, and show your community that you’re more than just a business—you’re a partner in their success.

Ready for a digital marketing campaign that will build your reputation and drive more new patients? Book your complimentary marketing planning session today!

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Identity Dental Marketing Revolutionizes Client Experience with Advanced Technology for Custom Website Development

Grace Rizza Identity Dental Marketing

[Tampa, FL, 2/20/24] – Identity Dental Marketing, a leading provider of marketing solutions for dental practices, proudly announces a significant investment in innovative technology designed to streamline the website development process for its clients. This modern advancement promises to save clients valuable time and energy while enhancing collaboration and communication throughout the development phase.

With the introduction of this new technology, Identity Dental Marketing aims to further simplify the process of website creation and revision requests. The Identity team will now have access to a user-friendly platform that enables revision requests noted directly on the developed website itself. By simply clicking on different areas of the site and submitting notes, the Identity team can more easily oversee desired change requests from clients, eliminating the need for lengthy back-and-forth communication.

“We are thrilled to introduce this advanced technology to our clients,” said Grace Rizza, CEO of Identity Dental Marketing. “We understand the importance of efficiency and ease-of-use in the website development process, and this new platform exemplifies our commitment to providing exceptional service and support.”

In addition to facilitating revision requests, the technology also enhances communication when creating custom advertisements, landing pages, and other marketing materials. Clients can expect the most smooth development process available. 

Key features of the new technology include:

  • Seamless revision requests, 
  • Time-saving communication
  • Enhanced collaboration
  • Versatile application for a wide range of marketing materials

Identity Dental Marketing is committed to leveraging technology to deliver unparalleled value to its clients. With this latest investment, the company reaffirms its position as a leader in dental marketing innovation, empowering practices to achieve their business goals with greater ease and efficiency.

For more information about Identity Dental Marketing set up your complimentary marketing planning session at

Identity Dental Marketing

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Dentistry is hard.

Author: Grace Rizza, Identity Dental Marketing

I started my dental journey March 3, 2008 when I started my a position as a marketing director in a 2 location practice based in the Chicagoland area. I remember the distinct challenges of working on a dental team.

The definition of hard includes “not easily broken” and “with a great deal of effort” and both are true in dentistry.

It takes a great deal of effort to provide excellent clinical dental care, deal with insurance-related obstacles, hire and fire dental employees, oversee tasks and processes, keep up with continuing education, along with every other minor detail required to excel.

Additionally, dentistry is solid. There will always be a need for dental care among the general population, making it a secure field, with amazing opportunity.

As I enter my 15th year in this space, I reflect on this journey and I feel this “hard” is better than any other “hard” I could’ve chosen. However, I want you to know, business ownership and dentistry DOESN’T HAVE TO BE THAT HARD. There’s an aspect to dentistry (which persists in many business owners as well) that makes everything more challenging that many fail to address: Perfectionism.

Joy is lost when perfectionism prevails. Perfect doesn’t exist. Instead, when a leader pursues growth, they’ll be able to enjoy the journey. I’ve designed thousands of dental brands, websites, and marketing programs over the years and I’ve had the joy of watching struggling practices reinvent themselves and succeed. I’ve had the joy of seeing successful dental teams hit levels of success they never thought possible.

I’ve also had the challenge of seeing stubborn, know-it-all practice owners ignore advisors and stunt their own growth year over year. I’ve seen these types refuse to accept that they’re at the helm of their own misery. I’ve seen the practice owner who is addicted to get-rich-quick schemes fall victim to every sales person who has the next too-good-to-be-true offer.

At the end of the day, whether you’re running a lean and mean team, with predictability and harmony; or you’re striving to grow a bigger every day; the focus has to be on joy. You must fiercely protect your joy. This makes all the HARD work, worthwhile. But, perfectionism will steal that from you and here’s how.

  • Perfectionism will tell you that none of your employees are good enough, leading to putting unrealistic pressure on them to perform, while not allowing yourself time to build the accountability needed for team growth. This will interfere with developing the strong team you need.
  • Perfectionism will have you terminating every advisor after only a few months as soon as you disagree on something or have a miscommunication. It will prevent you from talking through and learning from obstacles.
  • Perfectionism will keep you jumping through hoops for that terrible patient who threatened to ruin your 5-star reputation on Google.

Catering to patients, leading a team, and mastering all of the nuances needed to progress can be a challenge, but if you keep your mindset in check, focus on PROGRESS, fight perfectionism, find DAILY wins, and learn as you go, it doesn’t have to be that hard. Subsequently, it’ll be less hard for people to work for you. Patients will gravitate to you and support you, because they will trust you while connecting with your positive, hopeful energy.

