Oral Surgery Admin's Time Out: Practice Management Success Tips

Take a TIME OUT from your busy life as an oral and maxillofacial surgery practice administrator for practice management success tips from experts and other practice administrators.

Rethinking Pain Control: Using Visual Guides to Reduce Post-Op Callbacks 06/26/2026

Rethinking Pain Control: Using Visual Guides to Reduce Post-Op Callbacks Managing post-operative pain without relying on opioids requires clear communication, yet patient retention of discharge instructions is often poor during stressful surgical days. In this episode of Oral Surgery Admin’s Time Out, host Linden Tucker (SOMSA) discusses how oral surgery practices use a physical tool—the —to standardize recovery protocols and reduce team frustration. The panel features the clock’s creator and design team, Dr. Jeff Berlin, Gerry Engelhart, and Rachel Gordon, alongside SOMSA members Julie Henriquez (McNally Brothers Oral Surgery), Wendy D'Oliveira (Wellesley Oral Surgery and Implant Center), and Susan Krpata-Young (47 North Oral Surgery). These administrators share how implementing a visual, dual-arrow clock face helps patients accurately alternate ibuprofen and acetaminophen every three hours after surgery. By giving families a tangible guide to take home, practices bridge knowledge gaps and lower the volume of post-op pain management phone calls. Beyond patient comfort, the discussion centers on measurable practice efficiency. The administrators report saving an average of 10 minutes per patient by accelerating discharge education and preventing parking-lot callbacks. For a practice averaging 10 cases a day, chief strategy officer Gerry Engelhart notes this efficiency saves roughly 1.67 hours of staff time daily—amounting to an estimated $18,000 in annual wage recovery or providing the scheduling capacity to handle an additional surgical case per day. The panel also highlights how customization options, such as printing specific office branding or adding QR codes for digital instructions, turn the tool into a passive referral vehicle. Tune in to hear practical strategies from your peers on structuring your discharge workflow, protecting your team from burnout, and minimizing after-hours pain calls. Episode Sponsors SnapScale: Remote staffing solutions for healthcare front offices. Digimatic Marketing: Healthcare SEO, medical authority content, and answer engine optimization. /episode/index/show/omsadminstimeout/id/41834965

7 Things a Cybersecurity Expert Wants Every OMS Administrator to Know 06/03/2026

Rethinking Pain Control: The Story Behind the Comfort Control Clock 05/08/2026

The Administrator’s Secret: Automating Busy Work to Humanize the Patient Journey 02/06/2026

The People Part, Continued: Hard Conversations, Letting Go, and Leading with Clarity 08/06/2025

The People Part, Continued: Hard Conversations, Letting Go, and Leading with Clarity This SOMSA podcast episode, part of our New Admin Series, features a candid conversation between host Lucy and HR consultant Adrienne Twigg of Bent Ericksen & Associates, focused on managing difficult employee conversations and termination procedures within oral surgery practices. They dive into how OMS practice administrators can approach performance issues, interpersonal conflict, and behavior problems with confidence, empathy, and clarity. Adrienne emphasizes the value of preparation, documentation, and emotional regulation before any HR conversation. Lucy shares a specific, real-life situation involving clinic cleanliness and front desk accountability, providing listeners with an actionable example of how to address workplace issues using daily checklists, verbal warnings, and written follow-ups. Adrienne outlines the necessary steps before terminating an employee—from understanding your state’s laws and ensuring fair processes to protecting patient safety and team morale. Key takeaways include how to structure feedback, encourage team collaboration, maintain professionalism during termination, and whether and when to conduct exit interviews. It’s essential listening for any OMS administrator aiming to create a culture of trust, accountability, and clear communication. Topic Outline Purpose of Difficult Conversations Building trust and improving communication Aligning conversations with broader cultural goals Preparation Steps Identifying the core issue (performance vs. behavior) Gathering documentation and facts Setting time, place, and emotional readiness Real-Life Scenario: Bathroom Cleanliness Issue Lucy’s 48-hour rule for addressing issues Use of checklists, photo documentation, and assistant manager delegation Verbal warning and follow-up strategy Common Pitfalls Avoiding the issue Letting emotions dictate timing or tone Overlooking accountability Team Guidelines for Emotional Regulation Discussing 24–48 hour cool-off expectations Encouraging managers to tailor approaches to their emotional makeup Collaborative Solutions Team brainstorming to prevent repeat issues Empowering staff to ask for help Transition to Termination Ensuring all support options are exhausted Legal considerations and documentation Termination Process Guidelines Who should be in the meeting Having materials (final check, COBRA forms, key returns) ready Keeping the tone respectful and the meeting brief Voluntary Resignation as an Option Offering space for employees to choose resignation How to document and follow up Post-Termination Communication Sending a professional team email Preventing gossip and maintaining morale Exit Interviews When and how they are useful How to structure and apply feedback /episode/index/show/omsadminstimeout/id/37709095

The People Part: Culture, Mentorship, and Making Great Hires 08/06/2025

The People Part: Culture, Mentorship, and Making Great Hires This SOMSA podcast episode, part of our New Admin Series, features a candid conversation between host Lucy and HR consultant Adrienne Twigg of Bent Ericksen & Associates, focused on managing difficult employee conversations and termination procedures within oral surgery practices. They dive into how OMS practice administrators can approach performance issues, interpersonal conflict, and behavior problems with confidence, empathy, and clarity. Adrienne emphasizes the value of preparation, documentation, and emotional regulation before any HR conversation. Lucy shares a specific, real-life situation involving clinic cleanliness and front desk accountability, providing listeners with an actionable example of how to address workplace issues using daily checklists, verbal warnings, and written follow-ups. Adrienne outlines the necessary steps before terminating an employee—from understanding your state’s laws and ensuring fair processes to protecting patient safety and team morale. Key takeaways include how to structure feedback, encourage team collaboration, maintain professionalism during termination, and whether and when to conduct exit interviews. It’s essential listening for any OMS administrator aiming to create a culture of trust, accountability, and clear communication. Topic Outline Purpose of Difficult Conversations Building trust and improving communication Aligning conversations with broader cultural goals Preparation Steps Identifying the core issue (performance vs. behavior) Gathering documentation and facts Setting time, place, and emotional readiness Real-Life Scenario: Bathroom Cleanliness Issue Lucy’s 48-hour rule for addressing issues Use of checklists, photo documentation, and assistant manager delegation Verbal warning and follow-up strategy Common Pitfalls Avoiding the issue Letting emotions dictate timing or tone Overlooking accountability Team Guidelines for Emotional Regulation Discussing 24–48 hour cool-off expectations Encouraging managers to tailor approaches to their emotional makeup Collaborative Solutions Team brainstorming to prevent repeat issues Empowering staff to ask for help Transition to Termination Ensuring all support options are exhausted Legal considerations and documentation Termination Process Guidelines Who should be in the meeting Having materials (final check, COBRA forms, key returns) ready Keeping the tone respectful and the meeting brief Voluntary Resignation as an Option Offering space for employees to choose resignation How to document and follow up Post-Termination Communication Sending a professional team email Preventing gossip and maintaining morale Exit Interviews When and how they are useful How to structure and apply feedback /episode/index/show/omsadminstimeout/id/37708525