AADOM DISTINCTIONcast – Smiles Behind the Scenes: How Appreciation Transforms Your Dental Team
In today’s fast-paced dental environment, leaders often focus on production, systems, and patient flow — yet one of the most powerful drivers of team performance is frequently overlooked: genuine appreciation. When team members feel seen, valued, and supported, engagement rises, burnout decreases, and patient experiences naturally improve.
This energizing and heartfelt one-hour webinar invites dental leaders, office managers, and practice owners to rediscover the transformative power of gratitude in the workplace. Through relatable stories from the front lines of dentistry, supported by compelling research on employee engagement and retention, attendees will learn how small, intentional acts of recognition can reshape team culture and elevate practice success.
Participants will walk away with practical strategies they can implement immediately—without increasing overhead—to build loyalty, strengthen morale, and inspire their teams to show up as their very best selves.
Because when your team feels appreciated… everyone smiles a little brighter.
Because the strongest practices aren’t just clinically excellent — they are deeply human.
Learning Objectives:
- Understand the Direct Connection Between Appreciation and Practice Performance
Explore current research linking recognition to higher productivity, stronger retention, improved patient satisfaction, and reduced burnout within healthcare teams - Recognize the Early Signs of an Underappreciated Team
Learn how to identify subtle cultural warning signals before they lead to disengagement, turnover, or declining office morale - Discover Simple Yet Impactful Ways to Show Meaningful Appreciation
Move beyond generic praise and learn how intentional, personalized recognition creates deeper trust and motivation among team members - Build a Culture Where Gratitude Becomes Part of Daily Operations
Understand how to embed appreciation into morning huddles, leadership conversations, performance feedback, and team celebrations — without adding complexity to your schedule
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Read the Transcript Now!
Chavelle: Hi everyone, and welcome to this DistinctionCasts. This is where AADOM gets to highlight some of the very best voices in our industry, right from within our own community. I’m Chavelle Galton-Rice, the Director of Membership and Education, and I’m truly so glad that you’re here with us today.
Now, if you’re new and wondering what a DistinctionCast actually is, it’s more than just a conversation about dental management. This is where we get to spotlight our Distinction holders, the leaders who have been or are in the trenches every day—leading teams, solving problems, and making an impact in their practices.
So, they are here to share practical insights, real-world strategies, and a little inspiration along the way to help you grow and thrive in your own role.
So, I’m super excited because today we have the opportunity to learn from Rebecca Herring, an AADOM Diplomat, which is actually the highest level of distinction from within the American Association of Dental Office Management.
Rebecca’s actually gonna take us behind the scenes on how appreciation transforms your dental team, because the strongest practices aren’t just clinically excellent. They’re deeply human.
But, before we dive into our topic, I would love, Rebecca, for you to share a little bit about yourself. I am so excited because I know you are a trusted leader in our industry. So, please, if you could share a little bit about yourself with us, I’d greatly appreciate that.
Rebecca: Absolutely.
Thanks for having me on today, Chavelle. It’s an absolute honor to be with you as someone who’s new into the leadership here in AADOM. And it’s a real honor to be with you today.
So, yeah, like you stated, I earned my diplomat status and certification in 2025, and I’ve absolutely enjoyed every moment that I’ve had in AADOM. I love our annual meetings and the opportunity I’ve had to get to know so many different leaders in our community, and I absolutely love these moments to come on to our DistinctionCast and share some of the fun opportunities and events and things that have happened and experiences that I’ve had as a leader in several management and dental practices.
So, thanks for having me here today. I did a couple years ago, start my own consulting business, and so now I’m helping as many practices as I can grow and establish protocols and systems in their practices so they can be more productive and strategically sound as they grow their practices today.
Chavelle: That’s amazing! That’s so exciting to hear how much you’ve grown within, you know, being in management and now doing, you know, other things to help dental practices. So, that’s amazing to hear. And I love knowing that there are pathways even beyond management. So, that’s wonderful. That’s exciting.
