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Can I Sell My Dental Practice Without Real Estate? What Sellers Should Know

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Selling the Practice… But Keeping the Property?

If you own your dental office building and you’re preparing to sell your practice, one big question often comes up:

“Do I have to sell the real estate too?”

The short answer is: No — but it depends.

Many dentists choose to sell their practice but retain ownership of the building, either as a long-term investment or for greater flexibility. Others prefer to sell both together to simplify the transition.

In this post, we’ll walk through your options, the pros and cons of selling with or without the real estate, and what you need to know to make the right decision.

Option 1: Sell the Practice, Lease the Space

This is one of the most common approaches. You sell your dental practice and become the landlord, leasing the space to the new owner.

Benefits:

  • Creates long-term income through rent payments

  • Keeps you tied to the property in a familiar area

  • May attract buyers who aren’t ready to purchase real estate

  • Can offer more flexibility on price or terms

Considerations:

  • You’ll need a formal lease agreement that’s assignable and bank-approved

  • Buyers (and lenders) will want market-rate lease terms and long-term stability (usually 5–10 years minimum)

  • You’ll retain responsibilities as the landlord (maintenance, insurance, taxes, etc.)

  • Your ability to raise rent is limited by the lease, often for 5+ years

Pro Tip: If you’re planning to keep the real estate, work with your broker and attorney to structure the lease before listing the practice.

Option 2: Sell the Practice and the Real Estate

Some sellers prefer to make a clean break—transitioning both the practice and property to the buyer in a single deal.

Benefits:

  • One-time payout simplifies your financial future

  • No ongoing landlord obligations

  • Often results in faster closings and simplified negotiations

Considerations:

  • Fewer buyers may be willing (or financially able) to purchase both at once

  • You may need to discount the real estate slightly to facilitate a package deal

  • Tax implications for selling both assets together should be reviewed with your CPA

This option is especially common when the seller is relocating or retiring out of the area.

Option 3: Sell the Real Estate Later (After the Practice Sale)

This hybrid strategy involves selling the practice first and retaining ownership of the building for a few years, with the intent to sell later—often to the same buyer.

Benefits:

  • Keeps initial costs lower for the buyer

  • Allows you to negotiate a sale-leaseback later, possibly at a higher property value

  • Provides ongoing income with a potential exit plan

Considerations:

  • Must have a clearly defined lease and exit strategy

  • Depends on the buyer’s willingness to eventually purchase the building

  • Could result in holding a property longer than planned if the buyer changes their mind

This strategy works well when the seller wants to time the real estate sale for tax or investment reasons.

What Buyers (and Lenders) Will Expect

If you plan to lease the building, make sure your lease agreement includes:

  • A minimum 5–10 year term, ideally with renewal options

  • Fair market rent supported by comps or appraisal

  • Triple-net terms (NNN) are preferred, where the tenant pays taxes, insurance, and maintenance

  • A clear assignment clause, so the lease can transfer to the buyer without triggering default

Lenders view the lease as critical collateral—if it’s weak or missing, the loan could be denied.

Key Questions to Ask Yourself as the Seller

  1. Do I want long-term passive income, or a clean break?

  2. Am I comfortable managing a commercial property?

  3. Is the buyer qualified and interested in purchasing both?

  4. What are the tax implications of selling one vs. both assets?

  5. What role does the real estate play in the value of the practice?

Final Thoughts: Choose the Strategy That Supports Your Goals

There’s no one-size-fits-all answer. Selling your dental practice without the real estate is absolutely possible—but it requires advance planning, professional guidance, and the right buyer.

  • Whether you keep the building as an investment or sell it as part of the transition, aligning your strategy with your long-term goals is the key to a successful exit.

Need Guidance on Structuring Your Sale?

At American Practice Consultants, we help sellers navigate every piece of the transition—from valuing the practice to structuring real estate lease terms or sales. If you’re thinking about selling your practice (with or without the building), let’s talk.

