073 - How Dr. Oz’s Team Kept the Business Thriving While He Was Away

When you're looking for the right person, don't rush it and don't just base it off a gut feeling. You know, what we do is we do PDP testing, right? P2B testing to find who's got the right role, where they likely where the team members that you hire, what are their strengths at? Where is their best role going to be? It can be tested. So when you're taking the time to find someone, don't just base it off your gut feeling. Two parts gut, one part fact, right?

Hello and welcome to Build you'd Remarkable Practice Podcast. This podcast is dedicated to chiropractors who are in the seasons of launching and building their practice. Join myself, Dr. Lona and my co host, Dr. Bobby as we have conversations each week as it relates to building the practice of your dreams. And remember, you can have a remarkable practice as part of a remarkable life, not instead of one. We are here to lead you on the way. Hey, guys. Welcome back to Build you'd Remarkable Practice Podcast. And I am here with a gentleman that I have not gotten to spend too much time with. But you've heard from him before, so I'm excited to get to know him a little bit more here on the podcast today. Welcome, Dr. Oz. Welcome back.

Thank you, Dr. Loner. It is awesome to be back. I'm excited.

Awesome. I'm excited to hear a little more about your team and your story. So Dr. Oz has had quite a busy last quarter having a baby here, so congratulations. We're going to talk about team and how important team is, especially as your life continues to change and grow and expand. And sometimes expansion means adding a member to your friends, family, team, and relying more on your practice team. So, Tim, why don't you just tell us a little more about your life right now and then also how important your team at in the practice has been.

Love it, doc. Thank you so much. Yeah, so one thing that I'm going to definitely start with is when you add an additional family member, it is like, hey, you don't know what you're going to get. Baby could be sleeping on time all of a sudden, fussy, you're not sleeping, all the above. So it's been an addition of like, an additional chaos to your normal routine in your life. But it's not a bad thing. It's a beautiful thing.

Right?

And all the family, all the family members listening into the podcast and all the parents completely understand and I understand finally what you're all been talking about with kids. The biggest thing, though, is you don't know what's going to be happening with the birthing process. And something that really happened with us is a normal birth did not happen. It was quite a stressful and quite a traumatic birth. And normally, you know, you would have a birth a couple days and then moms usually bounce back. They're not 100, but they're able to move, be independent. What happened with us was a flip around. I won't fully open the topic up yet because it's a still a very fresh experience. However, we were in the hospital as an emergency for over nine days. So that's nine days where I'm not present in the practice. That's nine days where I'm not being able to serve people. Look after the team, make sure the practice is running like I have a full survival mode on. Just who's in front of me, my family. I'm not sure if you've ever been in a situation like that, Dr. Loner, first of all. Or if there's listeners that have been in a situation where life happens and all of a sudden the practice that you love and you care for is just completely not the priority at that point in time.

Yeah. I've had two babies, so I know about leaving, but not survival mode from babies. But I went through my mom passing, which was a really horrific experience where same scenario in the sense that like what was happening outside the four walls of practice was more important for my. My presence to be there.

Yeah. And you know, there's always a different situation that can happen in life. And the reason why I bring this up because it's not. Not only just because it's so fresh is because team becomes so important.

Yes.

How much time and energy you spend on your A player team dictates how well your practice is going to survive when you're not there. And I don't want to just use the word survive. I want to use the word thrive or thrive. I just can't say th or the very difficult. But really, how well your practice thrives.

Yes.

So how solid is your team? How solid are the foundations in your practice? Where if you step away, let's say for three months, is your practice gonna stay the same? Is it gonna dip down or are you gonna actually grow?

Or do you have to close your doors because you have no team?

Yeah.

Right. Yeah.

Oh, that's not a picture I like to see at all.

No. Right.

I just think about the community and all the people that you love and all of a sudden now those people aren't being looked after. Going back to the sickness model. So.

Yes.

Yeah. So I thought we'd start there and I'll pass it straight to you and then we can open it up even more. Let's do it.

Well, tell us a little bit about you building this team that you have because you are relying on them more than maybe you had anticipated in this moment and these moments, you know, now that your, your baby is here and your wife is recovering. So when you, you know, are reflecting back on what has led up to this point and having the solid team that you have, like, take us a little bit through your own learning curve in building a team. Like, how fast did that happen where you were getting a players? Was that something you knew that you were going to be great at or was there a little bit of a learning curve there?