Meaningful Ways to Show Appreciation to Your Team
Well, shall we jump into our topic and see, you know, different ways of how, you know, you can help us, you know, oh my gosh…
Rebecca: Show appreciation for all of our team members?
Chavelle: Appreciation, yes, to all of our team members.
Rebecca: Absolutely. I love this topic and I especially love talking about it in the month of February. Not only is it, you know, Valentine’s Day. You know, we’re getting ready for Dental Assistant Appreciation. It’s gonna be our, you know, Dentist Appreciation Day. And a lot of times in which I think it’s important that we value and show appreciation to our team members.
We all work really, really hard in our practices. I think we give and we love becoming, like you stated earlier, we’re very human. We’re deeply human and I think we love to support our teams. We love to support our dentists. And I think deep down, I think we all really want to be team players, and we want to be a part of the practice and with our dentists to help us all be better and to grow that practice and to, you know, show our team how much we do appreciate all the things that they do.
I think that it’s easy for us sometimes to show that appreciation, you know, around our birthdays, right? Our teams have birthdays and we love celebrating those. And so, we’ll have cake and we’ll do lunch. We sit down and we’re like, “Woo-hoo! Happy birthday everybody!” And those are easy for the team.
And I think where sometimes our teams struggle just a little bit in that appreciation is finding the little things that people do every day, after a hard day, right? Recognizing it and saying, “Hey, Sarah. Thanks so much for staying late today. I know you might have had plans, you might have had a family that you needed to get home to, but I appreciate the positive attitude and your willingness to stay and help us take care of the patient who was in pain, had a toothache. Thank you so much for being willing to stay and help me get through the end of the procedure today and for cleaning it up and being ready and setting it up and being ready for tomorrow. It meant a lot to me. Thank you.”
Those little thank you’s can really mean a lot. Not only to our team member, but I think to the morale of our teams, and that’s where I think those differences really come into play.
I remember a time when I first started to manage. I was a manager in a practice, and I personally as an office manager, I think maybe those that are listening and maybe even yourself can remember those days, right? When you first started out, you’re a new manager and you just really wanted to be your very, very best.
And I remember I had a team member who—and she always went out of her way—always. And they were always the little things that I don’t think that people necessarily noticed. Because we didn’t call it out very often, right? It wasn’t a birthday. It wasn’t a, you know, anniversary of working in the workplace.
But she’d always did the little things that really had an impact on the day. Sometimes just making the day flow easier, whatever it was, right.
And I remember thinking, “I want her to know that I notice.” And that it does have an impact and that I appreciate what she’s doing for our team.
And I didn’t wanna make a big deal about it ’cause she was really kind of a quiet person. And so, I just wrote her a little note and I just stuck it in her locker. And I didn’t wanna make a big deal about it, but I just, I wondered to know how much I appreciated her.
So, I just slid the note into her locker. And the next morning, I came in and she was crying and I thought, “Oh my gosh. Maybe I shouldn’t have done that. I don’t know.”
And she just came over and gave me the biggest hug and she just said, “Thank you! I didn’t think anyone noticed me. I didn’t think anyone noticed these little things that I did, but thank you. That really meant a lot to me.”
Chavelle: That’s amazing! I know it’s so hard to get, for us as managers to get stuck in managing what’s going wrong in an office that really like taking a step back and, you know, like you said, looking at like even the smallest of things.
I think people, um, you know, don’t necessarily, you know, think it’s something that big, but it can make a huge impact. And when, you know, like you said, when we recognize people, even in the quietest ways or the smallest ways, it can make a huge difference, just like internally make them feel good about what they’re doing and reminding them why they do what they do, which is amazing.
Making Team Celebrations Meaningful
I do wanna go back to, you had mentioned that, you know, in practices that you’ve been in, celebrating team members. You know, birthdays or, you know, things like that that are more planned. I would love to talk a little bit more about that, you know, because I think that it’s something that varies from office to office, that there’s some offices that do celebrate, you know, team members birthdays or anniversaries.