📞 Schedule a confidential consultation today.

Seller Financing in Dental Transitions: What It Means and When to Consider It

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What Is Seller Financing in a Dental Practice Sale?

In a traditional dental practice sale, the buyer typically secures a loan from a third-party lender—often a dental-specific bank—to cover the full purchase price. But sometimes, that’s not possible or ideal. That’s where seller financing comes in.

  • Seller financing means the seller agrees to finance a portion of the purchase price, allowing the buyer to make payments over time—usually with interest—directly to the seller.

Think of it like the seller becoming the bank for part of the deal.

Why Would a Seller Offer Financing?

Offering seller financing may not be your first thought, but in certain scenarios, it can be a smart strategy. It can:

  • Attract more buyers, especially if traditional lenders are tightening credit.

  • Speed up the sale by removing financing delays.

  • Preserve your asking price when a buyer has limited capital but strong potential.

  • Generate interest income on the financed portion.

  • Demonstrate confidence in the practice’s performance to the buyer.

In short: Seller financing can help get the deal done—and done on your terms.

When Does Seller Financing Make Sense?

Here are common scenarios where seller financing is worth considering:

1. Buyers with Great Potential but Limited Capital

Some associate dentists have the clinical skills and leadership potential to succeed—but lack a large down payment. If they’re creditworthy and committed, seller financing may help bridge the gap.

2. A Difficult Lending Environment

If interest rates rise or lenders become more risk-averse, even qualified buyers may struggle to secure full funding. Seller financing can keep the deal alive.

3. A Unique Practice or Challenging Location

If your practice is rural, highly specialized, or has quirks that make lenders nervous, seller financing can make it more marketable without slashing the price.

4. You’re Not in a Rush for a Full Payout

If you’re financially stable and don’t need all the funds upfront, offering a note can provide steady income—with interest.

How Is Seller Financing Typically Structured?

Seller notes are usually:

  • Term: 3 to 7 years

  • Interest rate: Often between 6%–9%, depending on the market

  • Monthly payments: Principal + interest (like a traditional loan)

  • Security: The buyer pledges the practice assets as collateral

  • Down payment: Still required, typically from a bank loan or cash

A broker or attorney can help you structure the deal to protect both parties.

How Sellers Can Protect Themselves

While seller financing carries some risk, there are ways to safeguard your interests:

  • Run a full credit check on the buyer

  • Request a personal guarantee

  • Secure the note with a UCC filing

  • Include default provisions and rights to reclaim ownership if needed

  • Work with a dental-specific attorney to draft ironclad terms

Pro tip: Always vet the buyer just like a bank would. If you wouldn’t lend them $300,000 personally, don’t do it as part of your transition.

When NOT to Offer Seller Financing

Seller financing isn’t right for every deal. It may not be a good fit if:

  • You need full payment at closing for retirement or another purchase

  • You’re uncomfortable with risk

  • The buyer has a weak financial history or limited clinical experience

  • The practice already has cash flow issues

Always speak with your financial advisor or broker to weigh the pros and cons in your specific situation.

Final Thoughts: Seller Financing Is a Tool, Not a Compromise

Offering seller financing doesn’t mean you’re “settling.” It can be a strategic tool to help you:

  • Attract a motivated buyer

  • Close faster

  • Preserve your asking price

  • Generate interest income post-sale

In today’s market, flexibility can go a long way—especially when paired with the right protections.

Need Help Structuring a Dental Transition?

At American Practice Consultants, we help sellers understand all their options—from traditional sales to hybrid deals with seller financing. If you’re thinking about selling and want to explore what makes sense in today’s market, we’re here to guide you.

📞 Schedule a confidential consultation today.

What Buyers Overlook: How a Dental Practice’s Culture Impacts Your Success

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Beyond the Numbers: Why Culture Matters More Than You Think

When buyers evaluate a dental practice, they usually focus on collections, overhead, active patients, and equipment. These are essential indicators of value—but they don’t tell the whole story.