All growth starts in the mind. If you’re in a place where you no longer feel joy or passion in your work, it may not be time to quit, it may be time to adjust your thinking. Put your obstacles into perspective by treating them as opportunities. Make a plan, work the plan, and celebrate your achievements. NEVER compare yourself to others. Hold yourself to your own standards and continue to raise the bar, without beating yourself (or your team) up. You’ve got this.

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My boss is retiring, and the new owners want to cut my pay. What should I do?

“My boss has confirmed his retirement in the next few months. I’ve been with him 8 years. My current OM position pays about the same as our hygiene positions. Applying to other offices, so far 4, corporate & private combo, all would like to pay the salary I was making 20 years ago as a front office employee. I’m wondering why dentists in my area (Pennsylvania), do not value this position? Looks like I’ll be heading back to school for hygiene. Just looking for insight or advice from other office managers on how they are able to grow in this position? Almost 25 years in dental & I feel defeated & like I’m searching for a unicorn looking for another job. So frustrating. Any insight or tips from others that have experienced the same?”

Stay hopeful.

I’m really sorry to hear about your current situation, but I want to encourage you to stay optimistic. First and foremost, it’s important to remember that you only need one great boss who recognizes your value and is willing to invest in you. It can be disheartening when you encounter multiple employers who undervalue your experience and skills, but that doesn’t mean you won’t find the right fit eventually.

In life and career, you often don’t get what you deserve, but rather what you negotiate. It might be worth sitting down with the new owners and discussing the unique value you bring to the office. Highlight your 25 years of experience in the dental field and how it has contributed to the success of your current office. Make a case for why you should be compensated fairly for your skills and expertise.

Additionally, if they plan to let you go but are hesitant to pay unemployment benefits, it could be their way of pushing you out. I would advise against acting out of emotion. Instead, be strategic in your approach. Find out the details of unemployment benefits in your area before making any rash decisions.

Remember, you have a wealth of experience in the dental field, and there are employers out there who value that. Don’t lose hope in your search for the right opportunity. Keep networking, exploring different options, and staying persistent. Sometimes, it takes time to find that unicorn of a job that truly appreciates your skills and dedication. Stay positive, and keep pushing forward. You’ve got this!


Grace Rizza, CEO, Identity Dental Marketing

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Practice Acquisition: New Staff is Negotiating Benefits, What should I do?

“I acquired a practice this week, and inherited 4 employees. The previous owner did not offer any benefits besides PTO and a paycheck. I matched the compensation package and PTO offered to the staff, some who have been with the office for more than 30 years, but they are collectively trying to get more benefits from me that I did not expect to offer since the seller did not offer them. We are are going into week 2, and none of the staff have signed the new hire agreement and Employee Handbook. The offer letter expired. What should I do?”

Congratulations on acquiring a new practice! It’s an exciting journey filled with opportunities and challenges. One of the key challenges you might face as a new owner is handling employee expectations and demands that arise during the transition period. In your case, it seems you’ve inherited a team that is collectively seeking additional benefits beyond what was previously offered. This can be a tricky situation to navigate, but it’s essential to approach it with a clear and strategic mindset.

Here’s a step-by-step guide on how to handle these demands and ensure a smooth transition:

  1. Have Individual Conversations: The first step is to have individual conversations with each of your inherited employees. This allows you to understand their specific concerns, motivations, and expectations. It’s crucial to create an open and honest environment where employees feel comfortable sharing their thoughts and concerns.
  2. Evaluate What’s Fair and Possible: After listening to their concerns, carefully evaluate what benefits you can offer while keeping the business’s financial stability in mind. Consider factors such as industry standards, your budget, and the overall health of the practice. It’s essential to strike a balance between employee satisfaction and the business’s viability.
  3. Negotiate Responsibly: You have the power to negotiate with your employees. While you should be willing to meet their reasonable requests, it’s also crucial to set clear boundaries. Negotiating doesn’t mean you have to agree to everything they ask for. Be prepared to explain your decisions and provide rationale for why certain benefits may not be feasible at this time.
  4. Consider the Power to Replace the Team: As the new owner, you have the authority to make changes to the team if necessary. If you believe that certain employees are leveraging the situation against you or demanding excessive benefits, you can consider replacing them with individuals who align better with your vision for the practice. However, exercise this option carefully and thoughtfully, as retaining experienced staff can be valuable.
  5. Time to Show Value: It’s essential to communicate with your employees about your vision for the practice and how you plan to add value over time. Encourage them to be patient and allow you the opportunity to demonstrate the benefits of your leadership. Building trust and demonstrating positive changes can help alleviate employee concerns.
  6. Be Mindful of Future Hires: When considering new hires, be aware that they may also have expectations regarding benefits and compensation. It’s vital to maintain consistency and fairness in your offers. Ensure that any benefits you extend to new employees are in line with what you’ve negotiated with your existing team. This consistency can help prevent future conflicts.
  7. Avoid Emotional Reactions: It’s natural to feel emotional when dealing with employee demands, especially when you’re adjusting to your new role as an owner. However, it’s crucial to remain calm and composed during discussions. Emotional reactions can escalate tensions and make it more challenging to find common ground.