And sometimes it’s almost expected. Or sometimes offices don’t necessarily do that and then team members may feel unappreciated.
So, you know, what’s your thoughts on, you know, when offices do or choose not to celebrate, you know, those types of things? And maybe like feedback on, you know, how managers, you know, can maybe implement or how they have implemented those types of things in the past to make their teams feel like we remember certain moments like birthdays and anniversaries and things like that.
Rebecca: This is a great question, so I’m really glad you’re asking it, Chavelle.
So, I think one of the easiest ways and most efficient ways to remember special days, things that are important, is when you hire a new employee, have ’em fill out a “get to know me” kind of a sheet, right? Here are my favorite colors. Here’s my favorite tree. Here’s my favorite place to get coffee and my order. And here’s where I like to go shopping.
You know, if I could go anywhere on vacation, this is where I’d love to go. You know, even kind of like a this and that, right? Do you like donuts or do you like bagels? Do you like the mountains or do you like the beach, right?
This gives you some really good—a good way almost to get in their head of things that they love, things that they liked. Are you a reader or are you movie-focused, right? What do you like to do with your family? How many family members do you have? You know, is your family close? Do they live far away?
All these little questions can give you some really good feedback into who they are as a person, but also really good gift ideas for little things, right? Right down to a $10, you know, Starbucks or BlackRock or Dutch Bros kind of a gift card as a little thank you, to when’s your wedding anniversary? This one I think can have a really huge impact on our team numbers.
When do we ever celebrate someone’s wedding anniversary? And not everybody’s married and that’s okay, right? But how about that? How about with their deep that they got married, right?
And you, the doctor, right, office manager. We give them a little gift card or a little basket or something on their wedding anniversary that says, you know, “Dinner with your husband on us. Congrats on 2 years of marriage, 5 years of marriage.” 25, 30, 40 years of marriage, right?
Whatever it may be. And this info sheet that we gather on, on, on the first day that they show up in our office to work for us, right, can be this myriad of information on somebody that they think is just, “Oh, they just want me to fill this out.” They don’t know that we’re gonna use this as a way to celebrate so many wins. And a way to set a culture in your practice, right?
What they choose to celebrate big things are not, right, is just a way of, their favorite color is yellow, right? So, when you’re ordering little mugs for everybody, right, we know that Chavelle loves blue. And Rebecca, maybe I love black. I don’t know, right?
And you could order things that way, right? They’re just ways of noticing little things about our team members.
Now, if you have an office that doesn’t necessarily like to celebrate big things—maybe you have a team of 25, 35 people, right? That’s hard. It’s hard to celebrate things like that, for individually, right?
That maybe you have celebrations for birthdays one time in that month for whoever on your team has a birthday. That “get to know you” sheet is still a way to personalize maybe what goes in the cart, right? This person loves going to this specific store to shop for their clothes or for whatever it may be, right?
Or they love to eat out at this restaurant in particular that’s local to your area. That $25 gift card, maybe everybody on the team goes in, you know, $5 each.
Whatever, however your team wants to organize that, is still a really great way to feel as though your team loves you and they know things about you and you’re part of that dental team, community, family, whatever you wanna call it in your practice, because they’ve remembered some of those little things, or the office manager does, and that’s how they celebrate you, right?
It doesn’t have to be everything, but it feels really personable and you feel like this is a culture in which your practice makes you feel valued and appreciated and heard, and you’re all connected in some way or not.
Chavelle: Yeah. I love that because you bring up a great point that there’s offices of different sizes. And so we know that, you know, smaller practices, it may be a lot easier to celebrate someone individually. And then, like you mentioned, a practice that may have a ton of employees, you might be celebrating birthdays every week, you know?
And so I love the idea that you have of maybe doing like a monthly celebration so everyone who has a birthday or an anniversary or whatever within that month and celebrate people. And I love, love, love your idea of having that form be a part of a new hire’s like onboarding process. That way, then, you can get to know those little things because it is nice to have like little ideas, because not everybody wants flowers or, you know, not everybody wants a Starbucks, whatever the case may be.
