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The Clear Perspective with Dr. Matt Bynum

Dec 06, 2021
 

Had so much fun chatting with Dr. Matt Bynum in this episode!
We discussed how to engage, keep, and train a high-performance team in today's Dental Industry!

Get in touch with Dr. Bynum!
Instagram: @bynumaestheticdentistry
Email:  [email protected]


Allison: Happy Thursday, everyone. It is Allison here on the clear perspective with Dr. Matt Bynum I'm super excited to welcome you to the show today. I love your Christmas vest it is fantastic. So, let me introduce you to the audience, and then I'm going to kind of like give you the floor and just, you know, help people get to know you a little bit more.

Um, so Dr. Matt, I got to meet through his lovely wife. Who's also a dentist, a few, probably around a year ago. Actually. We've been working together and got to go visit their practice, meet their incredible team. And we're going to be talking a lot about that on today's episode. Um, but Dr. Matt graduate from the university of Iowa college in 1995.

He has a practice in Simpsonville, um, with an emphasis on aesthetic restorative and psychologic and implant dentistry. Did I say that right? Physiologic? Thank you

I was like interesting.

Thank you. Um, so you're the co author of the book, the boomerang effect, and serves as a consultant to several dental manufacturers and laboratories.

But most importantly, he's a husband, a father of three, very active and athletic boys, a baseball coach, a leader, and a man who'd prefer to be called dad or coach before Doctor. Bynum is an educator, a mentor, and an international lecturer. Speaking, speaking on topics of restorative dentistry, practice, success development, goal, setting motivation, and helping everyone become the best version of themselves possible.

So I got to meet you in person, and we had an amazing week together with your team. Um, did a lot of training on Instagram and just, I really got to get to know you and your wife at that point. I know that other dentists in the industry have so much to gain from your knowledge. So thank you so much for being

here.

Dr. Bynum: Thank you for inviting me to be here. So I'm looking forward to it.

Allison: This is the thing that's happening in the industry right now. I mean, I could talk to you probably about hundreds of things that I know would help other doctors kind of get insight or strategies or skills, but the thing I want to talk about mostly today is your team, because there were things that you were mentioning, um, and just even being in the energy of your team.

Was such an incredible experience for me. I work with teams all the time. I train teams all over north America. And when I got to engage with your team, I felt like we were family immediately. And I felt like your team was a family immediately. So tell me, how did you create, because this isn't just by accident, these things happen.

How did you create a team like that?

Dr. Bynum: So what you felt when you came into the office for the first time, Allison is exactly what we try to create for our patients as well. So many dentists and dental opposites will explain to people that, you know, we're a family practice and we treat everybody like family.

Well, I think sometimes people treat like in-laws more than, you know, the Outlaws where the true family cause, uh, they don't necessarily like do what we're doing. And it's not by accident that this happened, like you mentioned, this is all by design. So the one main thing that we bring into the office when it comes to team is developing a culture.

Uh, and, and I, my wife, she's a pediatric dentist would share one building, totally separate practices. Uh, and she's got a thriving practice on her own with far more people than I do. I have 11 people that work for me now. And I think that's grown since you were here. Allison, so, uh, and part of that is because of the success we've had with the social media and the things that were blowing up and it's crazy and it's fun, but developing a culture starts with first off, bringing an amazing attitude to the office.

There is no half glass or glass. Uh, empty. It has to be half full and for team members to come in here and receive that kind of vibe and that kind of environment changes things instantly. It cannot be micromanaged. It cannot be directed at people because those are things that make people feel small. So Ann and I are very, very, uh, stewed about lifting people up in the office.

You mentioned in the introduction. I want people to become the best version of themselves that they possibly can. I want that not only my dental practice, I want it for them outside of the practice with their family. So we pour into our team members just like they really are family. So that way they treat everybody the way that we want to be treated and the way that we treat others.

So, um, establishing that culture inside of the practices, ultimately the number one thing that you have to do, how do you do that? Well, we hold team meetings every week. We have a team meeting once a week for an hour and a half. We break Tuesdays. My long day, I worked three short days in the office from eight 30 to three 30, with the exception of Tuesday, Wednesday, Thursday, I do that Tuesday.

