Dentistry Uncensored with Howard Farran
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1345 Life After Dental School with Dr. Jason Genta : Dentistry Uncensored with Howard Farran

1345 Life After Dental School with Dr. Jason Genta : Dentistry Uncensored with Howard Farran

1/31/2020 3:00:00 AM   |   Comments: 0   |   Views: 167
Dr. Jason Genta received his undergraduate degree in Economics from Saint Louis University, and is a 2011 graduate of Creighton University School of Dentistry in Omaha, Nebraska. Following dental school, he completed a 1 year AEGD at UCLA in Westwood California. In 2012, Dr. Genta moved to Chicago where he joined DecisionOne Dental Partners, who at the time, was a group practice with 4 locations. DecisionOne has now grown to 50+ dentists and 31 locations in Illinois and Wisconsin. Since 2016, he has served as Vice President of Clinical Affairs for the group, and plays an active role in Doctor Recruiting, Training, Mentorship, and New Practice Acquisitions and Mergers. Dr. Genta is passionate about the success of young doctors, and teaches a course titled “Life After Dental School” at multiple schools across the country.

VIDEO - DUwHF #1345 - Jason Genta

AUDIO - DUwHF #1345 - Jason Genta

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Howard: It's just a huge honor for me today to be podcast interviewing Dr. Jason Genta DDS who graduated from Creighton University's School of Dentistry in Omaha Nebraska in 2011 I went to undergrad at Creighton and stayed in Swanson hall and I almost went to Creighton and following dental school Jason completed a one-year a EGD at UCLA in Westwood California in 2012 dr. Jensen moved to Chicago from UCLA to Chicago were you drinking were you lost how do you go from warm LA to Chicago on purpose where he joined decision one dental partners who at the time was a group practice with four locations decision one has now grown to 50-plus dentists and 31 locations in Illinois in Wisconsin since 2016 he has served as vice president of clinical affairs to the group and plays an active role in doctor recruiting training mentorship new practice acquisitions and mergers dr. Genta is passionate about the success of young doctors and teaches a course titled life after dental school at multiple schools across the country who the reason the real reason I brought him on those shows I'm trying to get him to put that as an online city course on dental town because I think it's so imperative I actually had your boss your founder and owner dr. Allen a seer know he was on dentistry uncensored episode 906 and you know what I really liked about you know when people say D SSDs are GSS this is a dentist own BSO that starts with dentistry and this is about clinical dentistry isn't it 

Dr. Jason Genta: yeah that's really what attracted me to our group and that's why I've stayed with the group and passionate about our growth in our future so thank you very much for having me on it's an honor I know you talked about people listen to you as they're commuting and they're a new grad that was me in 2012 and listen to you on my commute to work every day since it's you know life's about continually learning and you offer that with  your podcasts on a daily basis so it's an honor to be on here 

Howard: well it's an honor that Steve Jobs figured out how to get that internet stuck in my Motorola flip phone I never saw that coming and I think when he well IBM technically did the first smartphone but job is the one who pulled it off like an orchestra and I just saw that and I thought oh my god that I can get someone like you to come on but you're never gonna go to Salina Kansas and talk to their study club and you're and you're not gonna go to Childress Texas let alone Katmandu Nepal and what I love about what jobs did is he's now making knowledge zero cost I mean anybody in the world can log on to their new radio which is a podcast with a new TV which is YouTube and watch guys like you and so I'm gonna  cut right to the chase this is dentistry uncensored the American Association of dental education they always put out what I consider just propaganda and I wish they would stop they say things like well the average general student comes out with $289,000 student loan doesn't no  quit lying 20% of those dental students their dads moms paid for dental school so why are you averaging down the median number and then another five ten percent getting military or grants or scholarships when you just look at the people because they don't want to tell you the truth that they've taken their eye completely off cost and now dental school is a hundred thousand dollars a year so Jason they're coming out of school four hundred thousand dollars in debt and they're scared to death and what I like about you is you guys have bought a lot of practice so if they want to come out school and buy a practice been there done that if they sit there and say you know what I got too much debt to go by a practice I'm gonna pay down some debt I'm gonna work for a DSO but they hear that there's good ones bad ones I mean I could ask you a hundred and fifty questions but I'm gonna start with the I'm gonna start with the dental school graduate she just got out of dental school she's four hundred thousand dollars in debt and she's scared and she doesn't know if she wants to go by the average dental office cost 750,000 do you think she should go out of school 400,000 and that bar another 750 and wake up Tuesday a million three in debt 

Dr. Jason Genta: you're starting out with the tough questions I like that you know it there's no cookie cutter or right answer with that question it all comes down to the individual really you know what they want do they want to be an entrepreneur or do they want to just really focus on on clinical work and being a dentist you know as dental school is hard and it's expensive and unfortunately the curriculum is so rigorous that they're not really getting the opportunity to think about questions like that until they get past boards you know you always hear oh I got to get through school and then I got to finish boards and then all of a sudden it's March and you get these individuals looking for a job and unfortunately I'm not sure that they've even started to think about some of those financial questions $400,000 is a lot of debt we're seeing that with a lot of our doctors that were you know hiring and recruiting and the  group space is offering those people who just want to practice dentistry the opportunity to come out and to make a very good living but if someone's entrepreneurial and they want to own their own practice and they enjoy the business side of it I still think it's okay to take the on that huge debt burden and  have their own practice but you got to think through it can't be just this decision you make on the fly you have to really know that you want to be not just a dentist but you want to be an entrepreneur or you want to do a county want to do payroll HR all those types of things is what being an owner of a dental practice entails 

Howard: but you know she hears things that I can't go work for a DSO because they'll have some office manager is not in a dentist and she'll say hey thirty percent of new patients have root playing curettage and in every pocket that's over five millimeters deep has to have a pareo chip because there's an insurance code for that and they think that they went to school eight years of being a dentist and now the new dentist is an office manager who never went to one day a dental school do you hear that in Chicagoland area

Dr. Jason Genta: oh yeah and I mean as someone who was in their shoes you know back in 2012 I kind of thought that way also I didn't know any better I think the thing about group practices is they're all different and just as you would vet an office that you're gonna buy in the private practice realm you should that the groups that you're talking to as you alluded to in the beginning you know our group was started by two dentists both of whom still practice I myself and the dentist and yeah dr. Mike and AJ a sir know which one's the older brother dr. Mike is the older brother so that's always the better that mom always likes the older one first would you agree with that he would be quick to tell you that he is the pure looking and the better dentist I'll let those two kind of you must really be the older brother if that's what he said that's so Mike is the older better looking more handsome brother he's mom's favorite and then his little brother is AJ what was it about AJ that could attract and retain you from Hollywood to the frozen tundra of Chicagoland where even the woolly mammoth left so I grew up down stayed in central Illinois yes just north of Effingham in a Mattoon Charleston area so you know my family's from the Midwest a Midwest person at heart I did my undergrad in st. Louis I've been was in Omaha I I'll be honest Los Angeles is beautiful Santa Monica is gorgeous but I'm a Midwest person I wanted to be closer to my family I love Chicago and I'm glad to be here but what attracted me to our group and specifically to doctors AJ and Mike was the fact that they were dentists and I could tell that the dentistry was the most important thing to them you know what we teach our doctors and what we really try to harp on is if you're really patient focused and patient centric and you're doing the standard of care the rest of it will follow you know the  business will figure itself out if you're doing the right thing for the patient 