So, it’s nice to have that variety of all the different types of questions that would give, you know, someone the idea of like, “Okay, what are little things? What are some of the mid-range or high dollar items,” you know, that are gift ideas that we can give to our team members?
So, I love that and I think that’s something that a lot of the people watching this conversation can definitely implement very easily in their practices as part of their onboarding process. So, that’s wonderful!
How Managers Can Feel Appreciated Too
Do you mind if I switch some things up a little bit? And, it’s still part of appreciation because, you know, I know like for us as managers, you know, the doctors lean on us a lot to make sure that we do show appreciation to our team.
But, let’s talk about the flip side. Because we tend to be the ones that are taking care of our people, which is our job. And, you know, that’s part of what we do. That’s what we love to do. But, what about from like a manager perspective, you know, like feeling appreciated from, you know, from that side of things.
Rebecca: I love this question, right, because it’s true, right? The doctor generally relies on a manager to help facilitate, right?
I think doctors want to show appreciation too, but we really do rely on our managers to help facilitate the birthday parties or the lunches or so on, right?
And I believe in a way managers are, let’s just say, leading by example, right? And I think that just as much as we’re asking our employees when they’re hired to fill out this “get to know you” sheet, we should fill one out for our doctors too, right?
I believe we lead that example of, “Hey, we’re gonna—let’s just say Sally’s got a birthday next week, doctor. Everybody on the team’s contributing, you know, our standard $5, right? So, we’re gonna, we’re doing this, this, and this. This is what we’re gonna put in our basket for her. It’s all off of her “Get to know you” sheet. And I think it’s gonna be really pretty. I think she’ll really appreciate it. Are you okay with this, right?
We are leading the doctor too, by example. So, when our turn comes around, right, there is nothing wrong, just like we do with maybe our husbands or our dads or grandpas or parents, whatever it may be. Lead the doctor by example too. It isn’t that he intentionally is forgetting about you or your birthday or your length of service anniversary or anything like that.
It’s just that, like you said, and I think you stated it beautifully: they just rely on us to do a lot of these things.
So, when it’s getting to be close to your birthday, “Hey Doctor, my birthday’s next week. I just wanted to share my “get to know you” sheet in case you needed some help or support with working with the team to come up with something that you would like tom put into a basket or whatever for my birthday.
It sounds, I know we probably feel really awkward saying it, but you’ve been leading by example all year long for everybody else and he probably just needs a little, “Oh yeah, you probably can’t do your own,” right?
Or he may say, “Hey, Chavelle, here’s a hundred dollars. If you’ll put your own basket together, the team and I will present it at lunch.”
Yeah. I don’t know, right? It just depends on the doctor and how much he really relies on you. But I really honestly do not believe that doctors intentionally miss the mark when it comes to those of us managers or leaders in our practice that really do help facilitate everything else. I really think they just need a little support or help, right?
“Hey, I’m headed off to AADOM Conference. The week I get back is office manager appreciation month or week, right? The whole week, doctor, pulling someone from the practice that’s a good friend. Pass your sheet to that person, have her work with the dentist, but just as in leadership, as in anything else, right?
We lead by example and if we want to have those same things we give to our team, just give the doctor a little nudge.
Chavelle: Yeah, that’s a good point to make. And actually, you said something, you know, like handing off the sheet to, you know, another team member. You know, maybe for those larger practices, having like a little birthday committee or something, where, you know, the managers are not always the one who has to have that on their plate. Like, get everybody involved in showing appreciation to each other as well is a good point to make.
So, that’s wonderful. I love that idea.
Rebecca: Maybe hey are really good at parties and maybe they’d love to do it for everybody. I don’t know. You might have that person on your team.
