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Do You Know How to Use Acceptances to Forecast?

We all know by now that understanding your numbers is paramount to running a successful practice. There’s no shortage of analytic tools out there, and there’s a constant debate about which metrics are most important to follow and what kind of actions you should take based on your data.

Today, let’s quickly discuss two “sister” metrics that are often cited independently, but in my opinion, should always be looked at together: Case Acceptance and Fees Accepted.

What is Case Acceptance?
Case Acceptance is typically expressed as the percentage of newly treatment-planned procedures that have either been completed (same day) or scheduled for a future appointment. Since this is always measured over time, your case acceptance will change depending on whether you monitor it daily, weekly, monthly, or as a running average. In essence, it’s a measure of how many people said yes to treatment.

For example, if you see 8 patients today, present 8 treatment plans for new procedures, and every patient either completes a procedure or schedules for a future appointment, you would be at 100% case acceptance for the day.

You’ll also want to exclude hygiene or diagnostic procedure codes because they are almost always accepted and would skew your numbers significantly.

What About Fees Accepted?
Fees Accepted is similar to Case Acceptance, but rather than looking at how many patients are scheduling new treatment, this metric calculates the dollar amount of fees presented and scheduled.

For example, let’s say you present treatment to the same 8 patients mentioned above, planning two crowns for each of them. If they all schedule a future appointment, it’s 100% case acceptance. However, if they each decide to proceed with only one crown instead of two, then you’re actually at 50% fees accepted. Simple, right?

A low Case Acceptance rate can often be attributed to a training issue with your treatment coordinator. On the other hand, a low Fees Accepted percentage could be due to a lack of urgency, poor payment options, economic conditions, or a high percentage of elective procedures.

How Can You Use Treatment Plan Acceptance for Forecasting?
Statistics give you a directional approach to how much treatment needs to be in the pipeline to meet your goals. When I was in sales, if my close rate was 40%, I knew that if I needed to hit my $30M quota (yes, that was my actual quota), I’d need $75M in the pipeline.

The same goes for your business. If you want to be a $1M practice, and your fees acceptance rate is around 30%, then you’ll need around $3M in treatment planned opportunities in the pipeline.

If $3M sounds like a lot, pull up your unscheduled treatment list—you might be surprised at how large that number actually is!

There are a number of ways to extract this information from your practice management system, including the services of plug-and-play dental analytics platforms available in the marketplace. I recommend asking how each platform calculates these metrics, as there isn’t one standardized algorithm when it comes to dental analytics.

Wishing everyone a strong Q4!


To your success,
Michael Lomotan

P.S. Want to master your metrics and elevate your practice? Join Dental Success Network (DSN), where you can access a community of like-minded dental professionals and find exclusive vendor deals for analytic tools. Let’s work smarter together!

Are You Earning a Nobel Prize for Patient Interactions?

The 2024 Nobel Prize in Physics was awarded to John Hopfield, a professor at Princeton University, and Geoffrey Hinton a computer scientist at the University of Toronto, for their groundbreaking discoveries in machine learning and artificial intelligence, which laid the foundation for much of what we now understand about ChatGPT and similar programs. Their pivotal work in developing machine learning techniques power many of today’s AI-based products and applications. This recognition highlights the growing influence of artificial intelligence across various fields, including healthcare and dentistry. These advancements are enabling more precise and efficient diagnostic tools, fundamentally changing how we approach patient care.

In dentistry, AI is becoming a game-changer, especially in interpreting radiographs. These intelligent systems can quickly analyze images, identify potential issues, and even predict treatment outcomes with a level of accuracy that was unimaginable just a few years ago. By integrating AI into our diagnostic processes, we’re able to provide patients with faster and more reliable insights into their oral health, which ultimately leads to better treatment planning. Ideally, this also fosters greater trust as AI software can create redundancies and demonstrate agreement with clinical assessments.

However, while technology like AI is undeniably valuable, it’s not the ultimate factor that will determine our success in the dental field. The real difference comes from the little things AI can’t replicate—like the warmth in your voice when answering the phone or the genuine interest you show in building relationships with your patients. These human touches create a foundation of trust that technology alone can’t provide.

Building that trust also extends to how we discuss treatment options with our patients. No AI system can replace the empathy and understanding required when guiding a patient through their choices, addressing their concerns, and making them feel comfortable with their decisions. It’s these moments of personal connection that set us apart and ultimately lead to the kind of patient loyalty and satisfaction that technology can never fully achieve.