Howard: yeah that's not always the case in some of these on dsos is some are very very profit driven like I remember one of the so Arizona's ground zero for dsos I'm 18.6% of all the dentists work for DSO and we look at the full distribution five states don't you have one percent word 18.6 but I remember one of the first DSOs I ever met it was 20 years ago and I went in there and I said why are you taking a pano bite wings upper on every single kid that walks in here at any age and the O insurance pays for it 100% I said so you're gonna take a pan o on a baby for no diagnostic reason because I mean it's so so so Mike the assert Oh brothers I you know it if you're not gonna treat your patient with respect and you know you have no respect for yourself and if you're gonna you're to build a team I mean I  posted this yesterday I'm gonna get the word dry because I Idon't want to say it I don't want to I don't want to chop up my words but I I said this the most important function of every dental leader is to attract and retain the most talented individuals they can find to join the team and endlessly toil towards a shared vision of how a reputable dental office can be organized to provide dentistry that shows respect for your patients your team in yourself and you know what when you're doing crap dentistry you don't even have respect for yourself you know if you can't do dentistry on that paint that two-year-old is if that was your granddaughter your knees your mom's sister once you can't tell the truth and treat other people like you would want to be treated then you've lost all respect for yourself 

Dr. Jason Genta: yeah that was a very eloquent way of describing the dental industry and as a group you know from the top down we have to really work hard to attract and retain our doctors our office managers our assistants our hygienists everybody is responsible for keeping and retaining this talent and patients notice that patients want to go back and see the same people all the time they like consistency they like seeing the same faces dentistry scary it's you know it's a cost to them our job as a as a group practice and even as a single practice is to provide them an environment they want to come back to on a on a six month or whatever month basis so talent is the most is number one for sure yeah 

Howard: so they're coming out of a DSO I mean they're coming out of dental school they are told that DSOs are taking over and I've been asking for 32 years I know who my audience is it's private practice and dentists and I'm not gonna cater anybody I'm gonna tell everybody what I think is absolute truth in thirty two years I think DSOs have taken over 20 percent of the market for the same reasons I told dentist 32 years ago you don't know your numbers they got den tricks over here they got their QuickBooks over here they've had the same hygienist for twenty years she walks out of the room she cleaning exam to buy wings I say hey Doc did you make five dollars and twelve cents after taxes would you lose nine bucks he doesn't know I say hey Doc um yesterday today's Monday how many incoming calls you're getting ready to go home if I look like how many incoming calls did you have day no idea how many of them went straight to voicemail and no one even listened to that wouldn't happen here now with my Shirley well actually it was nine so nine people tried to call him by the way six of those people have never called your office before and you're telling me you want more so their business is so horrible and then you see it with the Delta Dental  and they're all mad because Delta dentals lowering their fees well they've never even met the Delta Dental guy I mean I've been I've been meeting the Delta Dental people since I was 25 years old and what do they tell you if you just go there and shake their hand they say well you know these they  signed up for all these lower paying plans so now when we go out to sell the plan I got a sell against these five of their lower plans and all those idiots signed up for so we have to lower our fee and then when we lower our fee they're all mad at us and they're the ones that signed up for all the lower plans and now the deltas are getting in trouble because they're a high overhead organization so when they lower their fees their overhead goes up so the dentist is causing his own overhead to go up and then Delta Dental has to match that so now Delta Dental overheads going up really really high and they're like God how how keep much longer the dentist's gonna keep shooting themselves in the foot and it's like well they'll shoot themselves in the foot till they're all dead I mean I really believe in 20 years it's 2020 I believe in 2020 in 2040 that DSOs will have half the market some think they'll have 75% I know they're not gonna have the rural market where you grew up simply because the young kids that come out dental school won't live there I mean when you're a young kid you want to live in Chicagoland do you want the Miracle Mile in the Met is it Miracle Mile or Magnificent Mile magnificent yeah you want the Magnificent Mile and you want to you you want all that trappings they're not gonna go live with a goat and a pig and  a chicken out in the middle of Persons Kansas so I think DSOs are gonna take over the whole metropolitan and they're not going to get the rule because they don't know their numbers and  if they should be mad at Delta Dental for anything it should be mad because when Delta pays them it doesn't go straight into their practice manager software and credit the account and then deposit it straight into the chase bank account and then equal out your ledger card so that you know in health care 30% of all the costs is just human shoveling around paperwork from Medicaid to Medicare at all this crap like that and it you know so there it's so 32 years I can't even get dent ryx or Eagle soft are open dental now to hook up with QuickBooks Pro so I mean I there there's  nothing I can do I mean my two older sisters are nuns do you think I could give him a one day course and they turn Hindu may be Muslim or Jew did well how long would I have to lecture to my oldest sister just to make her be a Lutheran I 

Dr. Jason Genta: I too went to eight years of Jesuit school so I understand and I already feel sorry for you I already have mutual so 

Howard: so basically but let's go to that kid out of school um yeah she's $400,000 in debt I personally straight out of school to buy a practice I'm sorry you don't have the skill set that's like that's like leaving the eighth grade swim team and going straight to college swim you skipped high school and you need I think you need to come out of school and learn how to do a filling a crown a basic endo you got four hundred thousand dollars that what I like if you really wanted to own your own practice well he'll you're gonna learn a lot more working for a company that's managing 50 practices then you are going to go work for a company that doesn't he can't even manage his own practice but talk to that into individual what why should she go work for you in Chicagoland 