I work eight 30 to five. We do an hour and a half team meeting at lunch. And sometimes those team meetings don't involve dentistry at all. And I think it's critical that everybody hear that. Sometimes you don't have to talk about dentistry. Sometimes it's just about catching up with the person that's across the table from you.

How's your family doing? What's going on, uh, laughing to the table, realizing that we're all human. And we're all trying to get through the day, the month, the week, the month. And we all want the best we possibly can. So to build that up and not just come at it from a dental standpoint and immediate standpoint of you did this wrong, we need to improve upon this.

And this is what we need to go over. Those are all very important and there's a time and a place to do that, but don't forget that you have a culture to survive and to thrive. And you have people in front of you to do.

Allison: Amazing. And it, it absolutely felt that way coming into your practice. And so it was a, it was a really cool thing.

One of the things that I got to experience as well was somebody had, you know, made a scheduling error and in the meeting, I got to witness you explaining what had happened and hold that team member to a higher standard. So tell me a little bit about that. We can tell that your team respects you tremendously.

How did, how do you handle telling somebody that they made an error or there's an opportunity for improvement, um, without, you know, bringing that person down? Because I think that's something that a lot of my doctors struggle with is like having that upfront conversation and telling them like, look the expectations higher here in a way that's still positive and progressive.

So how, tell me how you do that.

Dr. Bynum: And you're right. I think too many dentists are there into the tear down mode. You know, you didn't do your job, right. I pay you to do your job. You're here. You know, for seven or eight hours a day and you're supposed to get it right every time. Well, how many dentists out there get it right?

Every time that you're in it, in the office, it just doesn't work that way. So, um, we, I correct. Um, in private most of the time, if it needs correction in private, uh, if it's something that the team can benefit from, then I always bring it up in front of the team because all decisions center around three things, the patients, the practice and the team.

And those three things are what drive the practice to success. If we don't have those three things humming along and in harmony, then we have a problem and we have a disconnect. So I will, I will do some correction in front of the entire team, but the way that I do that is first off, I acknowledge that nobody is perfect.

There's only one perfect being that's been on this earth and thank God and that we, we had him. But, um, the greatest thing about bringing the introduction to the people that are there is to empower them. So first out we tell them and acknowledge, listen, you're not going to be perfect. I already know that, oh, by the way, I've screwed a lot of things up too.

As long as we learn from the screw up and we move forward, we're in great shape. I don't mind because it's going to. The ones that we have trouble with and the team members that they think their, their job is to be perfect all the time. And they have a very difficult time because those are the ones that will all of a sudden they'll start crying and I'm looking at him going, wait, I haven't even started talking yet.

What what's going on? And they get so caught up because they want to be so perfect. Cause they want to do good for you. The patients in the practice and the team, that's what they want to do. So all you have to do is make sure that they understand it's a safe environment, always number one. And number two, acknowledge the fact that you know, what poopoo occurs.

You know what I mean? I learned that a long time ago it happens. And when it does. We figure out what we need to correct what we learned from it. And we move forward. So I never downplay or never degrade the team member when it comes to something like that. I always want to make sure they know that I see in hear everything.

I always tell my team, I have cameras throughout the office, which I don't, but I tell them I do. And they wonder, because I say things they're like, how did he know that? So there's just things that, you know, we have to know as owner. Yep. That's the way that I do

     

Allison: I love that. And you did it in such a fantastic way because that's one of the things that, you know, I think is a paradigm shift for my doctors, for my owners.

That for any business owner, really that has a team is if we don't tell our team member what our expectations are, we don't clarify that. We're missing an opportunity for that team member to grow into their own potential for them to thrive or to be empowered. Like you said, and. If anybody's listening right now, and you're struggling with your team, which I know many people are struggling to even find team members in today's economy in today's world, um, know that correcting your team or telling them that something isn't quite right is actually helping them not hurting

them.

Dr. Bynum: I mean, everybody needs direction, including us. Part of part of being successful is failing. I mean, you fail, you get back up and you repeat only, you just don't repeat the same thing. You just failed on you correct it somehow. So everyone needs the correction. How do you do that? And how you uplift somebody in a time of corrections key?

You mentioned in the beginning that I'm a, I'm a coach. I've been coaching baseball for my boys forever. Um, and, and I've, I've coached early on before I even went to college. I was coaching baseball. So dentistry is no different than coaching. And I've said this all along. It doesn't matter if you're male, female, if you were the leader of your dental practice, it's about coaching and how do you coach you empower and you inspire and you uplift.