So, while we should embrace AI to enhance our practices, let’s never lose sight of what truly makes us successful—the human element. It’s the way we engage with our patients, create lasting relationships, and handle even the smallest details with care that will always be the true foundation of our practice’s growth and success.

I love software and all the things it can do—maybe you do too. But just remember, nothing replaces the relationships we have with our patients or the way we communicate as human beings.


Be well and do well,

Addison Killen

P.S. Want to learn more about how you can integrate cutting-edge technology while strengthening your human connections in practice? Join Dental Success Network today! With our vibrant community of dentists, exclusive discounts on essential vendors, and access to continuing education, you’ll find the support you need to stay ahead in the ever-evolving dental field!

Stop Being Ghosted by Patients!

Is it really that hard to get patients to say yes to treatment? Not when you have the right approach. Here’s how we can make the process smoother and more successful.

1. Simplifying the Insurance Maze
Understanding a patient’s insurance is more than just a necessary task—it’s a strategic advantage. When we can confidently explain insurance coverage and out-of-pocket costs, patients are more likely to see the value in their treatment plan. The key is to simplify the information, so they aren’t overwhelmed with jargon.
Script Example:
Coordinator: “Great news! Your insurance will cover a portion of the crown for that fractured tooth. After checking your benefits, here’s what we found: Your insurance will cover X amount, and your portion will be Y. Let’s make sure we maximize those benefits for you.”
2. Taking a Positive Approach vs. a “Sucks to be You” Approach
How we present treatment plans can make all the difference. Avoid negative or limiting language that might discourage patients, like “This is expensive” or “Your insurance may not cover this.” Instead, focus on the positive impact of the treatment and how it aligns with the patient’s goals. Use their own words and concerns to reinforce the value of the treatment.
Script Example:
Coordinator: “Here’s how we can get you out of pain and decrease the chances of you experiencing pain in the future.”

3. Offering Flexible Financing Options
Payment can be a significant concern for patients, but it doesn’t have to be a barrier. By offering third-party financing options, we can make treatment more accessible and manageable. Present these options in a way that aligns with the patient’s financial comfort zone.
Script Example:
Patient: “Oh this is more than I expected.”
Coordinator: “I understand but don’t worry to fit your treatment into your budget, we can set up monthly payments using Sunbit. I just text you a link to get started.”
4. Addressing the Patient’s Chief Concern
Focusing on the patient’s main concern is crucial in gaining their trust and commitment. Whether it’s pain relief or cosmetic improvement, tailor your conversation to show how the treatment will directly address their needs.
Script Example for a Toothache:
Coordinator: “I know that toothache has been really uncomfortable for you. Our recommended treatment will not only relieve your pain but also help prevent future issues. Let’s get you back to feeling your best.”

Script Example for Teeth Whitening:
Coordinator: “You mentioned wanting to enhance your smile with teeth whitening. We have several options that can give you the bright, confident smile you’re looking for. Let’s find the best one for your lifestyle.”

5. Empathy, Energy, and Edification
Empathy, energy, and edification are the pillars of effective patient communication. Show that you understand their concerns, convey enthusiasm for the positive outcomes, and reinforce the credibility of your dental team.
Script Example (Empathy):
Coordinator: “I completely understand that dental visits can be stressful. We’re here to make this as comfortable as possible and support you every step of the way.”
Script Example (Energy):
Coordinator: “I’m excited about the impact this treatment will have on your health and well-being! It’s going to make a big difference.”
Script Example (Edification):
Coordinator: “Dr. Smith has over a decade of experience with these treatments and has helped countless patients achieve great results. You’re in excellent hands!”
Until next time,

Sydney Robinson
Executive Director of Operations
Dental Success Companies

P.S. If you haven’t registered yet, register HERE for Front Office Academy’s 2-day OM workshop from Nov. 1st-2nd. Gear up for a tactical 2-day Office Manager workshop focusing on building a profitable insurance department. Leaders will learn the latest leadership techniques that will allow you to empower and lead your team members instead of managing them.

Are You Going Above and Beyond?