Dr. Jason Genta: so there are so many driving factor that are that are causing DSOs to increase in popularity and you hit on basically all of them the cost of schools going up insurance more and more patients are having insurance causing more and more dentists to have to take insurance which is driving down costs technology is getting more and more expensive so starting a practice is becoming more expensive and then banks are looking at these individuals who have four hundred thousand in debt and they're not wanting to give them a seven hundred thousand dollar loan for the practice so all of that is leading to groups growing in popularity and what I would say to that new grad coming out with $400,000 in debt is let's you know come out and we can kind of put you on a career path that will allow you to do the things that you want to do you know if you want to have equity we offer that with our group and the first year out let's really focus on your dental work let's focus on your leadership and those two things if you're a good leader if you're a good communicator if you're a good clinician those are the things that are gonna push you forward because patients are gonna notice it your team's gonna notice and you're gonna retain them and you're gonna build that practice naturally what we're allowing you to do is you're a practice owner you know that it's 40 hours of clinical chair time and then it's 20 hours a week of payroll and QuickBooks and maintenance and all those millions of other things that you have to worry about beyond the dental  is hard enough as it is let's help these younger grads do really good dental work and be able to focus on the clinical stuff now I will say we're group practices differ is on retaining those people you know my responsibility is how do we get a group you know getting a new grad to join us is fairly easy because it you're offering them a guaranteed income stream your  offering some of the things that you want so you're making the barrier to entry fairly easy the hard part is keeping them you know after two or three or four years they might get the itch to own their own practice or they might start to think oh I could do this on my own what am what value out are we giving the  new grads and the younger dentists to make sure that they stay and they want to stay and I will say the thing that I'm most proud of about our group is our doctor attention is you know 90 plus percent we keep almost everyone that we have 

Howard: okay so they're okay that just should've if you're driving your car you should have just almost changed lanes and I hit the wall so when you look at um and let's take it out of dentistry because there let's go to thing the biggest Wall Street Stocks are Facebook Amazon Apple Netflix Google and  their employee turnover is a nightmare it's about one to two years Amazon has the worst they're employed their average employee doesn't stay a year how messed up is that and their whole sector is one to two years it's the same thing with dental associates in the private sector and the public set and they add the dsos I don't like the word DSO because it's group practice most of the DSO most DSOs I know are a group practice that have three to four locations right then you have another set that around 30 to 50 like you guys and then you just got a handful of a Heartland at a thousand Bob Fontana's at nine hundred Steve Thorne's at nine hundred but those are just outliers but even looking at those outliers what do you think how long do you think the average dentist works an associate dentist works at Heartland Aspen or Pacific Dental how what do you think their turnover is you know I don't want to to make up figures or anything like that but I 

Dr. Jason Genta: I would guess around year two or three they're probably getting this itch that they they want to leave 

Howard:  it's it's actually they do better than the the solo private practice no kidding but it's still just one to two years and and  how you do that is you go to anybody who at a school specific and you're and I'm you could you  should do this is Creighton but just go five years graduating last back and just survey one class every time I do it five years ago that average student that graduated has worked in more than five offices so it's like so it's like they've had seven jobs in five years are you out of your mind now some people some people have to do that like if they're ours after they after they screw up so many root canals they got to go to the next town then they screw some more root canals and they go to the next now but come on how do you have five different jobs in five years 

Dr. Jason Genta: nobody wins an on instance you know it's bad for patients it's bad for your staff it's bad for the doctor I  don't like hearing that you know dental school is hard enough you've taken on this burden I  loved dentists so to hear that there's that much turnover is you know we we should all be looking at ourselves and saying what are we doing wrong here well it's like it's like I always tell the older guys

Howard:  I mean whenever I hire someone out of school they're you know within a year or two they're itching to move on you know they  know everything of that age - except for the clinical dentistry and I always say we're down here in the nice weather so let them do their 25 years and their kids leave home and then the wife they want to they want to move to climate and then and then they come down here and say I don't know if I want to start the new office again and a my 32 years the ones that I've in the most and made the most money with all the old guys who retired down here and did their last ten years with me and so that's what I'm that's that's my business model down here and but anyway but I commend you for taking him out of school because who wants someone to come out of school to do their 12th filling so so white why do you howdy how do you want this guy's in fact when I told my buddy on the way to work that I was gonna podcast interview you know what he said to me don't they hire kids straight out of school I said I think so and how would they do that for so answer that tough question why the hell would you take a kid straight out of Creighton

Howard:  you know I it's not that we are targeting new grads or anything like that I will hire will hire anyone in some ways the benefit of hiring a younger doctor is they don't have any bad habits yet they don't have the doctor complex yet there we can kind of mold them really when  I'm hiring somebody I'm not as concerned about the clinical skills or the speed because I truly believe those things come with time what I'm most focused on is you know how articulate are they how are they a leader are they able to communicate well because what's the stat you always mentioned about 37 of all out of every hundred fillings are done that is a direct correlation to them not being able to properly explain treatment and get patients to say yes for I don't know what reason it is maybe they're not able to convey the urgency of it or they're not able to get the patient to understand the importance of oral health and things like that so a lot of the things that we're looking for our communication skills and leadership and if you're able to find those things in a dental candidate I don't care if they're fresh out of school or they practice for 30 years you know we'll hire them and kind of build an office around them 

Howard: that's  special you know when I got out of school the only people that would do that would be the Army Navy Air Force and Marines and now they ladies why see doing that as diso's and I give you credit everybody needs that opportunity and I love what you said I'll never forget I kept begging my dad my little to go golfing with him and finally one day he said I could go with him on Saturday so I was all excited and he wasn't taking me golf and he took me to the Pro Shop and he said the first 10 Saturdays I had to go to the Pro furs cuz he didn't want me to learn all these bad habits right and he said he said Howard he says I I can't even get rid of some of my bad habits because I don't want you to learn any bad habits so he made so I like that where you get them green they're still moldable shapeable so let's go so if they you  want them to work for you  guys buy practices so you have you really have a practical information on contract negotiations if you're an associate they hear things like well this is how we're gonna pay you and we're aspen and here's the contract and you say well I want to run this by my attorney and they say well I don't care here you run it by that sealing contract we take but you don't know is that are they is that a bluff game I mean is that it so so when you come out talk about contract negotiation due diligence what it means to take insurance think things like that that they didn't really learn and don't on kindergarten school 

Dr. Jason Genta: yeah I mean the four years of dental school are all it's just four years of grinding through the clinical basics of dentistry and there's not a lot of you know discussion and education on finding jobs I one of the things I'm most passionate about with schools is we need to take as schools we need to take more ownership on helping our new grads get jobs out of school and be successful but I also think our schools need to focus on helping our retiring doctors get their practices sold you know we we've all worked really hard our alumni basis should be working really hard to make sure that our graduates are all really successful but as far as contracts go you know I  know I don't like hearing oh this contract you know you can't have someone else look at it but one of the first things I do when I give a contract one of our potential doctors is tell them to have a have a lawyer look at it you know it's worth it you  want to be in a contract that you understand and that you feel comfortable with but 

Howard: how would you trust any contract written by two Italian brothers from Creighton that's not mob dealership right I mean you're dealing with the mob at that point are you 

