Tag: Today’s FDA

The 2022 July/August issue of Today’s FDA is available online for Florida Dental Association (FDA) members NOW! Check it out for great articles about peer review – an exclusive FDA member benefit, how to create an emergency action plan for your dental practice and tips for being the most interesting person in the world when it comes to contacting your legislators about issues that are important to you. So, what are you waiting for? Head to floridadental.org/publications or just click the cover image below to read the issue.

By Raymond Cohlmia, DDS and Marko Vujicic, PH. D

We are at a critical moment for the dental profession. What we do now, or what we don’t do, will define the entire profession of dentistry for decades to come.  The pandemic has brought unprecedented disruption to our personal and professional lives, but it’s really what comes next that is the game changer.  What’s approaching us is not just a guess. We have seen and will continue to see major acceleration in several trends that will have a profound impact on the profession.  

The future is now being painted clearly and several factors once thought to be short-lived fads are now well established trends. From the patient’s perspective, we know that there is a shift in the mindset of how patients are perceiving health care overall. This includes dentistry and is particularly common amongst millennials. This phenomenon coupled with intensified consumerism and public and private insurance replacing the self-pay market is leading to a change in patient base.  This will challenge our previous outlook when we analyze the future consumers of our dental care services.

Furthermore, we know that practice modality is transforming at a dramatic pace. This is fueled by the transition of the dental workforce to a younger, more diverse generation that will soon assume their roles as the new recognized dental care providers in the next decade. A decreasing percentage of dentists own their practice. Most dentists in Florida and much of the U.S. now practice in groups, with solo practice slowly disappearing (figure 1). More and more dentists are joining dental support organizations (DSOs) and a conservative estimate is that 15 percent of Florida dentists practice in these models, much higher than the U.S. average. As millennial and Gen X dentists replace baby-boomers, these trends will continue to intensify.  

The educational format has also shifted to an integrated and holistic approach to patient care.  Dentistry has been very successful in supporting the thought processes of wellness and prevention.  This has become the main focus of the general public’s expectations for their individual wellness. However, we also need to acknowledge that our current system of dental care financing and delivery is not serving all Americans.  We know that half of the U.S. population is not going to the dentist regularly and that cost barriers are the biggest reason why.  Although we have made vast improvements over the last two decades in many aspects of children’s oral health, we have little progress to show when it comes to oral health for adults and seniors. In fact, income and race disparities are widening among adults and seniors for several indicators of oral health and access to care.

What is all this leading to?  It brings us to a critical point for our profession. What we do now, or choose not to do, is critical to our future.  Are we ready to accept that practice models are evolving and, inevitably, dentistry will too, like all other health care professions?  Are we ready to advocate for policies that will work toward finding a routine dentist for all Americans?  Are we ready to transition dentistry into a core component of primary care in order to align with the conversion to a holistic approach to patient care that we’re seeing within the educational format? Changes like these have the potential to grant access to primary care dental providers to millions of Americans. If the answer is ‘yes’ to these questions, then the ADA and FDA will need to shift priorities in terms of how we support dentists and what we emphasize in our advocacy efforts. 

This is a time for bold and defined leadership.  You have heard both of us say that what is in the windshield is much more critical than what is in the rear-view mirror.  The scenery around us will continue to change whether we move or not. The question is, are we choosing to move forward, or stand by and watch it all happen? Our profession is at a crossroads and our view through the windshield is vastly different than what’s staring back at us in the rear view mirror. We must ask ourselves: are we ready to embrace a bold new vision for the dental profession, or are we going to sit back and watch as change happens around us?

Reprinted from Today’s FDA 2022 May/June issue. Visit floridadental.org/publications to view Today’s FDA archives.

By Suzanne Ebert, DMD

Bringing in an associate can be intimidating. You’ve built your practice’s reputation on a certain style of care and may have known some of your patients for decades. You want to know that Mrs. Smith will get the same quality and level of care she’s come to expect, regardless of which dentist she sees in your office.

So what makes an associate “right” for your practice and patients? 

Every week at ADA Practice Transitions (ADAPT), I speak with owners looking to hire an associate or sell their practice. Many insist that any associate coming to work for them must have at least two to five years’ experience. Too often, this means that they refuse to even consider a dentist who would otherwise be a perfect fit.

At ADAPT, we strive to connect doctors who can work well together and respect each others’ professional decision-making. While experience is important, skills can ultimately be trained. Underlying personality traits cannot.

Sometimes it’s best to hire someone who has the right attitude, approach and personality for your practice, then help them gain experience under your tutelage.

Let’s explore why a doctor with a little less experience can be a great asset to your practice. 

Train them to your best practices

Recently graduated doctors often come with a clean slate. They haven’t learned any bad habits and are typically laser-focused on achieving perfection.

Meanwhile, you have spent decades developing your own best practices. You know exactly what to do when conditions dictate that a crown margin must be placed in a somewhat “less than ideal” location, a canal is blocked out or a tooth is broken off at the gingival level. Young professionals crave opportunities to learn these things from an experienced doctor, and you can mold them to your best practices. Yes, they may initially take longer, but patience will pay off. And watching someone grow into their career — and themselves — can be incredibly rewarding.

Get up-to-date about the latest evidence and technology

Even the most diligent doctor has limited time for continuing education.

A recent graduate who has devoted the last four years to learning best practices and studying the research can help you stay current on providing evidence-based care and understanding new technologies.

Support independent dentistry

While 86% of graduating dental students say they want to own their own practice within 10 years, many turn to dental support organizations (DSOs) for their first dental jobs. Some owners bemoan this fact, stating that the training early-career professionals receive in DSOs is not ideal for developing the clinical skills owners value. Even so, many of these same owners refuse to hire anyone with less than five years of experience.

This begs the question: Where do owners expect new graduates to gain that initial experience?

The reality is that DSOs are generally eager to hire new graduates. DSOs can be a fantastic place for young dentists to build their skills while earning a steady paycheck. Owners need to either embrace this model or take matters into their own hands and hire (and train) a recent grad to their specifications.

Young dentists have to get hands-on experience somewhere. Why not in your practice?

Gain a new perspective — and revenue

A new dentist can provide an outsider’s perspective and fresh energy that may enable you to grow the practice. They might offer a treatment you currently refer out, or be able to take over some of the “bread and butter” dentistry to free up your time for more complicated treatments.

Be sure to discuss your intentions with any prospective hire to ensure you’re on the same page.

Plan ahead for your own retirement

Many dentists plan a long, gradual path to retirement. I help some create an “associate-to-owner” pathway, in which both sides agree to a timeline during which the senior dentist sells the practice to the junior dentist.

Other owners find themselves scrambling to sell after an injury or illness. Too often, this leads to practice closures.

Hiring an associate helps future-proof your practice as you’ll already have an in-house dentist who can provide continuity of care to your patients.

Think of hiring as a long-term endeavor. Seek the right person to work with your staff and care for your patients for years to come, rather than seeking someone with a preconceived amount of experience.

To create a free ADA Practice Transitions profile and be matched with dentists who share your approach, visit adapracticetransitions.com

Reprinted from Today’s FDA 2022 May/June issue. Visit floridadental.org/publications to view Today’s FDA archives.