I recently read Unreasonable Hospitality by author and chef Will Guidara. In it, he tells the story of taking a restaurant from dead last in the world rankings to the very top. Throughout the book, he weaves captivating tales of how they pushed their team farther, improved service, and refined every aspect of their business. It’s a book about a restaurant, but it’s easy to see how their business is just like ours.

We can get food anywhere. Patients can get dentistry anywhere. There are plenty of options—from Applebee’s all the way to Tabla (a world-renowned restaurant). Just like there’s Aspen Dental and then our own clinics. You get the picture.

But one story really struck me about how far we can go in customer service:

In Setting the Table, Danny Meyer’s groundbreaking book about enlightened hospitality, he tells a story about a couple celebrating their anniversary at one of his restaurants. Midway through their meal, they remember they’ve left a bottle of champagne in the freezer. They call the sommelier over to ask if it’s likely to explode before they get home (almost certainly yes). The sommelier saves the day by taking their keys and rescuing the bottle, so the couple can relax and finish their celebratory meal. When they arrive home, they find the champagne safely tucked into their fridge, along with a tin of caviar, a box of chocolates, and an anniversary card from the restaurant.

Stories like this circulated through the company, priming every one of us to find new ways to make our guests’ experiences more seamless, relaxing, and delightful. So, the first time a guest mentioned she had to get up mid-meal to feed the meter a few blocks away, it was natural for us to offer to do it for her.
Eventually, that gesture became one of our steps of service. The host would ask guests, “How did you get here tonight?” If they responded, “Oh, we drove,” he’d follow up with, “Cool! Where’d you park?” If they mentioned a meter on the street, he’d ask which car was theirs so one of us could run out and drop a couple of quarters in while they dined.

This gesture was the definition of a grace note—a sweet but nonessential addition to the experience. It was an act of hospitality that didn’t even take place within the restaurant’s walls! But this simple gift—worth fifty cents—blew people’s minds.

Systemizing it transformed it from a heroic act to a routine gesture, like checking a coat or offering a dessert menu. The more normal it became for us to give this little gift, the more extraordinary it seemed to those receiving it.

So, my question to you is: How can you plant this idea in the heads of your team and management? How can you implement—nay, systemize—the unbelievable customer service this restaurant exhibits? What can we do daily to create special moments like this in the dental office?

I don’t have all the answers, but I’m brainstorming ideas, and I’ll share on DSN if anything ends up sticking!

Be well and do well,

Addison Killeen

P.S. If you’re looking to systemize your practice, now is the perfect time to join DSN! Connect with other dental professionals and learn how they establish systems. Join today for a 7-day free trial!

What Makes Us Slow and Inefficient?

For the over 12 years I’ve been coaching doctors, one question I often get is: “How do I get faster?”

Now, obviously, this question is a bit loaded, and the answer is tricky, but we’ve all had those days. You’re 10 minutes behind before you even start, you can’t find that one instrument you know is on the delivery tray somewhere, or you’re halfway through a crown prep and realize your assistant needs to run across the office to grab something. Sound familiar? Let’s dig into what’s really slowing us down and how we can fix it.

1. We Don’t Time Our Procedures
Let’s be honest—most of us have no idea how long things actually take. We think we’re faster than we are (guilty as charged). If you start timing your procedures, you’ll notice where time gets wasted. Sometimes, it’s something as simple as not having everything laid out before you start. Fixing that “one thing” can shave minutes off your procedure and allow you to add that one extra same-day procedure to your day.

2. We’re Doing Too Much Ourselves
I know some of you think, “It only takes a second for me to grab this or do that.” But, all those “seconds” add up, and suddenly, you’re 15 minutes behind and wondering how it happened. Or, you’re asking how someone can do a procedure in less time than you. The secret? They get their team involved! Your assistants are there to help, so let them. They can handle setting up rooms, placing rubber dams, or fabricating temporaries. Free yourself to focus on the things only you can—or are allowed to—do.

3. Our Workflow Is All Over the Place
Ever find yourself staring at your tray like it’s a scavenger hunt? I used to lose track of more time than I’d like to admit just hunting for instruments or materials. If you standardize your setups—making sure everything is in the same place every time—you’ll cut out a lot of wasted time (and frustration). Trust me, there’s nothing worse than searching for an explorer while the patient just stares at you.