Chavelle: Yeah. Well, and you mentioned earlier, you know, the one team member that, you know, maybe doesn’t necessarily want to be like showcased, you know, and have, you know, them have this like appreciation in front of everyone, like in morning huddle, let’s say, or something like that.
Personalizing Appreciation Based on Team Preferences
You know, how can you gauge or how would you find out, like, as a manager, whether or not someone likes that? Because there may be team members out there who like, do not wanna be in the spotlight at all.
So, what would be a good way to be able to learn how team members like to be, like, to be shown appreciation? You know what I mean?
Rebecca: I think, again, this is where that you know “all about me” or “get to know me” sheet that you use when someone is hired is another really great way for employees to be able to share some of those preferences on that sheet, right?
There’s nothing that feels intimidating about filling out a “get to know me” sheet on that first day, two or three, of starting in a practice, right? What’s your favorite color? And those aren’t intimidating questions, but neither does the “how do you like to be shown appreciation,” right?
Are you—do you like to be shown appreciation in front of people, in front of your employees? Would you rather be shown appreciation privately or, you know, more in a one-on-one situation? That’s a great time to ask them because it’s not intimidating. You just started working here. No one’s called you out yet, right?
Same with the way you, and this is kind of off topic just a little bit, but same with, you know, if we have some constructive feedback to give you: Would you prefer that one-on-one? Do you have a problem with that in a group of your colleagues in your same department, right?
So, if we’re with your group of your clinical team, if like you’re a dental assistant or you’re a hygienist, right? Or your in our front admin team, are you okay if we do it in a small group or is your preference really just one-on-one?
This is how you really get to know your team and honestly, as a manager, you’re really asking some good feedback questions in how you can be a good leader for each member of your team.
Also, I think a really great book for team members to read when they’re starting in a practice is “The 5 Languages of Appreciation in the Workplace,” right? This really helps you know how do they like to be shown appreciation and what is their love language in receiving it.
Chavelle: That’s, yes. And that’s I think, really important because it’s also kind of asking the team members permission too, you know, because if you don’t know and you kind of throw them off guard, that could set, you know, maybe a not so great feeling.
And so, I love that idea of adding that question into the form: how do you, you know, want to feel appreciated, you know. I think that’s wonderful—a wonderful question to ask. And then you’re also asking permission as well, so that’s great.
And, you know, I love everything that you’re talking about is all built around, and you’ve said it multiple times, the culture and morale. It’s, I think we’re in this, you know, these times where we get—we’re so bogged down in all of our tasks and duties, and I know our team members have so much on their plate, that, you know, it’s so important to make sure that we do have a positive culture, you know, for our teams.
And I think that’s something that always needs to be in the forefront to talk about and to remind managers, doctors, and just the teams in general of what that actually looks like for your practice. You know, like what is that culture? What is that expectation of how we treat each other or celebrate each other, you know, or the way you’d mentioned, like how do you like to receive feedback? That is a, a great question, you know, to ask somebody as well.
And I think caring enough to ask is what builds positive culture within a practice. So that’s wonderful.
Rebecca: Right. I think it also creates that sense of like psychological safety in the workplace when you feel like it’s okay for me to express my preferences, right, when it comes to appreciation, to feedback, to is it safe, right? Is it okay? Can I go to Chavelle and say, “Hey, I have a concern, I have a problem, and I know it’s okay to go to you and mention what I need some support in because you’ve been so respectful of me and my needs and what my preferences are. I know it’s okay to come and have a conversation with you.”
Recognizing Everyday Wins Through Simple Appreciation
So, I think the other thing is, you know, we’ve talked a lot about like the big things that we celebrate, right? The anniversaries and the birthdays and those kinds of things. One thing I did want to kind of just sidetrack onto just a little bit is recognizing the little things every day, kind of what I started with in the beginning when we started the webinar.
And so, I wanted to throw out an idea for anyone who’s listening to our wonderful conversation, which is, and I recommend this to all the offices that I work with and coach, which is: start a little, we call it “kudo jars,” right, where there’s just a little piece of paper and a jar in the break room.