You never downgrade or make people feel less than what they do. Nobody wants to do good for you when you do that. But for some reason, as an owner of a business, we feel compelled a lot of. To do that, you know, to point the finger. How do I know? Cause I did it, uh, I've been in practice for, in this office now going on 24 years, been in practice since 1995.

And I have to tell you, I was very successful at leading by intimidation many, many years ago in my early years. What I realized is I was not a good person. The people that worked for me responded out of fear and we were never reaching the level of success that I want to do, because I was always pointing fingers in directing.

I realized very quickly, this is done the way to do this and had to change the mode of how I did everything. So the culture creation that we have now is about inspiring and uplifting. And that just requires everybody to get on board and just love each other. I mean, it's, it's what the world needs. I mean, honestly, you know, in the time today where everybody is so spiteful and it's this against that, why don't we figure out a way to just be human.

And another thing that I think is so critical. And you mentioned about patients when we came in. Is we do the same thing with patients. When we sit down with patients, the number one comment I get in a review or from anybody else. And those that are going to check the website afterwards, can look at the reviews.

They all say the same thing. I've never been to a place where they took the time to explain things and be as down to earth as they possibly can. This is my explanation, which is why I'd rather you call me dad than doctor. It's not that vital to me. I know what I did for a living. I know the accomplishments that I have, but my success is built upon people trusting me and the way that I get people to trust what we do is I talk to them like a person.

So when I go into a consultation room or a treatment room, I'm just the guy that knows how to do dentistry outside of the dentistry. I'm just a guy that knows how to sit and have a conversation. And most of the time we're having fun in that conversation. If I'm not having fun, why the heck would I do it?

So, and that's critical. That's part of the culture.

Allison: Absolutely it's and you see it embedded in everything you guys do. And some, a part of the culture that you've been able to create is team members that have been with you for a long time. You have team members that have been with you for a long time. You have team members that truly they, they are family to you.

So how do you keep your team? What, what would you say? Like, if you could say three things or your top things for keeping your team in your work?

Dr. Bynum: Number one, you've got to treat them with respect and kindness. That's one, you need to always constantly be raising the bar so that they can become better and more than what they came into this world as.

And that's critical because how do you do that? You hold everybody to a higher standard. And what the, what, what the team members begin to understand is when something is not to the standard that you're expecting, they acknowledge it before you do. So when something isn't performing the way that it should, the first thing they're going to look at is what am I doing?

That's not raising the bar to be better? And I think that's highly critical because, um, that's what we all need to do. We all need to strive to be a little bit better, but, uh, I would say number three, the way to keep them and hang on to them is to also let them know when they're doing a great job. You know, when I started you hear tricks, like put 10 dimes in your right pocket.

And give a compliment for each dime and then move the dimes over to the other pocket. Well, in my early years, I'd start with 10 dimes. And I think I ended with like 15. I don't know, I added Dines because I was so bad at doing that. I don't need to do that anymore. I just try to acknowledge every single team member when something goes, right.

I'm like, that was freaking awesome. And I want you to know how much I appreciate you. So when you're coming off of a single, you know, I now have an associate dentist with me. Who've just been with me for the one on 10 weeks. And being a solo practitioner for as long as I have been, that's become challenging.

But at the same time, when you're a solo practitioner and we can turn the volume of dollars and see the minimal amount of patients, something is working. So, um, practice is not just about money, but money is the measure that we use. And I think that we have become so successful at being down to earth and human and the way to do that is inspiring that team.

So they take on exactly what it is that I want the practice to be.

Allison: Love that. Absolutely. So one of the things that you and I have worked on that I found very fun, very easy to work on with you. And, you know, it's something that I think many doctors kind of can have a block in and you a hundred percent, don't like you take social media and you take, you know, marketing the practice.

So, so, so much fun. And so it's very successful because of the attitude that you bring towards it. Tell me a little bit about how you've been able to look at marketing. Look at social media, Instagram in a way that is fun. It's engaging and you show up for your page. Tell me a little bit about that.

Dr. Bynum: Well, first and foremost, I want to thank you for coming out and inspiring my team and showing us the way to do that.