What’s often overlooked?

  •  The culture of the practice.

Culture isn’t something you’ll find in a P&L statement, but it can directly impact:

  • Staff retention

  • Patient satisfaction

  • Your leadership experience

  • Long-term growth

The truth is, culture can be the reason a practice thrives—or the reason it falls apart after a transition.

What Do We Mean by “Culture”?

In a dental office, culture refers to the personality of the practice. It’s shaped by:

  • How the staff interacts with each other

  • How the doctor communicates with patients

  • The pace and style of appointments

  • Office traditions, systems, and even jokes

  • The unspoken “way things are done here”

You may be buying charts and chairs—but you’re inheriting a team, a tone, and a rhythm.

Signs of a Healthy Practice Culture

Before making an offer, look for these signs of a positive, stable culture:

  • Low staff turnover: Long-tenured employees often mean strong relationships and trust.

  • Clear roles and responsibilities: Do team members know what’s expected of them?

  • Respectful communication: Between the doctor, staff, and patients.

  • Staff engagement: Are people just punching a clock—or do they care?

  • A well-run morning huddle or team meeting: It shows systems are in place.

  • Positive patient feedback: Online reviews and word-of-mouth matter.

You’ll feel the culture the moment you walk in—trust your instincts.

What Happens When Culture is Ignored?

Even when the numbers look great, buyers who don’t consider culture risk:

  • Losing staff quickly after closing

  • Disrupting patient experience and satisfaction

  • Clashing with the team’s way of working

  • Feeling isolated or unwelcome as a leader

  • Struggling to implement change

You may inherit a high-producing practice—but if the culture breaks down, so will performance.

How to Assess Culture During Due Diligence

1. Talk to the Seller About Leadership Style

How hands-on are they? Do they micromanage or delegate? This affects what the staff is used to.

2. Ask How Conflict Is Handled

Do problems get addressed directly, or are they swept under the rug?

3. Observe Interactions Quietly

Are staff members friendly to one another? Does the front desk greet patients by name? These small moments tell you a lot.

4. Inquire About Staff Tenure and Roles

A long-tenured hygienist or front desk manager can be your greatest asset—or your biggest challenge if not handled with care.

5. Ask the Seller What the Team Values Most

Flexibility? Autonomy? Structure? These clues help you lead effectively post-close.

Can You Change the Culture After You Buy?

Yes—but with patience.

Culture doesn’t shift overnight, especially if staff have been together for years. Instead of trying to overhaul everything, consider:

  • Listening first: Conduct one-on-one meetings with each team member.

  • Preserving what works: Keep systems that are functional. Change comes later.

  • Making staff part of the process: Invite their input before implementing new tools or policies.

  • Communicating clearly: Share your philosophy and vision—don’t leave them guessing.

  • Introducing gradual improvements: Avoid overwhelming people with sweeping changes.

Remember, you’re not just becoming the owner—you’re becoming the leader.

Final Thoughts: Culture Can’t Be Quantified—But It Can Make or Break You

Before you buy a practice, take time to understand the people behind the numbers. You’re not just purchasing revenue—you’re stepping into a community.

A good cultural fit creates smoother transitions, higher retention, and long-term growth.

A bad fit? It can drain your energy, frustrate your staff, and stall your momentum.

  • As you evaluate practices, ask yourself: “Can I see myself thriving here?”

If the answer is yes, the numbers may be the easy part.

Need Help Finding the Right Fit?

At American Practice Consultants, we help buyers look beyond the spreadsheets. We guide you through not only financial due diligence—but also the interpersonal factors that shape long-term success.

📞 Contact us today to start your journey toward practice ownership—with clarity, confidence, and culture in mind.

The Emotional Side of Selling Your Dental Practice: How to Prepare for What Comes Next

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Why Selling Your Dental Practice Is More Than Just a Deal

For most dentists, your practice isn’t just a place of work — it’s the result of decades of care, effort, and personal sacrifice. It holds your team, your patients, your identity, and your legacy. So when it comes time to sell, even the most logical and well-planned transitions can stir up complex emotions.