At any point during the day, if someone sees something but the opportunity hasn’t presented itself or whatever, go in and write a little kudo to somebody. Fold it up, put it in the jar. And at the morning huddle is usually when I recommend the teams do it, because I think it’s a great way to start your day is positive affirmations.
Read a couple of them, right? Because what I like about that is it’s not only recognizing team members, but it’s peers recognizing peers, right? It’s someone on, you know, on the same team, not a manager, and it’s not always the doctor, right, hat has to share that appreciation.
But it’s someone who works alongside you that recognizes your hard work, shows that appreciation, is not afraid to say thank you, because I think at times when we’re in that workplace, not intentionally, but I think sometimes we feel a little competition with our fellow coworkers sometimes.
And so when we have our coworkers that can come and say, “John, thank you so much for jumping in there and helping me with that patient. I don’t know what came over me. I was just feeling a little overwhelmed, and I appreciate you just recognizing that and not being afraid to just jump in and take over so that I could step out, use the restroom, “you know, whatever it may have been, right? “Maybe the blood was a little much and I just, whew, I don’t know what, right?”
We have team members and we’re not afraid to say thank you. Thank you for helping me. Thank you for jumping in and finishing the instruments. Thanks so much for coming in and doing the perio-charting alongside me. Appreciate you looking and noticing I was running a few minutes behind. It’s saying, “Hey, thanks Tom for answering the phones because we were just getting bombarded with people checking in. Appreciate you being willing just to pick it up and put ’em on hold. It just really took some pressure off of us at the front desk. You’re amazing!”
Yeah. You are a team member, right? Those little things, they don’t seem like anything big, right? But they are big and if they impact your day in a positive way, don’t be afraid to say thank you, right? Make it fun, and then bring those to your team morning huddles and read a couple of them, right, either at the beginning of your huddle, at the end of the huddle, just before you head out to start another day.
We are an amazing team, and we can’t do it without every single one of you. Whether you’re a team of 3 or a team of 10, or a team of 100—you need every single person on your team. We need everybody. So, thank you so much for all that you do.
Chavelle: I love that. There was a book that my kids read, I think when they were in kindergarten, and I can’t remember the exact name. But it had to do with being a bucket filler or a bucket dipper.
And you know, of course, you know you wanna be a bucket filler, someone who is always, you know, recognizing people, you know. And it’s not just the manager, but everyone on the team.
Giving compliments because when we fill each other’s bucket, it makes us feel good, you know, and we get—when our buckets get over, you know, overfilled with positivity and thank you’s and signs of appreciation, you know, like it makes us want to do more for the team.
And I love the idea of giving each other, like writing down the little slips, like you mentioned, of giving, you know, someone kudos. And you know, having that ability to like, fill someone’s bucket because you never know, like, especially in morning huddle, like that’s a great way to start, you know, everyone’s morning, because you don’t know like how someone’s morning started.
And so, I love the idea that you shared about, you know, having a kudos jar or little buckets that people can put little notes in for each other, just saying thank you or, you know, showing signs of appreciation that way.
Like I, you know, I know I talked about like gifts and things, but finding ways to show appreciation without having to spend money, a lot of times it’s more impactful than the dollars, you know, behind a gift or, you know, things like that because it can sometimes just mean more, you know, to know like, “Wow, someone notices me, notices how much effort I put in.”
And, you know, for those offices that you know, are maybe smaller practices or that don’t have the budget, like showing signs of appreciation doesn’t have to cost a ton of money. You know, it can be something so small and simple as saying thank you and that’s so important. You know, that’s something we can do every day, all day long. And it’s free.
Rebecca: It is 100% free, right? I love it because not everybody, and this is a conversation I was having the other day, not everybody’s motivated by money.
Money’s good and we all probably need a little extra, right? But when you’re talking about retaining your team, we don’t wanna lose the good people. I love that I have so and so in my office that is just the hardest worker, right?