In conclusion, handling employee demands after acquiring a business requires a careful and strategic approach. Individual conversations, fair evaluation of requests, responsible negotiation, and thoughtful consideration of future hires are all key factors in managing this situation. Remember that you have the authority to shape the team and the practice’s direction, but it’s essential to balance employee satisfaction with the overall success of your business. By following these steps, you can navigate this challenging transition and set the stage for a successful ownership experience.

Grace Rizza, CEO, Identity Dental Marketing
January 2024

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The Pitfalls of Pay Per Lead Marketing: A Warning for Dentists

In the ever-evolving landscape of dental marketing, dentists are constantly on the lookout for strategies to attract new patients and grow their practices. One marketing model that has gained some attention in recent years is Pay Per Lead marketing. While it may seem like an enticing proposition on the surface, we, at Identity Dental Marketing, feel compelled to warn our fellow dentists against the dangers of signing up for this model.

Pay Per Lead marketing agencies often promise low-cost and even free dentistry advertising to get your phones ringing off the hook. They claim to provide a steady stream of new patient leads at a fraction of the cost of traditional marketing methods. However, as the saying goes, “If it sounds too good to be true, it probably is,” and Pay Per Lead marketing is no exception.

Here are some of the key reasons why dentists should be cautious when considering this marketing model:

1. The False Promise of Free Patients:

Pay Per Lead agencies often lure dentists in with the promise of low-cost or even free patient leads. They make it sound like a cost-effective way to grow your practice, but the reality is quite different. These agencies may generate leads that appear promising on the surface but don’t always translate into actual patient visits.

2. No-Shows and Hidden Costs:

One of the biggest problems with Pay Per Lead marketing is the high likelihood of no-show patients. These patients, who were initially attracted by the low cost or free offer, may not be genuinely interested in seeking dental care. As a result, dentists end up paying for leads that don’t convert into paying patients. It’s a classic case of quantity over quality, and it can be financially draining for your practice.

3. Dubious Tracking Methods:

Another alarming aspect of Pay Per Lead marketing is the use of tracking numbers on your local listings and website. Many of these agencies claim leads that weren’t necessarily generated by them. Instead, they capitalize on the fact that existing patients often visit your website or listings to find your phone number. When these existing patients call, the Pay Per Lead agency takes credit for the lead, even though they had nothing to do with its generation.

4. Damage to Your Reputation:

Perhaps the most significant danger of Pay Per Lead marketing is the potential damage it can do to your practice’s reputation. Patients who respond to enticing offers for free or low-cost dentistry may end up feeling deceived or dissatisfied with the quality of care they receive. This can lead to negative reviews and word-of-mouth publicity that can harm your practice’s image.

At Identity Dental Marketing, we’ve seen countless clients who initially fell for the allure of Pay Per Lead marketing, only to realize the true cost and pitfalls associated with it. They come to us for real, reliable marketing strategies that focus on building their practice’s reputation and attracting genuinely interested patients.

In conclusion, while Pay Per Lead marketing may seem like a tempting shortcut to growing your dental practice, it often leads to disappointment, financial losses, and damage to your reputation. We strongly advise dentists to approach this marketing model with caution and to consider more sustainable and reputable marketing strategies that prioritize the long-term success of your practice.

Remember, in the world of dental marketing, there are no shortcuts to building a thriving and reputable practice. It takes time, effort, and the right strategies to attract the right patients who will contribute to the growth and success of your dental practice.

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Hiring for Your Dental Start Up: A Comprehensive Guide

Author: Grace Rizza

Are you in the exciting phase of opening a new business or practice, but feeling the pressure to find the right staff before the grand opening? Don’t worry; you’re not alone in this endeavor. The key to success lies in creating a system, careful planning, clear communication, and making informed decisions. In this blog post, we’ll share valuable advice on how to navigate the process of hiring your dental team before your opening.

