Download the Full Case Study
Enter your email below to instantly access the download link for the complete case study and receive a copy in your inbox.
From $5.5M to $9M Without Adding More Chaos
How a growing multi-doctor practice built leadership systems, expanded hygiene capacity, and allowed the principal doctor to focus on surgery—while adding $3.5M in annual production.
Results at a Glance
+$300K
Annual Hygiene Growth
$700/hr → $1,500/hr
Principal Doctor Production
65% → 90%
Pre-Scheduling Rate
Download the Full Case Study
How a 12-Operator Practice Unlocked $300,000 in Annual Hygiene Growth
The full case study reveals the exact leadership, hygiene, and growth strategies used to help an established multi-doctor practice scale from a strong foundation into a more profitable, efficient, and enjoyable business.
Inside the full PDF:
- How the practice transitioned from general dentistry toward a surgical-focused practice
- The hiring and onboarding process that made the Office Manager role successful
- The KPI system that uncovered the practice's biggest growth opportunities
- How a dedicated Hygiene Coordinator increased pre-scheduling from 65% to 90%
- The step-by-step process used to add 40 hours of hygiene capacity per week
- Lessons learned from building team buy-in during a major operational transformation
- Additional implementation details, FAQs, and growth insights for practices with 7+ operatories
The Situation
After expanding from 7 to 12 operatories, this practice had ambitious growth goals but felt overwhelmed.
The doctors were producing at a high level clinically while trying to run an increasingly complex business. They had recently moved into a larger facility, changed PMS systems, and were struggling to keep growth organized.
The principal doctor wanted to focus primarily on surgery but wasn’t sure how to transition away from general dentistry without risking patient retention.
At the same time, the practice had never successfully implemented an Office Manager and lacked the leadership infrastructure needed to support continued growth.
What We Did
1) Built a Growth Roadmap Around the Owners' Vision
Rather than chasing random initiatives, we helped the owners define what success looked like and reverse-engineered a plan to get there.
Key Outcomes:
- Principal doctor transitioned toward a surgical-focused practice
- Patient transition plan protected retention
- Implemented Cerec and Invisalign growth initiatives
- Created a multi-year growth roadmap
Result: Principal doctor production increased from $700/hour to $1,500/hour.
2) Installed Leadership Capacity
The practice had tried hiring Office Managers before—with poor results.
We led the recruitment, onboarding, and training process while helping the doctors establish accountability systems and KPI reviews.
Result: The owners spent less time managing operations and more time leading the business.
3) Unlocked the Hygiene Opportunity
Weekly KPI reviews quickly revealed the biggest growth lever: hygiene.
We:
- Increased pre-scheduling from 65% to 90%
- Created and trained a dedicated Hygiene Coordinator role
- Added 40 hours of hygiene capacity per week
- Expanded the hygiene team strategically
Result:
- $30,000/month increase in hygiene production
- 95% utilization of expanded hygiene capacity
- Stronger patient retention and restorative opportunities
Why This Worked
Large practices often have the greatest untapped opportunity.
They already have:
- Patients
- Team members
- Infrastructure
- Community reputation
The challenge isn’t finding opportunity—it’s focusing on the right projects and executing consistently.
For this practice, that meant:
- Leadership structure
- Weekly KPI reviews
- Hygiene optimization
- Clear accountability
Small improvements across the right areas compounded into transformational growth.
The Outcome
In less than two years, the practice grew from $5.5M to $9M in annual production.
The principal doctor now spends significantly more time performing the dentistry he enjoys most.
The business runs with greater predictability, stronger leadership, and a clear path for continued growth.
Want Similar Results?
This is exactly what we implement inside the DDA Growth Advisory Program (GAP)—a hands-on execution framework for practices ready to scale without burnout.
To get started, book your complimentary 30-minute discovery call with DDA founder and CEO, Stephanie Richardson.