Dr. Jason Genta: it's funny you say dealership my my dad runs a car dealership so that's how this works right so so you're you're saying that if they so so you're saying you don't carry if they show their contract to an attorney listen I

Dr. Jason Genta: I want to be very transparent I think one of our reasons we keep as many dentists as we do is we're very transparent on on everything in our contract you know I the things that they need to really understand is you know how they're getting paid how you know well

Howard:  let's talk about that okay first of all for his heart what is your turnover do you think or how long do you think your average dog stays with you 

Dr. Jason Genta: I was the first associate they hired actually in 2012 and I think you know outside of people leaving moving to a different state or our doctors retiring we probably only had to leave our group home out of 50 

Howard: o you're on dentistry and since I'm and for a reason I mean really I think God Michael and AJ and you are doing is amazing but let's go you said you why do you think you don't have this staff turnover and the first thing you said is pay I mean on dental town the boards are filled with every time I get my paycheck they've screwed me out of all this money it's you know Bob let's talk about that first talking about money's the answer what's the question they got $400,000 of student loans what what could go right or wrong with getting paid so setting the expectation of kind of what they expect to get paid i I like to have that conversation with them very early on we're you know we're in schools kind of talking about some of this stuff and I'll never forget we pulled the the class and we said you know

Dr. Jason Genta: what do you guys think yet that you're gonna make your first year out of dental school and somebody raised their hand and we called on them you know that person was like 85,000 and we're like you're hired right away you know we'll pay you that but they don't understand that 85,000 they're gonna be bankrupt because that dot does not between their loans and this and that that's not enough to get them to to be you know viable and well

Howard:  well if you make $85,000 by the time you're gonna get shook it down by the mob so the feds gonna take a bunch and then you shaking down by the local state and city so they're gonna take you know a good 30 your money then you got to do student loans on because the American student Dental Association took your eye off cost 20 years ago and let it drift up to a hundred thousand dollars a year and they don't when they were little there's been a bunch of studies that when you give someone a paycheck when them when you give anybody a paycheck when they're an employee they look at their net number yeah and then right out say cash that they walk out of the banking stop said hey hey what was your gross they don't know did you know that your employer had to match your FICA matching they they don't know they just look at a net number and that so eighty-five sounds like a lot of money until they look at their net and then they gotta go pay their rent mortgage equipment you know so it's it's not that money but there seems to be a lot of people who don't know what the difference is between getting paid on production versus adjusted production what about warranties what if I what if I do a root canal and six months later you got to send it to an ended on us and we have to refund the root canal and they ended on you know so so talk all things money yeah um you know 

Dr. Jason Genta: so making sure that people's expectations are set are is really important we always say you know our goal for a first year grad is to be between 150 and 180 thousand dollars is you know that now we have to have those discussions and we'll have those on a monthly basis that's not my goal for them I want to hear what their goal is and then I can kind of we can kind of back into that so if you're saying that you want to make 150 thousand dollars where our pay model is pretty straightforward we pay 30% of collections our collection rates about 99% that's an that's adjusted production so you know making sure that 30% you pay 30% of adjusted collection just collections but making sure I said we collect ninety nine percent of our production that's the adjusted production

Howard:  so you pay you pay 30 percent of collection look alright but so the okay so these kids are dead on the fourth of our audience is still in dental school so let's say kids that um I charge a dollar for this dental filling and the insurance says no we're only gonna give you 80 cents so you might have thought you did a dollar but it's adjusted because you signed up for a contract which is a volume discount if someone walks in off the street it's a dollar but if an insurance company says sign this contract we'll send you a hundred patients the volume discount is no it's not going to be a dollar it's gonna be 90 cents so you thought you did a dollar that's production but it's adjusted production to 90 percent and then if they collect that 90 cents they'll pay you 30 percent of it but if they don't collect it then they can't pay you what they don't collect so that that's the terminology 

Dr. Jason Genta: yeah and one of the reasons we do collections is we want our doctors to be leaders in the office and we want them to have a vested interest in in the front desk and making sure that everyone's doing what they should so

Howard:  and the most important part of that is the doctor dropping the price when the first person to drop the price is when you're out of the room and you're back in your private office being what I don't even know what you do back there so so when you're saying oh yeah we could do this this time and they're like okay that's does that sound good oh yeah that sounds good then you leave now Cynthia walks and says did he tell you it's gonna be five grand what so you you they're not even gonna listen till you drop the fee and every all these doctors say oh you know I don't want to talk money I don't want to sell dentistry yet you're the problem and we had an ohm or Reid who just passed away last hour he's a big legend in my life and then so many lives he used to sit there and say you look him straight in the eye because you when you walk on a car lot they're like you know they're like well what kind of payment are you thinking about Jason are you thinking about a 300 a month 400 lines 500 months and Omar just look at me said well first let me know where at I mean we could we could get rid of your disease for probably a thousand we could probably make this a nice functional bite for five thousand but if you wanted an absolute Marseille DS Benz or a Cadillac we're looking at twenty five thousand what are you thinking about and then they'll tell you I just want them removed or my dad just died and left me some money I want to I want to buy a Cadillac I mean but when so the dead just have to be tight on collections other they're never gonna be there talking about money there's gonna jump in there and do a root canal Billabong crown on somebody that wasn't even financial arranged didn't have a credit history and then they're like playing the victim card the hack him I didn't get him you know yeah so you need skin in the game and paying paying somebody on percentage makes them have skin in the game

Dr. Jason Genta: yeah that's it you I couldn't have said it better myself so next time I get that question I'm gonna call you in and we can have a joint call with the people that are asking hey why are you not doing production because it is important the skin in the game is important making sure that they buy into this office like it's theirs is really important

Howard: so you pay 30 percent of collected revenue yes and first you paid on the 1st and 15th twice twice a month

Dr. Jason Genta: I think it's the 17th and ok 

Howard: ok logistics a lot of my friends want to do that but they but their current practice management software it's just not sophisticated enough today I mean I mean the current practice manager summer I mean if you think denture it's an eagle softer good just don't tell anybody because when you open your mouth and say that anybody with a room-temperature IQ in Nome Alaska thinks you're either in kindergarten or you have a head injury ok and you might want to tell the neurologist because something the size of a lemon is growing in your brain would cite what practice manager software are you using

Dr. Jason Genta: so we use QSI same thing as deep thorn out there and listen and my homeys my homies that dendrix an eagle soft