And any viewers out there, listeners, if you haven't brought Allison on board to take your social media marketing to the next level you need to, and that's a selfless plug. I know you didn't ask me to do that, but you have been key and instrument. And the social aspect of marketing that we're doing. But main thing is we have so much freaking fun doing this stuff.

You know, I'm an old guy, everybody. I mean, I, in a couple of weeks I turned, I turned 54. So I've been doing dentistry for awhile. And if you asked me Matt, would you get on and do some social? Would you do some social media? I didn't have a social media presence. So as my team has grown, I have some younger team members, some older team members, but we just have fun with that all day long.

No, it's, it's some of the things like making a reel and watching the response from people that is insane to me and the people it's a different world. I didn't, I didn't live in that world before, you know, my marketing, which I do quite a bit of, uh, consisted of doing radio. Maybe a little bit of print.

I've done some television before I have had billboards everywhere. I've done all that. But the really cool stuff is doing the social media, because a it's basically free to do it. And B you're reaching a target audience that you don't even know you're reaching. That was the one thing that you taught me all of a sudden was I'm thinking in my head, don't millennials, aren't they?

The ones that are really watching this and millennials don't have the money to do the procedures that I do. But then again, you said, yeah, but their parents do. And the millennials are the ones doing the research and I, and it blew my mind. You know, it was one of those kind of things I was sitting there and just going, I never thought of that in my life.

So we kind of take it, we've ramped it up in the last few months and it is so much fun. It's kind of like, you know, they're like grandpa come here and do something and I'm like, okay, I'll come do it. You know? And, uh, but we have a blast. It's a lot of fun. So, um, you know, for those of you are, aren't doing it.

Just jump on and start. Yes, it's a good

time. Absolutely.

Allison: And like go, you guys all need to go to Bynum Aesthetic dentistry on Instagram right now. And you can see some of the fun things that they're doing in their practice every single week. And you know, Dr. Matt has oh, amazing team. And you know, a couple of team members, just like we're super, super, super excited about this at the beginning.

And then now all of them are excited about it. And so it creates another level of culture in the practice where you guys are working together to have fun and just showing the culture to the whole entire

world.

Dr. Bynum: Right. And you, and you present exactly what you want to give to the people. So what we want to show people is that, you know, going to the dentist doesn't have to be.

This, this place that's sterile. And that people fear. I want people to walk in first up and go, wow. The first thing that we get is this doesn't look like a dental office. This doesn't smell like a dental office. Am I in the right place? And I'm like, I don't know. Maybe you're not.

You have to share to everyone what your dental office actually smells like when they come into the,

well, I I've been doing it for a long time, but it smells like cookies.

So fresh baked cookies. You know, we, we have been doing fresh baked cookies throughout the day for, I mean, probably as long as I've been in practice, it's just one of the things that I learned early on is to create an ambience and an atmosphere. That's nothing like dentistry. Nobody likes the smell of dentistry.

I know. I don't. How many of you out there, like to go into your operatories and smell? Periodontal disease gross. So, you know, we smell like cookies. The bad thing is everybody wants to go and cook including me. So I've had to cut myself off. I'm like no more cookies. So we make cookies probably three, four times a week, uh, during the day different times.

And sometimes the cookies pile up. But by the end of the day, patients will take those, put them in a bag and take them home. It's you know, if you just created a smell, it's worth it. I don't care if people eat them. It's about making the place smell good. So, and we've got some, I think we did some crazy things since you were here too.

We created a whole different refreshment bar. That we didn't have. I don't remember if you were here last, when we had that, but, um, we've got, I mean, we've got all kinds of stuff now. I've got snacks for days for people.

Allison: It really just, but it makes you feel comfortable as soon as you walk into the practice.

Like it's, it feels like home. And I think patients always will appreciate that. So another thing that you and I. I have a very shared passion for shared vision for his personal development. And one of the things I thought was amazing was not only do you and your wife and your family do personal development, you're reading all the time.

You're learning all the time. You're setting goals for yourself, but you also bring that into your team. So tell me a little bit about that. Why do you do that with your team? Um, what, what, what would you suggest for other doctors? Um, if they're, you know, thinking of ways to. Do a little bit more personal development with themselves or their team?