4. Hygiene Exams Are Killing Our Flow
We’ve all been there—you’re in the middle of a tough procedure, and bam, your assistant tells you it’s time for another hygiene exam. You jump up, do the check, and by the time you’re back, they’re calling you for another exam. Instead, try batching those exams. Check a few hygiene patients at once, then get back to work. It’ll save you time and keep you from feeling like you’re playing whack-a-mole with your schedule.

5. We Resist Change
Nobody likes change; but sometimes, what used to work isn’t cutting it anymore. Whether it’s trying a new technique, reordering a procedure, or switching up your instruments, it’s worth making some tweaks if it helps you get the same results faster or at a lower cost. And hey, who doesn’t like finishing early and making more money?

 

At the end of the day, efficiency isn’t about rushing through things or cutting corners. It’s about working smarter. So, time your procedures, delegate more, standardize your setups, and quit fighting the changes that’ll make your life easier. Trust me, your stress level—and your team—will thank you!

Until Next Time,

Dr. Aaron Nicholas
Dental Success Blackbelt Coach
Founder Monday Morning Dentistry

P.S.Looking for more efficiency tips? Join DSN with a 7-day free trial and chat with me and other coaches on Workplace, and be sure to check out our online and upcoming courses at MondayMorningDentistry.com and DSN!

Why Can’t My Team Read My Mind?

I hear it all the time: “Why can’t my team just read my mind?” Whether it’s your assistant, office manager, or anyone else on your team—it feels like you’re constantly repeating yourself and still nothing gets done exactly how you imagined. But, until we crack the code on mind-reading delegation is your next best tool.

Here are 5 steps to successful delegation for you and your office manager, to stop feeling like you both stuck doing everything yourselves:

1. Clarify the Task
It’s easy to assume that everyone knows what you mean when you say, “Handle it,” but we both know that “Handle it” can have a lot of meanings. Be specific about the what, why, and when. Whether it’s your assistant following up with surgical patients or your office manager putting out an ad for a new employee, clear instructions are your first step to freedom.

2. Set Expectations
Define what success looks like upfront, so there’s no guesswork later. If you want your office manager to make sure payments are processed on time, let them know what “on time” means—by 2 p.m.? End of day? Similarly, if your assistant is in charge of managing patient follow-ups, let them know what timely communication looks like in your eyes. A two-hour window for responses? The clearer your expectations, the fewer headaches for everyone.

3. Give Them the Resources
Even the best team can’t read your mind or succeed without the right tools. Ensure that both your assistant and office manager have access to everything they need—from updated software to team calendars and vendor contacts. If they don’t have the right resources or information, you’re just setting them (and yourself) up for frustration.

4. Provide Feedback
No one gets it perfect the first time and that’s where constructive feedback comes in. Whether your assistant didn’t quite nail the scheduling or your office manager missed a detail in payroll, regular feedback ensures that everyone gets better over time. Don’t let perfectionism hold you back from letting your team take more off your plate. Keep moving forward and refine along the way.

5. Let Go of the Reins (a Little)
Trust is the secret ingredient to successful delegation. I get it, it’s hard to hand over tasks you’ve always done yourself, but micromanaging defeats the purpose of having help. Whether it’s your office manager handling day-to-day operations or your assistant managing your calendar, you’ve got to trust them enough to actually let them do the job. Remember: done is better than perfect. Let go of the need for perfection in every tiny detail and focus on progress instead.

Hopefully this helps in building your dream team! If you’re finding that even with delegation, there’s still too much on your plate, it might be time to consider an executive assistant. They can take over higher-level tasks like financials, project management, and more. Connect with me inside Workplace or reply to this email to learn more.

Until Next Time,
Ashlee Hirschfeld
GSD Queen
Chief Operations Officer
Dental Success Network

P.S. If you’re looking for more resources to streamline your practice for building an unstoppable team, joining Dental Success Network (DSN) is a game-changer. DSN provides exclusive access to expert advice, team-building tools, and a supportive community of dental professionals. Don’t do it alone: join DSN today and get a 7-day free trial!

What Recession?

It seems like every week we are on a teeter-totter about whether we’re facing recessionary forces. Some weeks bring amazing economic news, while other weeks feel world-ending.

Will interest rates go up? Will the jobs report be revised downward by a million jobs? Who really knows?

But, here’s one thing I can say with almost 99% certainty: our future as dentists and clinicians depends on our business and clinical skills—those are the most important things we should focus on. Not the economy. Not the stock market. We have 100% control over our skills and attitude.