Howard:  I mean that's that I mean they even had a movie about that did you see Dumb and Dumber and and then I oh my god but anyway ok yeah so so you're using QSI so you can do that and and then when I ask open dental to hook up with gosh-darn quickbooks pro you know whatever it's tough but that but but but I'm not I'm not mad at it anymore because I already see the solution they refuse to know their numbers so that's why the DSOs have taken 20 percent to date and in 20 more years they'll have half and when they say well do you think it was bad and evil that the DSO took over I'll say well I everyone told the dentist for 30 years what they had to do and they refused to do it and now they're fighting with Delta when they should be over there with chocolates and roses saying can you when they come in can they have like a smartphone app so we scan it so we absolutely know they're already a validated member of Delta and then we do the dentistry you pay us directly change the account and open dental deposit and chase and do er and finish the whole transactions so we can know at the end of the day what we did now then they would they wouldn't even I mean they wouldn't know but anyway so um you pay 30% of collections yes we had you're on your own QSI so if you're on dentures if you're if you're on dendrix legal soft do you wonder if you can do that and just just take another shower right now just take a shot so so then um I'm I want to focus in on why you don't have employee turnover so you pay 30% of collections what else what else is in this relationship

Dr. Jason Genta: cover the lab bill at a hundred percent okay

Howard: okay but explain your you're in Chicago University Chicago that's where Albert Einstein was you have more Nobel prizes in economics at university cago than any university in the world when you walk down those halls I mean it's really romantic I mean like every hole I mean an 8 by 10 picture or some guy and so every one of those economists would say well you know if they had to pay 20% of lab bill they'd be using Glidewell at $98 right when you pee the whole lab that they might use some $250 crown fancy smancy deal so I was not expecting you just say we cover 100% of lab bill and nobody they got a Nobel Prize in Economics would recommend that so but it's working for you the Holy Grails reducing staff turnover and you did that 

Dr. Jason Genta: yeah that's a great question I actually my undergrad degree was in economics so I I love talking about those types of things the key with that principle and really with every other principal in the office is we offer a quarterly bonus for the office based on the profitability of the office so we are very transparent every month our doctors get a monthly profit and loss statement of their office they see every expense and they see exactly what they spend on labs exactly what they spend on supplies labor all those things what they made and what we do is on a quarterly basis we give them a percentage of the office profitability so it is in their interest if their labs are super high to encourage them to use a different lab but at the end of the day you know clinical quality is important and we want our doctors to make their own clinical decisions we just try to train them to make good ones 

Howard: you know if I was you your undergraduate degree was in economics from Creighton from st. Louis University okay well st. Louis is in pretty close to Chicago and University cago right now and their econ Department has six faculty members living and teaching that have a Nobel Prize in Economics that's amazing you should go over there and show them everything because whenever I go to ASU I whenever I have any type of a science problem on anything you go to over to ASU and that they have the  teacher what would they call that the where the they help you do your homework like a TA teacher assistant yes so you can walk into the math econ whatever and every one of those deals has a teacher's age teacher assistant homework you got a question you got a problem and you can just walk in there and talk to some guy with a two PhDs in astronomy and physics about some stupid black hole article you read on USA Today on Thursday and you can go in there and that guy will talk to you for the rest of the day for free so it's really really interesting so you could go over there and you think well these guys are teaching with a Nobel Prize in Economics they won't they won't do touch they won't listen to me the hell they won't they'll talk to you for four hours that is so cool so I could bring my economic questions about the group to them yeah and they they love that set because they do they they want to know what's real world I mean they they absolutely want to know what's uh what's you know people are talking about in the real world and they you know so yeah do that so so I'm we're talking about reducing employee turnover staff turnover you talked about pay what about contract what about I'm trying to think all the things against a recovered  not to compete again why you've only lost two people and since you've been there why let's make them happy Dennis are never happy they're bored

Dr. Jason Genta: we take a lot of time to invest in our and our doctors you know we meet on a monthly basis with all of our doctors we get all 50 of them in a room and you know we we host continuing education but most of our see II think there's three key areas to continuing education there's the obvious clinical but the other two areas are our leadership and kind of some of these business questions that you're asking so every month we get together we get together as a group we make decisions as a group and we really invest in in the education of our doctors there

Howard:  you said there's three types of Cee you said clinical what were the other two leadership and business huh and so leadership is different than business explain  that 

Dr. Jason Genta: so when I think of leadership it's communication it's you know being empathetic to your patients and your staff members it's things as simple as you know saying hello and goodbye to your staff members and not you know leaving out the back door at 5:01 when you're done with your last patient showing your your team members that you care those are the important things

Howard:  who's doing the the higher the HR for these doctors who's doing the hiring in the fire who's signing off that you're gonna hire Jason jente and not that crazy Michael a cirno guy 

Dr. Jason Genta: any doctor that we hire myself AJ and Mike have all not we've all talked to and we've all kind of given the approval on okay so III I'm willing to 

Howard:say this you're in Chicagoland they got the bearers they got the White Sox they got the Bulls and the  head coach is a totally different person than the scouts and right now all the NFL scouts are out and they  know their job but I know that I mean I iPod Casa de Allen I think he's an amazing man and his brother Mike but um I I'm just telling the kids that I'm assure you that Allen Mike and Jason are probably really  talented HR empathetic psychologically in tune people because just having 50 associates I mean if you if you put a hundred people in the room what percent are toxic I mean I mean what would you say the 8020 rule what percent are Moody and bipolar and nice one day and mean the other so I bet you that it's a 50/50 that they got a really great place to work for but it has to be accounted for that Allen Mike and Jason are really good at HR it's

Dr. Jason Genta: it's no different than looking at like the practice level you know an office with a really great dentist it's it's not a coincidence that they don't have staff turnover whereas you know the office with a doctor that has the doctor complex and what is the doc but you said that twice what is the doctor complex you know leading by the credentials behind your name rather than leading as a as a leader and  as a person you know yeah exactly you and you earn it by taking the time to talk to your  staff members and hey I might be the dentist but I'm still willing to take out the trash to get to make sure we all get out at the right time those type of things I think go a long way and making sure that your team knows that that you care and in return you know the next time you're 20 minutes late they're gonna stay and they're gonna help you and they're not going to complain and 

Howard: what so I'm I go back Allen got out of crate in 2001 Michael got out in 1999 and what year did you say you got out 2011 2011 I don't know any difference between anything really change in the doctor deal do you see any your time at Millennials and baby boomers and all that and you got out 2011 yeah so do you see any changes from 2011 versus uh 1999 when Michael or Allen got out in 2001 