Dr. Bynum: Sure. A good question. Um, so we're down coming to the end of the year. This is a perfect time to do. So everybody at the end of the year, somehow set some kind of a goal. Usually most people, you know, for, for big people like me, it's always like, I want to lose weight and do good and stuff like that. So everybody has something, but I take this a little, a little step further.

I want to know personally, professionally, financially. I want to know spiritually, and I'd like to know mentally what your goals are. So that way I, as a boss and as the leader and the coach of this team, how do I direct success your way? So you can be successful for you and your family and be an example for your children and your friends.

So we take this whole thing to a completely different level. It's not an employee thing, you know, like, you know, we set goals at the end of the year for the office and that's great, but I also want to know what is your personal goal? You have needs that need to be met. Let's say you have a car that you'd like to pay off and you'd like to pay it off in four months, but you're going to have to stretch that payment.

So I want to know that because I will do everything I can to boost our productivity. So my incentivizing of my team members leads to the direction that they can make more money to pay off that. So I'm constantly striving to do those things. So we sit down and I have each of my team members, they fill out a piece of paperwork that I developed at the end of the year.

And we come back together in a meeting format. Usually that's centered around some food, maybe some cocktails, I don't know, maybe a couple. And we talk about what it is that they're trying to achieve because, and the reason I also have them share with the other team member. I want the team members to hear exactly how they can help this person achieve the goal.

The truth of the matter is if we don't tell somebody what it is that we want to achieve, nobody's going to be there to support you and help you. You cannot do it on your own. Sometimes we need inspiration. Sometimes we need a push and sometimes we need somebody cheering you on in the background. So that's exactly what Anne and I have done for years and years, we constantly do this.

We'll share books to read, we'll share videos. Um, I had my team on a educational platform now that we have a meeting every Friday with a coach. And it's about some of the things we've watched on video that's been learning or something we've been reading or something. So constantly holding ourselves to a higher standard.

Allison: Love that. Oh my gosh. That is, that makes me so happy to hear that you guys set goals for each other and personal goals. Like one of my mantras with teams is like, we're humans first we're professional second. And the better we can be as humans, the better professional we're going to be. And so the, the ability to support each other to grow together, that is so fun to work in an environment like that.

And it's so rewarding. So I get sometimes. Doctor is saying like, I don't, you know, it's expensive or to invest in my team in that way. Like, that's, it's expensive. What if they leave me? How would you respond

Dr. Bynum: That's so easy. What, what if they, the question I would ask in return is what if they stayed?

I mean, what if you didn't invest in them to become better and they stayed, I mean, you're going to become the, the, the epitome of average. And I don't know anybody that I talked with that wants to remain at the level that we're at. They always want to do better. So in order to do better, we have to do better, right.

In order to impact change, we have to impact change. So the only way to do that is to hold everybody to a different standard, raise the bar and go after it. So that's an easy thing for me. It is expensive. Education is expensive. Think of how much you paid to go to college and then dental school or hygiene school or assistant school, and then compound that because the learning starts after we start our practices.

Right. That's why, I mean, for dentists out there, that's why they call it dental practice. 'cause we can get out there and practice on anyway. You know what I mean? We all need it. Lord knows everybody does. But the truth of the matter is really simple. If you don't invest in your team, the question you need to ask is what if they, what if I didn't spend the money and they stay, because the question is a lot of times, what if I invest the money in the, in the, and my team member leaves, well, you know what?

You help them become a better person. You have to feel some kind of emotional income inside of you that helped them become a better person. And if there's a road that's going to take them to achieve goals. That's different than yours. Then wish them well, find the next person, you know, it's, it's just the way that it works.

It's how humanity works. And when you're geared it at doing your best and helping people be their best, you're not worried about what if they leave. You are worried about if they stay because everybody needs to be that.

Allison: I love that. Oh my gosh. That's that is gold. Absolute gold right there. I think that's the, you said that's an easy answer.

Dr. Bynum: It really is. It's easy. Cause I I'm like I get asked that a lot. They're like, oh my gosh. Now what if I, what if I invested, you know, what if I took them to this meeting and it was $1,500 to sign them up. And then we were in a hotel and we ate and then came back and then a week later they left and I said, gosh, if you did all that and they left, I'd have to wonder what you were doing before that or what you did afterwards.

