Your Biggest Competitive Advantage Isn't What You Think

Everyone wants the next piece of technology. But after working inside hundreds of private practices, we've learned that the practices growing the fastest have one thing in common, and it isn't their equipment. In this episode, Jamie sits down with Jaclyn Dunn, Clinical Team Lead at Practice Growth Institute, to discuss what truly separates high-performing practices. You'll learn why some teams outperform others, the hiring mistakes that hold practices back, and how investing in your people creates growth that lasts. Ready to build a stronger team? Schedule a complimentary discovery call at mypgi.com to learn how Practice Growth Institute helps private practice owners build, scale, and exit more profitable practices. And don't miss future episodes—subscribe for podcast alerts at podcastfordoctors.com. Timestamps: 00:00 Investing in Your Practice Team 05:48 Focusing on outcomes over tasks 08:06 Hiring based on attitude and values 09:58 Importance of structured onboarding 12:57 Importance of workplace culture 16:43 Improving team communication and culture 19:44 Closing remarks and farewell Quotes, Hooks, & Timestamps: "So before we even started training, I knew that the issue wasn't scheduling, it was culture." — Jaclyn Dunn [00:02:47 → 00:02:52] "But the scanner doesn't present treatment, the laser doesn't actually retain patients. The phone system doesn't convert, you know, calls into appointments. People do." — Jaclyn Dunn [00:04:34 → 00:04:44] "But the more important thing and the better investment is, you know, building the team and training them so that they're capable of leveraging it." — Jaclyn Dunn [00:04:49 → 00:04:58] "It's a mindset shift that makes such a huge difference. I think also too, with those really high performing teams, people know, everyone knows what success looks like. They know their role, they know what their role is, they know what they own." — Jaclyn Dunn [00:06:08 → 00:06:24] "I've seen, you know, some of the best team members that I've met, they have really limited dental experience, but they were, you know, a great culture fit. They were super coachable. You know, Meanwhile, I've seen, you know, extremely experienced team members with these impressive resumes create really massive culture problems." — Jaclyn Dunn [00:07:43 → 00:08:02] "Skills can be taught, but attitude, mindset, you know, values are much, much harder to teach." — Jaclyn Dunn [00:08:48 → 00:08:55] "But you know, having a structured onboarding that would include like an onboarding checklist, a written document, you know, that's got priorities that are based on that person's role, a 90 day development plan with built in like touch points for performance reviews, weekly check ins, you know, touch base with them." — Jaclyn Dunn [00:10:17 → 00:10:37] "I see in teams that stay for a long those, you know, that that part of being in a great culture takes priority, you know, much more over the compensation." — Jaclyn Dunn [00:13:24 → 00:13:35] "The issue wasn't the people, and it was clarity. You know, nobody had clarity. Nobody knew expectations, nobody had goals. Nobody was being coached and developed. And the doctor was frustrated because the team wasn't taking ownership, but the team was frustrated because they didn't really understand or know what ownership looked like." — Jaclyn Dunn [00:14:46 → 00:15:06] "But don't try and fix everything at once. Just pick one thing, you know, pick one thing to hone in on and to really focus on for the next 90 days and then move to the next and before you know it, I mean, again, small, small change can make a huge impact." — Jaclyn Dunn [00:17:36 → 00:17:51]