But we tend to sometimes focus on those that aren’t meeting expectations. And we spend a lot of time trying to help and encourage and develop and get them to a place where they can be a good team member. And we should.
But we also don’t wanna forget the people that are amazing team members that we never wanna lose. And this is where we talk about when we prioritize appreciation and recognizing hard work and those that are in our practices that are like the team members, the cheerleaders, the people that are keeping everybody motivated and happy and are patients happy, and those kinds of things, right?
We don’t want to reduce the appreciation to them as well, right? Because when we start to do that, we’re losing that engagement with them and that’s when we start to see that disengagement at work. We don’t feel as appreciated. We don’t think they value as hard as we’re working. And so, when we can keep up with that appreciation, and again, like you just said, and I love the way you said that, it can be as simple as just, “Thank you.”
Just recognizing, “You are amazing. I love your positive attitude. Thanks for coming in here every day with a smile on your face because it just puts a smile on my face too.” Right?
People that are happy and positive, you just want to be around them, right? I love that. Such a great way to put it. And it just, it helps our whole team feel that way and I think that that is incredible.
We don’t realize the impact you can have on somebody just by saying, “Thank you. You’re amazing. Please keep the positivity. I love it.” And the impact it literally has on the whole team around them.
Chavelle: Yeah, absolutely. Absolutely.
I could talk to you all day about this topic because it’s so much fun, you know, to chat about different ways that we can show appreciation to our team. And I just wanna thank you and let you know how much I appreciate you, Rebecca, for taking the time to, you know, talk about this important topic, and give us ideas of how, you know, the managers out there, the doctors, you know, can show appreciation to their team.
This was, you know, an amazing topic and something that is so important to always keep in the forefront of our mind because our people are most valuable asset when it comes to patient care, that we want them to know that they feel appreciated.
And I appreciate you so much for being on and chatting with me. This is something so meaningful, you know, and I truly appreciate you sharing your expertise with our community.
And to everyone who joined us today, thank you so much for being here and investing in your own growth and learning, you know, from Rebecca, of ways that you can show your team appreciation.
Please be sure that you’re following us on all of our social media platforms, so we can all stay connected, and ,yeah, get updated on all of our educational opportunities, such as this one, and all the different resources that we have coming your way.
Rebecca, thank you again. It was such a pleasure to learn from you, and this was so amazing. I appreciate you so much!
Rebecca: Glad to be here. And, if I can just end, Chavelle, with just a quick offer to anyone who’s listening: If they wanna reach out to me, I’d be more than happy to send them my “Get to know you” packet. It’s like a four page packet that we use or I use in my coaching that I’ll happily send to anyone who would like to mix it up a little bit and have some new questions to ask and some fun ways to really engage, so they can explore some new ways of showing appreciation to their team.
Chavelle: That would be such an amazing resource. Thank you so much for offering to sharing that with our community. We really appreciate that. So, thank you.
Rebecca: You are very welcome.
Thank you to all of our managers, everyone in AADOM, anyone who’s looking to join. Please come join our community. I absolutely love everything it offers.
Come follow your distinction path. And come find this community of incredible people who are out there to help and love and support on all of our managers and teams and those looking to move forward in their management career path.
Chavelle: Absolutely. Thank you so much!
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Learn About Our Presenter:
Rebecca Herring, DAADOM
Rebecca is the founder of Transformational Dental Coaching and a trusted leadership and operations coach for private practice owners, startups, and office managers. With more than 25 years of experience in dentistry, she helps practices strengthen leadership, build healthy team cultures, and implement sustainable systems that reduce stress and support real-world growth.
Rebecca is known for her warm, practical, and highly relational coaching style. She partners closely with dental teams to clarify roles, improve communication, and establish accountability in a way that feels supportive rather than intimidating. She also guides practices in integrating virtual assistants and AI-supported workflows to reduce administrative overload and help teams stay focused on patient care.
Her mission is simple — to help leaders lead with confidence, help teams thrive together, and help practices grow with clarity, stability, and purpose.
