Greg Wappett
speaker
324 appearances
1 recordings
1 series
first heard Jun 2026
last heard 22 Jun
Greg Wappett’s voice in public audio — every appearance, attributed to the second.
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recordings per month · last 12 monthsRecordings per month over the last 12 months — 1 in all, peaking in Jun 2026 with 1.
Appearances
They might stagnate.
Um, you know, the industry itself has gone through a lot of um bump.
along the way here.
So we do believe that now's a great time for us to really um, you know, put, you know, get back in the market and start partnering with really good practices because we do feel like we're a great home for certain for certain types of profiles of practices and providers.
But it it it we need to do it in a disciplined fashion.
And we needed to make sure that when they do bring that when they do join our organization,
we're solvent and we're capitally capable of supporting them and we're not just buying for the sake of buying.
Yeah, I think.
I I think certainly the uh Biranke kind of nailed the the one area that I think is you know one of the things that we always kind of cringe at when we hear about is that they that we set these sorts of you know crazy production goals or or things of that nature, that we're kind of big brother looking over everyone's shoulder to make sure they're meeting all of all of these sorts of metrics that you know big corporate and big private equity really put on the table.
Um, you know, I'd I'd chuckle at that when I hear.
Hear about it because we we see this in private practices that we look at all the time for affiliations, where they'll have you know it'll be a doctor that's got a you know a big practice, and all of a sudden you see, you know, they've been through four, you know, they've been to two associates in the last four years, and you ask them what's the reason for the turnover of the associates, and they'll say, Well, they wanted a $300,000 base salary, and then three years later they're only producing $400,000 worth of dentists.
Industry.
So we're just we're paying them like 80%.
So we made the decision to get rid of them and focus on someone new.
Like you could say, you could claim that that's also a production goal, right?
Like we're we don't put those sorts of guidelines out there.
We're not tracking everyone's individual like treatment plans and things of that nature.
The way that we do approach it is we try to provide our providers and our offices with as much information as possible so that
That they can truly understand what's going on within their practice, that their clinical director can truly mentor their associates and understand what's going on with their associates and how are they growing in their career and their trajectory for as a professional?
Um, likewise with the with the hygiene programs in the offices.
Showing 101–120 of 324 · page 6 of 17
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