Should we ignore the economy? No, but we need to treat it like a sparring partner in martial arts. If the economy jabs, we need to block. If it gets too close, we need to back away.

We need to be keenly aware of what’s happening but remember that most of our success comes from our own business acumen, systems, and skills.

With that, I want to invite you to be part of the #1 most trusted community in dentistry—Dental Success Network. Whether you want to get better with implants, learn more about sleep apnea and devices, or become the most well-rounded CEO of your dental practice, we have hundreds of hours of content and instruction to help you become a black-belt business owner. We are giving you a 7-day free trial so you can check out what DSN has to offer!

We may never know with certainty what the stock market or overall economy will do from month to month, but we can always rely on our own skills and experience to get better every day. If you’re into self-improvement, we would love to have you in DSN.

Be well and do well,

Addison Killeen

Are You Leading on the Field?

If you’ve listened to enough podcasts about leadership, you’ll notice a few recurring themes:

And if you’ve read any books about leadership, you know there are several styles. There’s the “my way or the highway” style, the macho approach, and probably many more. Most of these styles prove that leadership is a subtle art and demonstrate that these rigid systems don’t work for very long—or very well, for that matter. Then we come to servant leadership.

Servant leadership is the fundamental understanding that to lead is to serve. Leadership isn’t about wanting more for yourself than everyone else; it’s about wanting everyone else to have more. More responsibility. More significance. More success.

As the football season is about to begin in earnest, I recently read Tom Brady’s assessment of future NFL Hall of Famer Patrick Mahomes:

“Believe me, he’s, in my opinion, the best quarterback in the NFL. Why? I could talk about his physicals, but when I look at him and see why he’s great, I see the way that he’s endeared himself to his teammates. I see the joy they have when they’re out there playing together. I love seeing his rapport with his teammates, with his coaches, how he communicates after the game. I’m listening to the press conferences as much as I’m watching him throw a tight spiral because that’s ultimately what that position is about.

Yeah, it’s about your ability to be physically gifted—run and throw on the move, drop your arm angle, read coverages, and throw the ball deep. But it’s also about the message you’re creating every day to your fans, teammates, and coaches—how you present yourself on and off the field, and how you handle wins and losses.”

When I think of leadership, that quote captures it perfectly. It’s not about how we do fillings or how we hire and fire. It’s about the message we craft for our team, our patients, and our families every day.

So as you go about your week, think about the message you’re spreading every day. Is it doom-and-gloom, or is it positive and inviting? Is it gossip, or is it uplifting? Is it a worldview that says, “The world has been unjust to me;” or, is it a message that says “The Obstacle is the Way, and together we can overcome anything.”

Be well and do well,

Addison Killeen

P.S. Leadership isn’t just about what you do—it’s also about the community you build around you. If you’re looking to surround yourself with like-minded professionals who challenge, support, and elevate each other, consider joining Dental Success Network. In DSN, you’ll find a community where real leaders are made. Join us here and start your journey towards greater leadership today.

Does Your Team HATE Asking for Reviews?

In today’s digital landscape, online reviews play a pivotal role in shaping the reputation of your practice and attracting new patients. However, asking for reviews can be awkward or unnatural for some team members. With the right training, tools, and routine, your team can turn this task into a natural and effective part of their workflow. Here’s a comprehensive guide to help your team confidently ask for reviews after appointments.

Step 1: Explain the Importance of Reviews

Why It Matters: Start by helping your team understand the value of online reviews. Positive reviews not only boost your practice’s visibility but also build trust with potential clients. Reviews also create a sense of community and build your credibility. Having reviews online will set you apart from other search results. When your team knows why they’re asking for reviews, they’ll be more motivated to do it.

Tip: Share real-life examples of how a glowing review led to new patients or helped retain a long-time client. This makes the impact of reviews more tangible.

Step 2: Teach the Right Timing

When to Ask: Timing is key. Ask for a review when the patient is feeling positive about their experience. This is often right after a successful appointment.

Example: “Mrs. Jones, I’m so glad to hear that your cleaning went smoothly today. It means a lot to us when our patients share their experiences. Would you mind leaving us a quick review?”

Step 3: Provide a Simple Script

What to Say: Equip your team with a basic script that feels natural and conversational. It should express appreciation and gently suggest leaving a review without being pushy.