That made them want to go, because that means you're not doing something to stimulate growth within that person. And it's very easy. If you can analyze that and introspect, then you can obviously go, ah, I see it. And you've got to be honest with yourself. No, it's just like anything. If you're truly honest with who you are as a person inside, you can answer all questions.

It's just, our ego gets in the way and we're like, I don't want to answer that. I know that I'm terrible. I don't want to answer that.

Allison: Um, it's hard. Sometimes it really is hard sometimes to like look in the mirror and to see some of, and I love to call them opportunities for growth. They're not weaknesses. They're not, you know, we're not any one way forever.

If we don't want to be, if we have things that we need to grow into, we can. And it's the first part is seeing it. So the love that you have that insight, if you have it,

Dr. Bynum: those are growth opportunities. Exactly. They're all growth. They're not problems. People that are half full and the glass see things as problems.

Oh my gosh, I got this problem. No, what you have is a challenge and an opportunity to grow. And how do you address it? How do you fix it and how you move on? That's how you need it.

Allison: Absolutely. And that is, I think the definition of a growth mindset is not being stuck in one method of thinking or one way, the realization that we can always grow, we can always be better.

We can always change as something that I think is exciting for us and we can embrace that. So if we had, um, a doctor or a practice that was watching this right now, and they were feeling very frustrated with how things are going in their practice, they are very frustrated, their team things just don't seem to be going right.

We've been hearing about culture forever, but they don't even know where to start. Like, how do you get on that path of building a beautiful culture, a happy practice? Like where would you start if you were in a rut?

Dr. Bynum: I think if I were starting and was unsure, I would, I would create a questionnaire for my team. I would create it for myself and I would ask the questions and fill them out, explained to everybody that it's this very safe environment that you're wanting to grow.

And you're wanting to become the practice that you've always seen in your head. I mean, I know there's people out there, uh, that are looking at the situation and going, you know what I, in my head, I've had this dream practice. And yet I'm not there yet. How do I get there? Well, probably because somewhere along the lines, you lost it and you, and you lost track of what you really wanted.

So I would write down some things I would ask the question of, what do you think the practice is currently at? What are some of the challenges the practice is facing? Where do you see the practice going and how do you propose? We get there and I would take all of those inputs and again, never cutting anybody down or back.

You just simply go. That's fantastic. I, because, you know, I wish I could tell you Allison, that I had all the answers I didn't, and I don't now I have things that I can say that you'll go. Just like you said, man, that's the goal. Well, that just comes off, flying off the top of my head. It's not something that I rehearse with practice, but then I'll hear somebody say something on my team or something and I'll go.

That is gold. I need that. So, same thing you asked the people that care the most about you in this practice. And then you start working towards it, but it starts usually with a introspective change within the leader and all in sometimes dentists don't want to be leaders. You know, I don't care what part of practice you are.

Sometimes they don't want to lead they want somebody else to lead. Well, at the end of the day, it's your name on the, on the sign, that your name on the door. So you have to stand up at some point and say, I'm willing to take the blows, but I want to put in the work and this is what it's going to take for us to get here.

I'd like for you guys to join me. What's it gonna take for you to do that and ask that question? I know that, uh, if there are people out there and you ha, if you're unsure, I have a program you can purchase. No, I'm kidding. I'm not selling anything. Um, you can call me, shoot me an email, shoot me a text that you can call me.

I don't care. You can get my information out house. And I really don't care because again, one of the things that I realized a long time ago is how do I create an environment that helps people become better than what they currently are. And if I'm helping other people do that, I know that it's going to come back to me in spades.

And I've seen that kind of return in my practice in the last several years, all because I've become pretty much selfless. And I love, I love, love, love where we're at. The dentistry that we do is not for the money it's because we're doing it to better the patient. And we have an opportunity to make things so amazing for so many people out there.

If they just take the advantage of taking it on and doing it. Same thing applies to your teams. How do you get them to buy in? You just get them to buy in. You've got to share with them and you've got to be open, vulnerable and honest, and transparency is a word that I would bring to the table for everybody.

You have to be transparent.

Allison: I love that I, this is just, I just like wish that this information is just like absorb into everyone's mind because I feel like life would be easier and better, faster. Um, because I know this, I know you said, you mentioned that you went through your own personal transformation and it does take time.