1. Start Early

First things first, start your hiring process well in advance, ideally 1-2 months before your opening date. This gives you ample time to identify suitable candidates and ensures that you don’t rush into hiring decisions. It also allows you bring in an administrative support person sooner than later to support in scheduling, choosing and setting up software, credentialing support and more. It will show you if you’ve hired someone proactive and communicative or if you need to keep the door open for a stronger leader. After all, most applicants say all the right things in interviews, but their true work habits shine only after they’ve started in the position.

2. Create a Clear Timeline

Develop a detailed timeline that outlines the key milestones leading up to your opening date. This can include tasks such as licensing, facility setup, and marketing efforts. Sharing this timeline with potential employees provides them with a sense of the overall plan and your commitment to a structured approach. It also allows them to be a part of an exciting new venture. Make sure however that you don’t fall into the trap of getting approval from every employee before you make decisions. Your success partly on your ability to make wise decisions, quickly. Stopping for approval at every turn will slow you down and may cause problems. Consider a person’s true credentials and expertise before eliciting their opinion.

3. Craft Comprehensive Job Descriptions

Each role you’re hiring for should have a well-defined job description. Clearly outline the responsibilities, qualifications, and expectations for each position. This clarity helps candidates understand the role and whether it aligns with their skills and goals. Include expectations in regards to communication, your core values, and your unique selling proposition. You’ll want to attract employees with similar values, which will improve retention. We recommend posting the jobs on Indeed as it has the biggest audience for active job seekers. Also, don’t make overly creative job titles for each role, as your best candidates may not find those job titles as easily as the more recognizable titles. Make sure before presenting a formal offer letter and agreement that you’ve considered things such as a non-compete, non-disparagement, non-solicit, as well as benefits and processes for requesting time off.

4. Thorough Screening and Interviews

During the interview process, conduct thorough assessments of candidates’ skills, experience, and cultural fit. For positions like administrative support, prioritize candidates with strong organizational and communication skills. Test their ability to think on their toes while under pressure. Ask a question such as, “What would you do if a patient came in while in front of other patients and demanded a refund. I’ll be the patient, you be you.” If the applicant won’t play the role and gives a vague response such as “First I would ask the patient if she has an appointment.” Gently remind her that you’d like her to respond exactly how she’d respond as the office manager if you were the patient, in first person language. If she can pivot and play the role, you’ll be able to gauge if she’s stumbling and tripping over words or keeps her composure while professionally setting boundaries.” It’s important to see how a patient interfacing employee communicates when under pressure, so putting them on the spot is important. Listen not only to their answer but their ability to stay composed and professional. Perfection is not expected, but seek the person who is coachable and can keep her cool.

5. Provide Information and Updates

While you may not have all the details finalized, be transparent during interviews. Share your progress and expected timelines with candidates, reassuring them that you’ll keep them informed as things develop. This transparency builds trust and maintains their interest. Ask them how quickly they’re looking to make a change and how soon they’d be available to start. Gauge if the timing works for you both before putting your eggs in that basket.

6. Set Firm Start Dates

Based on your timeline and progress, aim to set firm start dates for each employee. This demonstrates your commitment to the hiring process and allows candidates to plan their transitions accordingly. You must always honor your financial commitments with employees. This includes PTO and any benefits your promised. If you tell someone there’s potential to earn more in 6 months, make sure it’s in your calendar to discuss the raise potential in 5 months. Empty promises will cost you good employees, even if your intentions are good.

7. Leverage Administrative Support

Consider having an administrative employee available before your opening. They can assist with setting up your practice, answering calls, and supporting marketing efforts, easing the initial workload when things may be hectic.

8. Prioritize Training

Once you’ve hired your staff, ensure you have a training plan in place to get them up to speed quickly when they start. This investment in their development pays off in the long run. Additionally, having an accountability plan in place is crucial. You can train a team with perfect guidance but if their work is not being evaluated and reported upon, they will not likely keep the skills shared in the training you’ve provided. We use a digital delegation system (project management system) that allows for total accountability on every task delegated. It requires a great deal of administrative support, but has allowed our marketing agency to grow without losing any attention to detail for each and every client.