Dr. Jason Genta: you know I you the buzz word that you hear from a lot of younger doctors younger than myself is kind of work-life balance and you know autonomy they want those type of things what that means is they might be willing to work the 35 to 40 hours clinically a week but they're not as excited to do the payroll and do those type of things I mean that's another reason why group practice is moving the way that it is now I will say I don't think that you know Millennials get the bad rap of being lazy or things like that I think our doctors that are that are young work really  hard but they  do care about you know getting home to their family and things like that and it's  our job as a group to create an environment that that suits those interests and we have to make sure you know if we're building the group the way that we want it to and then we're trying to stick people in it that that don't want to do the way that we want to do it we're not going to be successful so you have to kind of form the group in a way that meets then wants and needs of a lot of the dentists out there you know that might mean having two dentists in an office that traditionally would have only had one that allows people to you know take vacation to take maternity or paternity things like that we just have to kind of make sure that we're offering people what they want 

Howard: so do you do you have a model you have 50 dentists how many how many tell me and how many dentists and how many offices you have 50 plus dentists in 31 locations yes does the do those offices I mean if I walk into 31 McDonald's or Carl's juniors they  all the same Starbucks it's it's all the same format what is your formulas at a table to Docs what is your formula 

Dr. Jason Genta: so we grow by acquisition which means were purchasing practices from retiring dentists and we're partnering with those people so we're inheriting whatever that office was like and you know we're  different than McDonald's or Starbucks and that we don't change the name or the branding or the logo or anything like that that office when we partner with it was really successful and has a culture all of its own we don't want to go in and change that we want to help them and take some of the things off of their plate so they can make that culture that all of the patients come to even better so you may go into any of our 31 offices and the only thing that should tie them together is you're getting great customer service and you're getting great clinical care from there the way to answer the phone or the way they greet you is gonna be a little different because people are unique and our offices are unique too 

Howard: so I've always wondered M&A; activity mergers and acquisitions I mean whenever I meet had dentists do in three four million dollars a year or that he always did that but it's so rare in dentistry so again simple math you know you go to a town of 10,000 well there's gonna be ten necessary because there's a dentist every 2,000 and the rural draw into the city is times two so a city of 10,000 is drawing from 20,000 so it would have 10 dentists for 2008 and it's one town every time a 65 year old old fat Howard is turned out to pasture he sells it to some young hot energetic Jason Genta who comes in here and works it up that's dangerous versus I'm just gonna buy that office I mean I'm just gonna buy it and roll it into mine so you look at this guy and he started off with ten offices in a town of 10,000 and every five years he bought the retiring guy mm-hm and then I come back I roll in the town twenty-five years later to go lecture for their group practice or whatever and there's only been and there's only there's only ten offices in the town he owned six of them and he's doing four million a year so why do you think and then I asked the dentist they said well you know just simple numbers they yeah so on shark tank how much money does it cost you in marketing advertising to get a new client here they don't know well your average client how much money do you produce and collect in a 30-day period because that's how you pay your bills don't tell me what the patient's gonna be worth as their family tree rolls out in the next you know Cambrian explosion of evolution tell I pay my bills monthly how much does it cost to get a patient here how much dentistry will they do what is your overhead what will you net because if I don't know the cost of the getting a new patient and my net income I mean if it's if it's gonna cost me $300 to get you in here well I better do $1,000 of Dentistry and net 300 just to pay for my marketing cost they don't know that number either but if they did know that number then they would know well that office across the street if you're paying 250 a head that office four miles down is selling for 175 a head and the guy selling the practice thinks he's gonna retire for about 90 days and his truck breaks down his wife wants to remodel the front room and a kid needs to borrow money so then that the guy you bought it from always comes back and works for you a day or two a week for 30% of collection and it's just a win-win across the board but you just never see that M&A; activity in dentistry you always see it in Walmart but  let's go back to that so like Bob Fontana every one of their 800 locations was a de novo they opened from scratch they've never bought office then the opposite is guys like you or heartland where you'll buy mergers and acquisitions so would see it so if I'm selling my practice to you what's the difference like having a common name like Starbucks or McDonald's or whatever versus I sell to you I'm Howard's dental Depot so you don't you don't change all the names to dental one orders

Dr. Jason Genta: no we don't we don't do that now if it's you know Howard for an Family Dentistry and you're retiring we might change the name of that to just because new doctors coming in but we'll try to tie in a name that ties in geographically you know whether it's the area that you're in or things like that but know none of our offices are our main decision one general partners but kind of while I work with our younger doctors and I love doing that one of the other roles that I do is on our acquisition side and I really love that too so while I'm not looking at the tax returns and kind of valuing the come the potential office from that perspective what I do is I go in and meet the doctor I look at the way that they're practicing I'll kind of talk to the doctor about the philosophies I'll look at the procedure code analysis and see what kind of dentistry are they doing you know are they doing crowns and fillings and recurring everything else out or is this an office that's kind of a niche office and they don't have a lot of patients but they're doing tons of sleep apnea and TMJ things and things like that you know one versus the other not right or wrong but you need to know what you're partnering with so that you can find the right dentist to take that office over and you know what you're getting for those listening that want to own their own practice and or do on their own practice the merger thing that you discussed is a great way to help your office grow we do roll-ups all the time and what a rollup means is exactly what you described you have a likely a smaller practice of a retiring doctor that wants to sell and it often times you know they may not have a nice building or they may not have anything that is a value where you'd want to go and practice in that same location but what they do have is they have loyal patients and if you're able to get those people to come to your location if you can get dr. Jones to come over for three months and help transition those patients over for you I mean you can help your office grow by 50% in a matter of six months and it the value is enormous so I would always recommend looking into doing that but if you're gonna do that don't just look at the tax returns look at those procedure code analysis and make sure that the dentistry they were doing is is the dentistry you were doing and kind of make sure that you're looking at it from both a financial perspective and a clinical perspective 

Howard: okay I'm gonna go back to you said three types II clinical leadership in business you said leadership was that so again what would you describe business well again what's the difference a leadership in business or you could start with clinical a lot of a lot of want to know clinical I mean a lot of people keep seeing the fact that the only areas in clinical dentistry growing double-digit are clear aligners and implants so finish the differencing leadership in business because I sidetracked you because I think that if you are having such reduced employee turnover I just think that Alan a sir no Michael is her no and you Jason Genta must be really psychologically grounded empathetic sympathy I mean you guys just what when a sapien is talking to you you get it you know where it's coming from you know because I mean like every dental I was like good to you some some girl walk up to me and she'll be an assistant or whatever and show show role or I shall say well you guys talk about this and this and I say well who's your doctor and they look back and then they roll their eyes I'm like oh my god I know you're a toxic animal and I've known you now for four seconds yeah how long do you work for that guy eight years it's like how do you how do you get a paycheck for eight years being so toxic that the only reason you're alive is because it's illegal for me to shoot you right now you know I'm so so again what's never seen leadership in business 