  • The spreadsheets may say one thing — but your heart might say another.

In this post, we’ll explore the emotional side of selling your dental practice, why it matters, and how you can begin preparing for what comes next with clarity and confidence.

Common Emotions Sellers Experience (That No One Warns You About)

You’re not alone if you feel a surprising emotional weight during the sale process. Sellers often experience:

  • Loss of Identity: “Who am I if I’m not Dr. Smith from Main Street Dental?”

  • Fear of Regret: “Am I really ready to step away?”

  • Guilt or Anxiety: “What about my team? My patients?”

  • Nostalgia and Sentimentality: Walking out of an operatory for the last time can hit hard.

  • Uncertainty About the Future: Even if you’re financially ready, mentally moving on is another story.

These feelings are normal. But they can also derail the transition if they’re not acknowledged and managed properly.

Emotional Preparation Is Just as Important as Financial Planning

When you plan your exit, most advisors focus on:

  • What the practice is worth

  • How to minimize taxes

  • How to structure the deal

All critical pieces. But emotional readiness is the glue that holds it all together.

Why it matters:

  • Sellers who aren’t emotionally ready may stall deals, second-guess buyers, or renegotiate unnecessarily.

  • Unaddressed emotions can cause friction with staff or family during the transition.

  • Feeling lost or unfulfilled after the sale is common without a plan for life after dentistry.

A well-prepared seller is not just financially ready — they’re mentally and emotionally aligned with the decision.

5 Questions to Ask Yourself Before You Sell

  1. Why am I selling — really?

    Is it about retirement, burnout, relocation, health, or timing the market?

  2. What will my days look like after I sell?

    Have you envisioned your next chapter?

  3. Have I talked to anyone who has sold their practice before?

    Learning from others can help normalize what you’re feeling.

  4. What parts of practice ownership will I miss most — and least?

    This can help shape what you want to keep (mentorship, part-time work, consulting) vs. what you’re ready to let go.

  5. Am I proud of the legacy I’m leaving behind?

    If yes, the transition will feel more complete. If not, there’s still time to shape it.

What About My Staff and Patients?

Many sellers carry deep concern about “abandoning” their team or community. That sense of responsibility is noble — and part of what made your practice great.

Here’s how to honor that legacy:

  • Choose the right buyer — someone who shares your values and will care for your team.

  • Communicate clearly when the time is right (your broker can help with timing and messaging).

  • Stay involved briefly post-sale to help with the transition, if possible.

  • Offer staff incentives to stay on and support the new owner.

Letting go doesn’t mean you’ve let them down. It means you’ve chosen the right time — and the right successor.

Replace, Don’t Retire

Instead of thinking about what you’re losing, reframe the sale as a pivot to something new.

Ask yourself:

  • Is there a volunteer organization I’ve always wanted to support?

  • Do I want to teach or mentor the next generation of dentists?

  • Could I write, consult, or take on locum work at my own pace?

  • What hobbies or travel plans have I put off?

You’re not retiring from dentistry — you’re retiring to a life you get to design.

Final Thoughts: Selling Your Practice Is the Start of a New Chapter

No one talks enough about the emotional side of selling a dental practice — but it’s real, and it matters. The good news? With the right preparation, support, and mindset, you can make this transition with confidence and peace of mind.

And remember:

You’re not just walking away from a practice — you’re walking toward a new purpose.

Need Help Navigating the Transition?

At American Practice Consultants, we understand that selling your dental practice is both a financial and emotional decision. We’ve helped hundreds of dentists move forward with clarity and confidence — and we’re here to do the same for you.

📞 Schedule a confidential consultation today.

You’re the New Boss — Now What? How to Retain Staff and Build Trust After Buying a Dental Practice

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Patients Aren’t the Only Ones You’re Inheriting

When you buy a dental practice, you’re not just acquiring patients and equipment — you’re stepping into a team dynamic that already exists.