9. Maintain Communication

Finally, maintain open and regular communication with your new hires. Provide updates on your progress and any changes in the plan. This keeps them engaged and invested in the success of your practice. Keep a spreadsheet with your list of applicants and their status, link to notes from the interview. Do not rely on your memory. Allow yourself at least one night of sleep before making a hiring decision. This allows you to avoid rash decisions which can cause pain later. In the same sense, give yourself a hiring deadline. Don’t expect perfection, but truly consider which weaknesses can be strengthened and which attributes are more difficult to coach. The number one quality of an excellent employee is coachability.

In conclusion, hiring staff before your opening can be challenging, but with careful planning and effective communication, you can build a strong team to support your business or practice from day one. By following these steps and staying proactive, you’ll be well on your way to a successful launch. Subscribe to our newsletter for our next blog about the best interview questions for dental professionals!

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Eliminate No Shows

Strategies for Dentists


No-shows are a common challenge for dental practices, leading to lost revenue and wasted resources. However, by implementing effective strategies, dentists can significantly decrease the number of missed appointments. In this article, we will discuss three valuable tips for dentists to reduce no-shows.

  1. Confirmation Verbiage

One of the key factors in decreasing no-shows is the way you communicate with your patients. The confirmation verbiage used when scheduling appointments plays a crucial role. It should be kind and direct, conveying the importance of the reserved time slot. Let the patient know that their appointment has been exclusively reserved for them. This creates a sense of responsibility and commitment, making it less likely for patients to forget or cancel at the last minute.

Example: “Dear [Patient’s Name], we are looking forward to seeing you on [Appointment Date] at [Appointment Time]. Your appointment has been reserved exclusively for you, and we are here to provide you with the best care possible.”

  1. No-Show Fee and Credit Card on File

To further discourage no-shows, consider implementing a no-show fee policy. Inform patients that there will be a fee associated with missed appointments, which can serve as a strong incentive for them to keep their commitments. Additionally, require a credit card on file to hold the appointment. This can be collected at the time of confirmation or through a secure texted link, simplifying the process for both patients and your practice.

Example: “To ensure the availability of our services, we kindly request that you provide a valid credit card to secure your appointment. Please note that a no-show fee may apply in case of missed appointments.”

  1. Dismissing Repeat Offenders

While it’s important to be empathetic and understanding with your patients, it’s equally crucial to maintain the integrity of your schedule. If a patient consistently fails to respect your time and misses appointments on multiple occasions, it may be necessary to consider dismissing them from your practice. Train your team to exercise discernment when making this decision and communicate it in a compassionate manner.

Example: “We appreciate your loyalty to our practice, but we have noticed that there have been several missed appointments. In order to maintain our commitment to all our patients and efficient scheduling, we believe it may be best to part ways. We can recommend another dentist who may better suit your needs.”


Reducing no-shows is essential for the success and efficiency of any dental practice. By implementing these three tips, you can improve your appointment attendance rates while maintaining a respectful and patient-focused approach. Effective communication, clear policies, and a willingness to take action when necessary can help you achieve a more reliable and punctual patient base, ultimately benefiting both your practice and your patients.

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The Most Common Mistake When Purchasing a Dental Office

Considering the service mix is crucial when purchasing a practice for several reasons:

  1. Patient Retention: If the selling doctor offers services that you can’t provide, you risk losing patients who specifically seek those services. This can impact the practice’s revenue and the overall value of your purchase.
  2. Business Reputation: If the selling doctor has different values or standards of care, it may be challenging to maintain the business’s reputation. Consistency in care and values is essential for retaining patients and building trust within the community.
  3. Transition Smoothness: Aligning the service mix with your skills and expertise ensures a smoother transition. Patients are more likely to continue their care when they perceive little disruption in the services they receive.
  4. Financial Viability: The services offered can significantly impact the practice’s financial stability. If certain services are more profitable, they may contribute significantly to the practice’s overall revenue.
  5. Regulatory Compliance: Different services may require compliance with various regulations and licensing requirements. Ensuring that you can meet these obligations is essential to avoid legal issues.
  6. Competitive Advantage: Tailoring the service mix to meet the needs of the community and stay competitive in the market is essential for long-term success.
  7. Staff and Training: If the service mix changes significantly, it may require retraining or hiring of staff with the necessary expertise, which can affect operational costs.

In summary, considering the service mix when purchasing a practice is critical to ensure patient retention, maintain a good reputation, achieve a smooth transition, and ensure the practice’s financial viability and compliance with regulations. It’s a key factor in the success of the acquisition.

Schedule your Complimentary Marketing Planning Session to learn the best way to market your new practice, even if the service offerings have changed.

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