Dr. Jason Genta: so leadership is is more communication focused you know being empathetic making sure that your team members and staff are following you and things like that business is just making sure that that you have an office that's healthy and that you understand what your office is doing on a monthly basis you know I mentioned kind of having that discussion before we hire someone what their financial goals are we go back to our doctors on an annual basis and ask them hey what are your financial goals this year and we'll talk to them and then we'll kind of look at their office and say you know hey you can do this where we might need to open the hours a couple hours a day you know a week or if you don't want to do that we might need to you know expand the offerings that you're offering you know you're referring all your root canals out right now if we get you some training that could increase your production and collections and therefore your salary so when  we talk about business it's just understanding your business from the numbers perspective when  doctors come to us and  they're asking for you know this or that in their office or they want to renovate their office we don't want to tell them no but we want them to look at their  financials and see if you know if they have a thriving office and their their profitability is really really high of course we're gonna you know help them renovate the office or get them you know a cone beam or something like that I'm gonna hold your feet to the fire you're talking about business and you need to know if they're healthy what what metrics are you looking at what what  what's a healthy office for you are you looking at overhead new patients what would business metrics on do the Genta osorno brothers all look at so we look at a Buddha is a da de but uh yeah so explain that to him earnings before interest taxes depreciation amortization correct so the best way to think about it is that's a lot of words it's a it's a complicated you know we could dive into all what every single one of those letters means but though the way you just really need to think about it is on a monthly basis at the end of the day the amount you collected is X amount of dollars you paid yourself you paid your staff you paid rent you paid supplies you played labs all your fixed expenses your variable expenses everything's paid at the end of the day you're gonna have a certain amount left over and that is your profitability so you know in our offices our goal is to have them be at least 25% profitable now what we do from there is decision one as their as their partner we charge a 12% management fee and that's covering you know in-house legal in-house accounting payroll HR all those type of things so at the end of the day after everything is said to set and done our goal is to have the office be you know 12 to 13 percent profitable okay so let's go back at so we start with IVA da you're saying the dental office needs to be twenty five percent problem does that mean seventy five percent overhead after you pay the dentist

Howard: so if you pay the dentist thirty percent if you pay the dentist 30 percent you start with a hundred pay the dentist thirty now you're down to seventy so you're paying them thirty percent of what they did there's a there's a hiding production oh okay so you're paying the dentist thirty percent of what they collect yeah and then what percent of your practice is hygiene what percent of a typical 70/30 split okay what we see on average so Dentist are doing 70 percent of production and hygiene is doing thirty percent of production you're paying the how do you pay your hygienist we pay them hourly well we currently don't pay them based on their production or collections yeah and I don't know either because of its it's the variance what I mean by that is if you're a hygienist you got eight hours eight patients eight cleans and x-rays one don't show up III can't make it up I just lost money but when I'm a dentist my god I could have the whole morning fall apart and then the afternoons some guy walks in with a toothache and I'm due to root canal bilham crowns on two and three for 1500 each and had a $3,000 afternoon and so I have a huge variance Hygienist don't have a huge variance okay so again so Dentist or 70% of production hygiene 30 you pay your dentist 30% of collections you want the office to have an overhead of you said you wanted to be 25% profitable and EBIT ah yeah well of traditional management fee well what would see what's the overhead that gold what is the overhead goal of your dental office so after you're talking including pay and things like that yeah after you pay the rent mortgage equipment build-out insurance the the dentists 2 hygienists a lab the supplies you pay all the bills 75% okay 

Dr. Jason Genta: so overhead goal is 75%

Howard:  and then then the management fee is taken off of that off of that so what is the management fee twelve percent 

Dr. Jason Genta:

so twelve percent and 12 percent management fee and then that leaves over that leaves thirteen percent yes and then what's the that 13 percent for

Dr. Jason Genta: so like I said that you know that goes to growing our group we pay you know our doctors get part of that that's part of that quarterly profitability bonus that's really where we get our doctors to buy in because they they believe you know that that's part of their income stream so they want to make sure you know if it's at 13 percent can they get it to 14 or 15 they're obviously gonna get more money to take home it's no different than if you own your own office you know that profitability you you want to take more of that weight just real quick I always see you guys using the word decision one dental and decision one dental partners is that two separate companies ORS one right and ones wrong 

Dr. Jason Genta: our official name is decision one dental partners 

Howard: okay well you need to tell he needs to fix his LinkedIn page and his brother his brother got it right Michael Olson got it right everyone got it right but eh okay so it's dental it's decision one dental partners so okay so so the overhead goal is 75 decision one dental partners has a 12% management fee and then the thirteen percent remaining how do you it's a quarterly part of that in the quarterly bonus correct for our doctors doctors only and what percent of that thirteen goes would you split with the doctors do they

Dr. Jason Genta: they get 10% of whatever the profitability is so that 13% they would get 10% of that then 

Howard: what would the other 90% you do to so that 

Dr. Jason Genta: that goes to you know we that goes to our our group as a whole to decision one dental partners the  group and our doctors our owner you know we have 15 of our doctors are owners of our group so we have kind of like a how many 

Howard: you have how many partners fifteen  part okay so I want to talk about that when we when you get married are you married I'm not married currently no so you're in Chicago are you smarter than Einstein I mean Einstein was in Chicago so no but when you get married it fails 50 percent of the time how do you get 15 doctors to get married because when you marry when you get married you have all kinds of glue that holds this marriage together you have children sex family so now you got 15 doctors and it's a it's a plutonic relationship how do you get 15 doctors to stay married and  not break up and fight oh and divorce

Dr. Jason Genta: it's a great question you know we those people are Equity Partners at the end of the day dr. Mike and AJ who founded the group kind of have the final kind of decision-making process so it's you know we're not getting into this voting thing where we're splitting votes and things like that now we are a group that where we want to make sure everyone's happy and everyone has a voice and so we do have you know monthly dr. owner meetings where we're talking and discussing and we take all of that into account when we're making decisions but ultimately AJ and Mike are making decisions that are in the best interest of our group and as a whole

Howard:  so all the partners a dentist a Doctor of Dental Surgery

Dr. Jason Genta: yes 

Howard: and are you a lot of group practices realize that if I have kids come out and do the molar endows and place implants someday I'm gonna have to pay endodontist and parried on us you know to redo 10% of these cases at an absolute minimum some DSOs are having only endodontists do their molar in doe and only parry it on his placer implants and for if any other reason the insurance companies will pay 20 30 40 percent more for supposed to like in Arizona they'll pay me a hundred to do a molar root canal but they'll pay an Endon I was twelve hundred well that 400 dollars extra I can't afford to pay an associate to do this so so are you starting to rotate specialists into your 15 locations 