There's a massive learning curve. Yeah, there is a massive learning curve. And it really started with, you know, building the blocks. You don't just achieve an amazing team from the get go. You got to build it, you got to work for towards it, and you got to nurture and grow it. So you don't just start a hiring process, get a whole group of people together and just be like, all right, you're hired, you're hired, you're hired. So I've got a chica, I've got a coca. Now I've got a tech ca, I've got a new patient, concierge, I've got three associates. And now, boom, we're ready to go. Let's make it happen. You guys just smash out the whole practice. Thank you so much. Does not happen. Usually starts with where are you in your practice right now and who's your first hire going to be? Usually it's going to be a ca. So normally you're the doc. You're doing everything when you start the practice. And the first thing you want to usually hand off is your or delegate is your case. The CA admin duties, first of all, because they can do a better job job than you. Like, I'm terrible on the phone. You know, you put me on a phone call script or if I'm randomly at the front desk, which I do sometimes to be annoying to the team grenades. The front desk kills me. However, you know, you're. You're not the master of that role. Your casa. That's usually the first step. So you hire either a chica, you hire a bokeh, or you hire a coca. The ascension.

So from there ea a back office ca, a checkout. Yes.

It's just terminology. We Used to use all the time.

Right.

But there are docs here listening, saying, what is a chica? What is a coca? So think of a chica as someone who's in charge and the boss of today. You know, that's usually the first person I look for, someone that's going to be able to tell me who's coming in. What's happening today, where your focus needs to be at the same time greeting people, having that high energy and promoting chiropractic. They are promoting the amazing part of it to get people to refer.

Yes.

That's usually the first part. Then the second part when you're looking for team is associate doctors. And this is a big one, because most relationships, most associate doctor relationships, they fail. I believe it was 55% of associate relationships. Quote me if I'm wrong, but, yeah.

I've heard pretty rough numbers as well. I don't know what the actual number.

Is, but yeah, something like 55, perhaps more, maybe slightly less. Of associate relationships fail. And that's not nice for the owners. That's not nice for the associates.

Right.

Because from my previous story, you may have heard, my first year out was very difficult. I, you know, I barely made $20,000 working as an associate. Didn't have the mentorship, didn't have the full coaching. And, you know, I was out there trying to do the best I can. However, there are ways to make it a successful relationship. There are ways where if the owner has created systems in place that doesn't just randomly say, I'm gonna onboard an associate, They've got this. They know what they're doing. All right, you ready, doc? Smash it out. Thank you. Versus Let me show you how we do things here. This is exactly how I do it. Okay? You just need to be 80% as good as me, and that's more than enough or even better, which is win, win scenario, which when you break it down, you know, there's the way you pay your associates, there's a way you structure the relationship as well and the rooms for growth and what their roles are. Are they, you know, caregiver docs, are they business builders or they're more entrepreneurial. That changes how you're going to look after the doctor as well. Does that all make sense so far, Doc?

Yeah. That's great. And I, I think breaking it down like that too is, you know, especially because we're. We call this the Build podcast. Right. You, you might be listening, saying, I have one CA right now. Right. But part of you know what Dr. Oz is, you know, telling us all to do there is to just really identify, like, what would the next hire be? As I'm starting to build out this team, build out my, you know, analogy being that if we're having a baseball team, we have to have a pitcher, a catcher, a left fielder, you know, maybe we're running a pickup game. And so we only have a few people playing well. Who. Which positions do you put them in? And then if you had a full roster, like, which positions would be there? And you're slowly building that out. Right.

Massive. So it's all about doing it all at once.

Right.

You need to make sure that you're addressing each one at where you are at that point in time. So, like, one example I can give you. So let's say you're in a situation where you're in survival mode or you have to step away from the practice. If you have a full team of cas, you have no associates yet. There's no reason why you can't hire a locum doctor. If you have the systems in your practice and your cas are all on top of everything, they can actually look after the locum doctor. And the doctor can be doing the right things.

Yep, Right.

Because you have those systems already in place, or you can just say, do whatever. How do you think that's going to turn out? Right, so. But once you have an associate on board and they're eight players, they got their heart in the right place, they've got the talent, and then the skill is not the biggest thing. Everyone builds up in skill. I'm sure you remember, doc, when you first graduated, you were like, man, I'm the best adjuster. I've got this.

I don't know if I did think that, but. Yeah, yeah.