It takes time. So I've put the link for Dr. Bynum's um, Instagram and his website in the comments below. And please do reach out to Dr. Bynum he has so much knowledge, so much information, just like such a great way of looking at life, as you can see from this interview. And so I know that I can sit here and just chat with you all day about things.

Dr. Bynum: What I love about you is we can sit here and have a conversation. Then we circle the same wagon. You know what I mean? I love that. And that's, and that's another thing too, is you want to be around like minded people. I mean, if you've got so many that you're hanging out with, I mean, take your five best friends and sit down and analyze, or your five best friends really lifting you up or they bringing you down or are they keeping you level?

I mean, you've got to handle that stuff like that. Sometimes those decisions to get away from people's difficult, right? It is a challenge, but. Sometimes it's necessary. So surround yourself with positive people, people that want to bring you to the best level that you can be. And I think you'll see dramatic change.

Allison: Absolutely. It's I think that's a hundred percent true in, in the sense of like, we get inspired by people or we're pulling people along with us. Um, and so find the people in your community and your world that really bring out the best in you. So let me finish up with one final question, um, that I ask everyone that comes on to a clear perspective podcast.

And that is what is your definition of success at the end of the day? If you could look back and say like, this was truly a success to me, what would that definition be?

Dr. Bynum: Hmm, that's a good question. Can I answer it in two parts? Yes. Okay. Number one, I think success is the result of hard work. Um, motivation, determination, honesty, and failure.

And the more that you pour into it, you've got to understand that you are going to fail. And when you fail you step back up that's success. My definition of the end of the day, when I walk away, success is not having to define success. That means everything is just humming and things seem to be at peace and the return is coming in spades, and it's just.

Having to sit down and define where success lies for me means I have to think about things. Success for me is when I won't have to do that. So I'm never at the epitome of success, even though someone say Matt, you're, you're super successful. I've been in your practice. I've seen the numbers that you generate.

I see the patient and that may all be true, but I'm not there yet. I'm still striving to become ultra successful to the point that I don't have to define what it is. I just know that I continue to pour into it. I continue to fail. I continue to work. I continue to bust my butt and invest to get that return. But that's what's needed for success.

So I don't know if that even answered the big question.

Allison: It really did. I do think that was a very robust and comprehensive definition of success, which yeah, I think it's perfect. I want to acknowledge you. Thank you honestly, for all of the joy and the laughter and the experiences that you've brought me by coming into your practice and getting to meet your team, your family, the inspiration you guys inspire me.

And I'm lucky that I get to spend so much time with. Seeing everything that you guys are doing in the practice. Um, and so I wanna acknowledge you for that and for being a leader in the industry, because a lot of people are struggling with their team right now. And when I look at you guys, I see you as an example for how we can transform the lives of our team members and our patients through an amazing culture.

So I want to acknowledge you for that and just thank you for your time today and sharing your insight. And if anybody wants to reach Dr. Matt, like, please, please, please reach out to him. Cause he's, he's serious when he says he'll have a conversation.

Dr. Bynum: It's really, it's an honor to be able to talk with anybody that's searching for help, because if I can be any bit of instrumental to make you successful or move you along the path, then I want to do that.

So, Allison, thank you for having me. Thank you for the introduction of fun into the Instagram and social media world, because this old fart would have never taken that on. And now it's just created so much joy. And fun. And people will comment all the time. They're like, oh my God, when you did that thing and I'm like, oh my God, what I do.

And it's just, it's just, we crack up. I mean, it's just fun, but you know what? Put your ego aside, people put your ego aside. Yes. You're a doctor. You made it. Yay. Now go and be a successful businessperson and have fun doing what you do and impact as many people as you can. Love on people and just be the best version of yourself that you can.

So thank you for having me. I honor you as well. Cause you're doing such an amazing job. And again, people, if you haven't jumped on with Allison year foolish, get on there as quick as you can.

Allison: Thank you so much. Oh my gosh. Thank you. I hope you guys enjoyed this. Go reach out to Dr. Matt, go follow him on Instagram.

See all of the things that he's doing. Get inspiration for your own page and have an amazing rest of your day. I hope you enjoy the Merry Christmas. It's that time of year. We will see you guys next week bye Dr. Matt

Dr. Bynum: Thanks Allison.

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