Dr. Jason Genta: currently we don't have any specialists but we are seeing you know right now are our doctors we rely on them to have partnerships with specialists in their area and you know we want to make sure that our doctors are treating or comfortable with the procedures that they're doing so you know I'm not gonna go tell dr. Jones hey you're not doing root canals you need to start doing them I want to make sure that at the end of the day the patient's getting the best care possible and whether that's dr. Jones doing it or sending it out that's what's most important now for 2020 we do see that some of our doctors have come to us and they're asking hey I would love and endodontists to rotate through our office or a periodontist and so we like to we like to provide whatever our doctors are asking for and so in 2020 we are going to focus on I'm trying to bring specialists into our group 

Howard: that is an ear in yeah you're in Illinois and Wisconsin are you on are you how long do you think you'll stay there I mean I'll never forget Rennie Shellner do you remember well anyway you wouldn't know running he retired for you in school but anyway he owned Lourdes dental studio and okay I thought he was the neatest guy because he says you know glide wills huge they do about 7% of the whole crown Umbridge market right but that means half the dentists in any given year send him something and half the dentist sending something equals seven percent of market and but Rennie said we're never leaving Wisconsin he goes if yeah he said there's so much work in Wisconsin because I could have the second-largest crown and bridge laboratory behind Glidewell without ever leaving Wisconsin I was talking to a DSO one day on this show and he was in California and he was telling me he wanted to spread across to Arizona and New Mexico and Texas I said dude California is 10% of America they got 40 million people they got 27,000 dentists you would never just pick northern our southern you'd never have to leave northern or southern before you died you'd have a billion dollar company so so are you do you think you're gonna are you gonna like stay Illinois Wisconsin and just be a Brett Favre cheese head locally with Laverne and Shirley or do you think you'll be going to third and four states

Dr. Jason Genta: you know it's a good question I I think our growth model is pretty simple we want to continue partnering with dentists that that want to be a part of our group and if we have dentists wanting to you know sell to us and partner with us and we have younger doctors wanting to join our group we're not afraid to go into different areas we have you know established ourselves here in the Chicagoland area and we do a really good job here I'd like to hope and think but yeah I think as long as we're doing really good dental work and have dentists that love working for us and are staying with us I think that you know we'll continue to grow

Howard:  you're so damn good I still got two more questions but I mean this is a big  interview yeah you have 50 doctors when you're educating them on clinical what would we're what's hot and what's not in clinical were you trying to stare them clinically 

Dr. Jason Genta: yeah I let them kind of on an yearly basis tell us what they're wanting you know I don't think it makes any sense for me to bring in education if it's not what they want and it's not what they're going to utilize so as you mentioned implants and clear aligners are our two areas where we're getting a lot of doctors wanting to go that way and they're asking for it so you know we're working really hard to get them implant education and clear aligner education I think our I think our schools do a really good job clinically educating our doctors on fillings and crowns and things like that I don't they're  not getting as much in dough experience you know I - a lot of new grads that have never done a molar before I don't know if that school specific base or create an undergrad or dental score did you go to Midwestern I went to create in dental school so at Crate and I was fortunate they didn't have specialists so I did my own endo who would to me

Howard:  I thought someone on your team went to Midwestern we have a lot of intern graduates you know it's kind of right in our back yard so we do hire a lot of Midwestern drive Wow last question when you go to buy a practice for mergers and acquisitions is there certain minimum maximum you're looking for I mean do you have like when you go hunting you know whether you want a deer or rabbit or a most is there what are the parameters that are that you'll even consider what would what are you aiming for 

Dr. Jason Genta: yeah I think that's a great question we kind of know what we're good on and that that's kind of what the type of practice we like to go by so we are a very you know we're a doctor led group we believe in a strong hygiene program so making sure that they see hygiene patients they try to get them in regularly and it's not just hey we're flooding this office with new patients we're getting 50 new ones a month but we're not keeping any of them that's not something that interests us because at the end of the day as soon as you turn that marketing spic it off the patients are gone so we're we look at rather than trying to say oh we have X amount of active patients what I like to look at is how many Pro fees are done in a year and so how many monthly Pro fees are done and are those patients coming back every six months so if you run you know if you're looking in an office and you run the D one  zero adult prophy code take that annual number divide it by twelve and look how many are coming in every month you know in our opinion a hundred and twenty and above it is really good 120 is a good office for a single doctor when you start to get into 180 to 200 that's where you can kind of have a second doctor in there 

Howard: so this sounds like a you know you're I want to do as I want to end this um that sounds like a great article you should write for downtown I would actually love to get your  have a lecture called life after dental school gosh Millennials love our online seat we put up 400 what our courses they've been viewed over a million times you know it's I mean guys during that doing that football game yesterday the second half I mean that that was such a blow out I mean I I was already surfing on my smartphone during the back half of that uh the guy on Wisconsin that guy did not show up but anyway um so I I wish you'd write an article this because I got to customers I got old guys like me you're thinking why you know you know it's like giving your baby up for adoption I I'm not gonna sell my dental eyes to someone who's gonna do something coming here and treat my patients differently than I want my granddaughter treated so you really you really care about your patient list you're a psychopath and you really want that to be adopted and then the  young kids coming out they need to know but I I wish you would do that a life after dental school as an online CE course on dental town in an article in dental town magazine because you're  talking about both ends of the spectrum 

Dr. Jason Genta: you know I deal with really those are the two sectors of the dental space that I deal with on a daily basis you know the younger people that were hiring and then the older people are retiring and you're right it it's something that they worked so hard to build and  they've built this legacy and patients love them and they're t scared of giving that up so that's where I like to come in from a clinical perspective and make sure that they understand that hey this is a group that that's doing the right thing and is doing great clinical care and I can feel comfortable you know retiring and knowing that my patients are gonna be taken care of so I would love to put that course up I'd love to write an article yeah and they

Howard:  I think a lot of people in Texas won't even figure it out that this whole thing is written by the Italian mob but anyway but you know and the young kids eight they're so sweet they ask questions like well what questions should I ask an interview and how you know what you know they don't know what to ask and then I've seen a lot of these interviews and the dentist the entire interview he's selling himself he's talking about he went to pinky and he went to this and TMJ his thoughts on everything and I'm like oh my god dude you just sold yourself for an hour and that little pumpkin just sat there like not saying a word so yeah this would be a great article I hope too I'm at a time but gosh yeah do an article do an online C course life after dental school you know how the old guys should prepare for their exit strategy so that they can retire on the golf course knowing that someone's taking care of their patients like they want them to be taken care of and then the young kids in dental kindergarten what's gonna happen when I finished my boards I'd love to alright buddy it was an honor and a privilege for you to come on the show thank you so much for taking an hour out of your life to come talk to my homies thank you so much Howard I really appreciate it  was a lot of fun alright buddy have a great day.

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