Oh, yeah. You. You probably thought you were competent, right? Yeah, I could serve that to the best of my ability. You walk out and you're like, nah, I got so much to learn. Definitely. You know, skill can be taught and it builds with experience and over time. So as long as they got their heart first, they have a love of chiropractic that cannot falter. The talent is always beautiful to have. They need to be an A player. They need to be masters of their role. So that comes to you as the owner. Am I putting this person in the right role? You know, for example, when we do our report of findings, you know, we've talked about the in the build podcast, you know, the day one, day two reporter findings process, how important that is. There are some doctors that are masters at the reporting Process that can just sit down, do recommendations, sit through the process and do it really comfortably. And there are some docs that are just, you know what? I just want to adjust people. Can I just adjust them? Give them the loving serving care. And I don't like to do the whole report a findings process and, you know, talk a person down, give them my recommendations. They still can do it, but it's not their strength.

Mm.

So you put them where they're strongest at. I'm sure you found that it works the same way.

Yes, definitely. And. And I think to your point too, of. I loved when you said, like, if you have your CAS well laid out and they are well trained, they could run the doctor. Right. Because again, you might be listening, thinking, like, I don't even have an associate yet, let alone someone that's just doing patient care versus conversion process. Right. But, you know, this idea that we want to hire people that have the heart in the right place and have talent, and sometimes that talent will become more defined as the team becomes more intricate. Intricate in which roles we have. So we can place people in a more defined zone of genius as the team becomes more intricate. You know, this is the goal of creating leverage and creating more capacity because we're bringing more energy and more focus, right?

Massively. And one of my favorite words is higher, slow, fire, fast. Really fast, really slow. When you're looking for the right person, don't rush it and don't just base it off a gut feeling. You know, what we do is we do PDP testing, right? P2B testing, to find who's got the right role. Where are they likely, where the team members that you hire, what are their strengths at? Where is their best role going to be? It can be tested. So when you're taking the time to find someone, don't just base it off your gut feeling or two parts. Got one part fact right. Because you can. I'm sure people have hired people before. I got a great feeling about this person. They hire him, they start they're on boarded, and all of a sudden you're crossing your arms and you're like, why is there problems happening in the practice? You know, why isn't the person working as well as I thought they would be? Because they might be great in one aspect, but in the other aspect, the actual doing the work, it's a whole different story. So you got to make sure you're testing people. And that's what we call the PDP testing and the profile. But that's a whole another topic. And discussion that we can talk about in a future episode.

Right. Well, and some of this starts with just even knowing. I think many times we haven't done the work as the owner, operator, or as the CEO to clearly define what role we're hiring for. We've lumped too many roles together, or we haven't spent a lot of time teasing out exactly what would the right work for this role be in this iteration and then potentially where it would grow into in the future so that we can hire people that not only that, have the heart and the vision for the mission, but then also have that skill set in previous work that they've maybe done as well as just, you know, when we look at how they even communicate, is this the right energy for this role to, you know, what you said earlier, like the check in ca, that's the boss of today, I usually like, say like that person is like the Energizer Bunny many times, like, they want to set the pace for the practice. So if you hire someone who's high detail and high compliance to fit into that role, it's going to be a challenging fit for the entire team. Right. But if we don't know that, we can make the mistake of hiring either somebody that's very similar to us for a role that actually they're not going to be successful in. And I think that's a common mistake, is that we tend to hire people we like, not necessarily people who are designed for the role. And don't get me wrong, you can still like people, but you want to have a robust team with different skill sets as you're building it out. Right?

You know, I love that. And something I love about the Build podcast is that it you guys have been working on teaching people so well about where the most important parts of your practice are, where your systems need to be robust, where your systems need to be all put into place, because then you can actually decide where your next hire is going to be.

Right?

Who's going to be able to help fill in that gap? Because here's the thing that most people don't realize. When you hire a team and you start to onboard team and you start to grow, like, for example, we're a team of 12 people. They're not just, you know, workers. They're part of you. They're your second family, right? You see them just as much as you see your family at home. Y they're together helping you serve the chiropractic mission, helping save lives every single day. So how well do you create your Systems so that your practice is successful. How well is your practice as a whole? If you step away, if something happens to you, can they make sure the practice runs right? Income still comes in, not just for yourself, but so you can look after everyone else in the whole practice. That's such an important term and I thought I'd just head towards that because, you know, I'm away now. I'm going to be most likely away for maybe two months, perhaps even three if I need to. I can do more. Right. Just depends on how the healing goes. However, the most important thing is that everyone on the team is well looked after. And so far, when you have, you know, metrics and KPIs.