The front desk knows the patients by name.

The assistants understand the doctor’s clinical rhythm.

The hygienists are the heartbeat of the recall system.

These staff members are key to your success — and their decision to stay or leave can shape the trajectory of your ownership.

In this post, we’ll explore how to retain the existing team during your first 3–6 months of ownership, reduce staff anxiety, and build a healthy, high-performing office culture from Day One.

Why Staff Retention Should Be a Top Priority

During a transition, the biggest risk isn’t losing patients — it’s losing staff.

If staff members leave, you may face:

  • Disruption to patient experience

  • Slower onboarding and productivity

  • A drop in revenue and patient trust

  • A stressful start to your ownership journey

On the flip side, retaining staff leads to:

✅ Smoother transitions

✅ Higher patient retention

✅ Built-in operational knowledge

✅ Increased morale and performance

Start with Thoughtful Communication

One of the best ways to earn staff trust is to lead with transparency and empathy. After the sale is finalized (or close to it), schedule a staff meeting to introduce yourself and share your intentions.

What to Cover in Your First Meeting:

  • Acknowledge their loyalty to the practice

  • Share your appreciation for their work and commitment

  • Outline what’s not changing right away (keep systems steady at first)

  • Share your long-term goals and how they can grow with the practice

Avoid making sweeping changes in the first 30–90 days — stability is the name of the game.

Offer Incentives for Staff to Stay Through the Transition

Even if staff members like you, they may be unsure about staying. Offering transition incentives can give them financial and emotional motivation to stick around through the handoff.

💡 Retention Incentive Ideas:

Incentive

How It Works

Retention Bonus

Offer a bonus (e.g., $1,000–$2,000) to team members who remain with the practice for 90 or 180 days after the sale.

Welcome Gift or Note

A small gesture (like a handwritten card or gift card) shows appreciation and personalizes the transition.

One-on-One Time

Meet with each staff member individually to hear their concerns, goals, and feedback.

Job Security Agreement

Consider a short-term employment contract or formal letter of intent to stay with consistent pay and benefits.

Continuing Education (CE) Support

Offer to fund one CE course for each team member in the first 6 months to show investment in their growth.

Tip: Put any bonus or incentive structure in writing so expectations are clear.

Respect the Culture Before You Reinvent It

Every practice has its own workflow, rituals, and quirks. As the new owner, you may have your own ideas about how things should run — and that’s okay — but:

Culture change works best when it’s gradual and collaborative.

Start by observing:

  • How the team interacts

  • What systems are working

  • Where there’s tension or opportunity

Then invite feedback before making changes. This builds trust and helps staff feel heard — not steamrolled.

Encourage Open Dialogue and Feedback

Transitions can make staff feel insecure, even if nothing major is changing. Create space for honest conversation by:

  • Holding weekly or bi-weekly huddles

  • Inviting anonymous feedback

  • Asking, “What’s one thing I can do to support you right now?”

When staff feel seen and safe, they’re far more likely to stay — and to help your vision succeed.

Celebrate Small Wins Together

Even something as simple as:

  • Treating the team to lunch on your first Friday

  • Celebrating patient growth milestones

  • Shouting out great teamwork in morning huddles

…can go a long way toward building camaraderie and showing your appreciation.

Conclusion: You’re Not Just Taking Over a Practice — You’re Leading a Team

Buying a dental practice is a business decision, but succeeding as the new owner means becoming a trusted leader. By focusing on staff retention and morale from Day One, you set the tone for your practice culture, patient satisfaction, and long-term success.

When the team stays — and thrives — so does the practice.

Looking for Practices With Strong Teams and Growth Potential?

At American Practice Consultants, we help buyers find not just the right numbers — but the right people. We specialize in practices with strong, loyal teams and offer transition support strategies to help you hit the ground running.

📞 Contact us today for a confidential buyer consultation.

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