Example: “Thanks so much for coming in today! While I complete your appointment, we’d love it if you could share your experience with us by leaving a review. It really helps others learn about the care we provide.”

Step 4: Offer Multiple Options

How to Ask: Different patients prefer different methods for leaving reviews. Ensure your team knows how to guide patients through the process, whether it’s via email, text, or directly on a review platform like Google or Yelp.

Tip: Provide handouts or digital links that make it easy for patients to leave a review. For example, a small card with a QR code leading directly to your review page can be very effective.

Step 5: Practice Through Role-Playing

Why Practice Matters: Role-playing helps team members feel more comfortable and confident in asking for reviews. It’s a chance to practice different scenarios and learn how to handle objections or awkward moments.

Role-Playing Scenario 1: The Happy Patient

Role-Playing Scenario 2: The Hesitant Patient

Step 6: Address Common Concerns

Handling Objections: Some team members might worry about being too pushy or facing rejection. Encourage them to view asking for reviews as a service to others—helping future patients make informed decisions.

Tip: Reassure your team that most patients are happy to help if asked politely, and it’s okay if someone says no.

Step 7: Reinforce Positive Outcomes

Celebrate Successes: When a team member successfully gets a review, celebrate it! Share the review with the team and acknowledge the member who asked for it. This reinforces the behavior and shows that their efforts are appreciated.

Example: “Hey everyone, I just wanted to give a shoutout to Emily! Thanks to her, we just received a fantastic review from one of our patients. Great job, Emily!”

Step 8: Provide Ongoing Support and Feedback

Continuous Improvement: Keep the lines of communication open. Regularly check in with your team to see how they’re feeling about asking for reviews and offer tips for improvement. Share examples of great reviews and discuss what made those requests successful.

Tip: Create a “Review Board” where you post recent reviews and highlight the positive feedback. This keeps everyone motivated and focused on the goal.
Hope you find this guide helpful! If you are looking for more, connect with me inside of Dental Success Network with a Free 7 Day Trial or join me in Denver November 1st and 2nd for our next Front Office Academy Coaching OM meeting!

Until next time,

Sydney Robinson
Executive Director of Operations
Dental Success Companies

Can You Handle 72 Hours of Pain?

72 hours of pain. I’ve gone through pain, but 72 hours sounds like a lot, right? When you stub your toe, it’s 5 minutes of pain. When you get a cut on your finger, it might hurt for a couple of hours. But, 72 hours?

In reality, 72 hours is the amount of pain and anguish you experience when you, unfortunately, have to let an employee go. Sometimes it’s shorter—don’t get me wrong. Sometimes an employee has done something so egregious that you have to get rid of them quickly, and it can feel like relief. However, most of the time, you’ve had a couple of talks with them already. Most of the time, you’ve already given them the ultimatum. Most of the time, they know it’s coming just as much as you do.

Does this make it easier? Nope. It’s 72 hours of pain.

It’s 72 hours of you knowing it is coming. It’s the planning, making sure your paperwork is right. It’s also preparing for possibly having to change the clinical schedule if you lose an employee. Then it’s also planning the rehiring process. Maybe even some soul-searching, looking where you could have helped correct the behavior or habit before it got to this point.

When it happens, it’s heart-pounding. Not in a good way. It sucks, and it’s usually sad.

But afterward, you usually feel much better. In cases where there isn’t a culture match, there can be a huge sense of relief. Maybe the negativity is gone. Maybe the toxicity evaporates. Maybe the weight on your shoulders is significantly decreased. In any sense, it had to happen.

So when we get tactical about this process, let me offer you some advice:
– Keep it short and simple.
– Explain that today is their last day.
– Don’t get into the weeds—just say, “Things aren’t working out like I’d hoped.”
– Give them any termination paperwork (Health Insurance COBRA, 401(k), etc.).
– Walk them to their locker to gather their belongings, get their key if they have one.
– Escort them to the door and wish them the best of luck.
– Inform the team of the change using no disparaging remarks.

In each of these steps, there might be a checklist of things you need. If you need systems for termination like this, check out Dental Success Network for some ideas on making sure all your T’s crossed and I’s dotted.

No matter whether you have systems for this or not, be prepared for this 72 hours of pain. It won’t make it any shorter, but it will make it less painful for all involved.

Be well and do well,

Dr. Addison Killeen

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