Yes.

I can just open up our practice metrics and say, hey, wait a minute, practice is going pretty solid at the moment and I'm not there. Maybe I should take more hol.

Yeah. Yes. And, and your team has been positioned well to know what the expectations are with or without you for their roles. Right. So that there's, I think many times we think we're too busy, quote, unquote, too busy to get some of these details in place or to spend the time working on the team and working on the practice to get like the standard operating procedures in place and the, like, training in place and the accountability, accountability rhythms like the meetings and whatnot's in place. But when something like this happens, you know, you will have very much wish that you had more of that in place. So do it in advance because you can't afford not to. Right?

Yes.

Yeah.

Like, I can't. I can't stress enough that if you spend the time, the energy and the effort to build a beautiful team, you're gonna reap the rewards in so many different ways.

Right.

You know, not just in terms of practice volume or practice income. You're going to rip the rewards in the amount of people that you serve. Your team are going to be much more energized because they get to see the beautiful changes that they have an impact on.

Yes.

Like, I can safely say that some of my team are amazing promoters, better than I am. And I talk about chiropractic every single day. There's not a day that goes by I don't speak about it. There's some team members that are just so good at connecting with people that are like, oh, you know, chiropractor, you should get your partner booked in. And I'm just like, how'd you do that? I've been working on them for two years and now. Yeah, you Know, just speak to their levels like crazy. So never forget that impact. If you spend the time, the energy and the effort, most, some docs might be like, oh, it's going to be a waste of my time. It's going to be a waste of my money. You're not going to work out, create your systems. You have it all in place and you hire the right person for the right time and you just build on top of it. You're going to get there. It's worth the time, it's worth the investment. Not just for the practice, for the people you serve, but also as an owner, to have that freedom, that peace of mind, that places are going to be going in the right way when you have to step away.

And it's not just for you, too. There's then that durability piece for every position on the team. Right. So if someone else has a crisis, we're able to run operations, you know, for whatever reasons, not just crisis to maternity leaves, you know, having multiple women doctors. Like, we've been through, I think, six bursts in our team in the last several years and, you know, amazing. Yes, it is. And, and it makes me very proud to say that we can do that. We can rally around each other so that the entire team has support. And, and it comes from organization, you know, taking the steps to, like, keep getting better at how we run things, how we communicate, the clarity that we have for each roles, the visibility into the roles. And it doesn't happen overnight. Right. So slow and methodical, to your point, you know, Higher, higher, slow fire, fast. Right?

That's awesome. Yeah. Mom's. Yeah, moms are amazing. You guys go like, I'm thinking of myself now as if I was a female chiropractor. You know, I have to step away, be a mom. The amount of energy and attention that takes and then have to come back to practice.

Yeah, it's a lot. It's a lot. And, and I think, you know, for anyone listening to that wants to talk about, like, how do you do that? How do you have babies and then nurse them? And like, you know, I'm proud to say, I think all of my doctors have ran at lunch to nurse babies for years. Right. Like, like, it's. It takes a heavy lift to do that, but it also, you know, takes showing each other it's possible to do this. You can practice, you can have thriving practices and good work, life balance, and still be a very connected parent. Right?

Yes.

So anyways, both of us are happy to connect with anyone that, you know, wants to connect about these type of questions. So, Dr. Oz, where can they find you? How do they best reach out? Maybe your social media or your email?

Yeah, you can find me on, first of all through the website. You can find me through Instagram, you know, Dr. Ozkos, O Z K O S E. And you can find me just pretty much at every immersion. Not the US ones yet. I'm looking forward to coming there, but the Aussie ones. Email, this is Dr. Oz. Theremarkablepractice.com reach out any questions. You know, if you want to build team, grow your practice, it's one of my favorite things is durability, making sure that you are solid.

Yeah. So good. Well, thank you for your insights this morning and I hope you get some sleep. Sleep, yeah. What's up?

I've heard of it before. Thanks a lot.

Yeah, Good luck. We'll see you soon. Bye. Bye.

Bye.

Hey, everyone, please listen in for this next bonus interview of one of our remarkable success partners. They all help us help more people find the benefits of chiropractic. So listen on.

All right, welcome to this portion of the podcast. I'm excited, as always, to have Jeff Langmaid with us. Jeff Langmaid is the smart chiropractor behind the products of Spark and Patient Pilot. And I want to start with a story from my own clinical perspective because I'm one that's very, very particular about how things get said to my clients, about what my practice puts out into the world for clients. And so anytime I get, you know, we get a lot of different things coming in from marketers. Hey, I can do this for you, I can do that for you. You know, whatever. We can bring patients and we can bring patients in. And I'm always very leery of that because I'm like, no, I want it to sound like me. I want it to, you know, come from my voice. You know, if I put, I put enough stuff out over the last 18 years that if people have something that's not sitting right, they're going to be like, what's this? It's just not going to be congruent with our message previously. And then I found patient pilot and Dr. Jeff here and I was. Same way. It's like, is this going to sound right? I like the concept, which we'll talk about in a second. But I liked the concept, I liked the technology behind it, but is it going to sound like me? And then I read some of the emails and I'm like, oh, my gosh, I could have written these. Like, these are exactly how I would write it. Awesome. Let's go. This is such a good product. So I really appreciate you for being the voice of those of us who are wellness chiropractor, family based chiropractors, people who do things that aren't just reactive care, but also appreciate the fact that people have stuff going on from time to time. So thanks very much for that. And I wanted to ask you the question. Clearly that's how the product, the Patient Pilot product has been designed. I'll let you talk about the fact that it's a unique attraction tool in that it's not specifically for new patients who've never seen you, but for people who probably have seen you and are your ideal client because they've already been to you. So will you talk to the product of Patient Pilot a bit and what it specifically does for a clinic?

Yeah.

Dr. Chris, thank you for having me on and thank you for paying the ultimate compliment to kick it off. One of the things I personally take pride in is, is writing great copy, right? And writing stories, writing messaging that inspire people to take action, that engage with them and that meet them where they're at. And that's a, that's a difficult tightrope walk because we have, you know, us as the chiropractors and the patients and there's a massive gully and gap of knowledge between the two of us. So I really deeply appreciate what you, what you, what you said and love working with you because it's really what we're striving for. And as you alluded to, our goal is to help doctors move their net momentum more in the positive direction. Everybody thinks about new patient acquisition, but they forget about reactivations being just as important. You know, new patients plus reactivations minus your inactives give you your net momentum in a nutshell. So reactivations is an area where we have focused because exactly what you said. Many docs out there have been, you know, head down, bum up over a table for 5 years, 10 years, 15 years, 20 years plus, taken care of and impacted hundreds, if not thousands of people in their community. Yet they're constantly still feeling the stress of needing more new patients. Now, I'm not saying reactivations, you know, new patients are a part of being a chiropractor from the day you start for most of us, until the day you end. But man, lighten the load a little bit, right? When you do a little bit of work with those hundreds, if not thousands of people, by consistently communicating with them, many will raise their hand if you look at yourself honestly in the mirror and say, as you have, and I've seen the benefit, I'm a good doc, doing great work. And a majority of these people like me, not all will say yes and come back tomorrow. But as I continue to connect with them and message them and as we say, guide them on their journey to better health, some will raise their hand weekly, daily, monthly, and come back in. We think that's part of being a great chiropractor, just to start as a foundational principle, but it also is a really good business decision.

Yes, absolutely. And I love that you went through netmo so concisely there, because that's exactly what netmo is. And if you're listening to this, you're like, whoa, what was that equation? I gotta rewind there and listen to Dr. Jeff. Say that again. Your net momentum is, to me, the most important wellness metric for your practice. It tells you whether you're growing, whether you're flat, or whether you're shrinking. And you hit it. Exactly. It's new patient acquisition, which new start acquisition, I will say, which is new patients plus reactivations, minus how many people are dropping out, which you have to be honest about that in your clinic. And you have to have a system around it equals your net momentum. And very few people have excellent reactivation processes around. I'm going to throw in one more thing about your copy, because you walk that entire tightrope and you do it in an email that can be read in literally 30 seconds. You know, they are so concise and tight. They're so, so good. So that's another factor that I found really improves open rate. If people have opened one and it's short, they're going to open the next. And so let's talk a little bit about the behind the scenes, what the. What the practitioner or their team will be able to see. Because honestly, we run our reactivation campaign through Patient Pilot in my office, because I want to reach out to the people who are already engaging in our content and through your platform. We know who that is. Tell the listeners a little bit more about that.

Yeah, we kind of jokingly, on the inside in the company, refer to a kind of X ray vision for your patients, clients, practice members. And what we mean by that is sort of what you described, which is we're actually able to track not only clicks, right. Who's clicking to either come back in, ask a question, refer a friend, learn more about a body signal or a symptom that they're experiencing every time somebody clicks on One of those buttons in the emails, the practice, the provider receive a text in an email notification. That in itself is a big leap from just sending stuff out and hoping for the best. So there's a real time feedback loop that allows the practice to be more proactive based upon the engagement of that patient. But we take it one more level and where the X ray component really comes in is we also track those that are we call highly engaged who's consistently opening those emails and those messages. So, and we build what we call a smart patient recall list off of that so that you and your team have the opportunity to call down a patient recall list not just based upon the fact that they haven't been seen in X amount of time, they might be totally disengaged, but actually based upon engagement. Now why does that matter? That basically helps the team be more efficient and more effective with their time. If you're making an outbound call to somebody that's been engaging with your content, that's a higher likelihood of conversion of connection on that call than somebody you're just calling blindly based upon a date in the past. So the specificity around that and really helping a team be more efficient and effective is what we're about now. Many patients will take care of the process for themselves. If they're clicking and you have online scheduling, we'll link right to that online scheduler. If you don't, we build a dynamic landing page. So we'll take care of docs one way or the other. And many patients take care of the process themselves without any intervention from the practice. But for those practices that really focus on having great systems and great processes, we I'll pat ourselves on the back and say, I think we have really the best system for patient reactivation specifically that empowers the practice to not only be proactive, but to be super consistent and to be efficient and effective with their time.

That's exactly it. I think the practices can utilize very easily the information that you give to create their own reactivation campaign beyond just the messages that are going out. And I appreciate you for that. That's how we as the remarkable practice help more people, help more people is by having our content and our coaching and connecting with success partners just like you guys that that help further that, that mission for us. So here we are, we're recording this In June of 2025, you know, smack in the middle of people just got through May in the early part of June, which sometimes gets wonky with, with, you know, attraction in general. Sometimes it does Sometimes it doesn't. But that school school if they can really throw family practices for loop, for sure. Talk to the Talk to people about a how do they get in touch with you and b why would it be a good idea to do this sooner than later?

Yeah, you can always connect with us at the smart chiropractor.com Again, that is the smart chiropractor.com that's the easiest place to connect and we're very available across all social media channels. But the smartchiropractor.com is the easiest place to learn more and to get started. And whether you're listening to this and it's still Q3, maybe we're rolling into Q4, I just would encourage everybody listening make it a rock for you, the business owner, the practice owner, make reactivations a rock for you this quarter. Regardless of whether it's Q3 or Q4, whether you use our system or whether you want to implement your own, we're going to help you do it faster, easier and better because we're experts in it. It's what we do all day and we have a team that works only on this. So. But one way or the other, I'm going to encourage everybody listening make it a rock this quarter for you, the business owner, to implement a patient reactivation system. 1. Your coaches will thank you because as you go through those KPI scorecards, you'll be able to report things more accurately, more clearly and you're going to have growth. If you are somebody listening to this podcast, you're interested in business growth. Maybe you're on the verge of coaching. Maybe you're a future coaching client. Maybe you've been actively involved for for a decade plus. The bottom line is you're here because you want to impact the lives of more people. So do it. And don't forget about the hundreds, if not thousands of people that you've already taken care of. So my big encouragement to everybody listening is make it a rock for you to institute a patient reactivation system and program. If you want to build it yourself, you can certainly do it. But if you want to do it faster and easier, we're happy to be a success partner and help you do that. So you can Visit us@thesmartchiropractor.com I love it.

I'm gonna leave it right there. That's exactly what people need to do. Thanks so much Dr. Jeff for being a success, having such a great product for people so we can have help them go out and impact more folks. Thanks so much.

Thanks for listening to this episode of Build you'd Remarkable Practice Podcast. Remember, what the world needs now is chiropractic, and what chiropractic needs now is more successful chiropractors. If you like the podcast, please subscribe, share with your friends and leave us a review. And if you'd like to connect with us personally additionally, please click the links in the show notes to schedule a call.