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7 Dental Milestones For Children

That Parents Need To Know

Just because most newborns don’t have teeth yet, it’s never too early for new parents to start a dental regimen for their baby.

“Parents shouldn’t wait until teething starts to think about their baby’s dental health,” says Dr. Jamie Reynolds, an orthodontist, national and international lecturer and author of “World Class Smiles Made in Detroit” (www.AskDrReynolds.com). 

Reynolds says it is important for parents to give children a proper start if they are to enjoy a lifetime of good dental health.  He offers these milestones for parents to keep in mind:
 

• During the pregnancy: A child's dental care really starts before the child is born, Reynolds says.  Baby teeth begin to form before birth, so pregnant women should make sure to eat a balanced, nutritious diet and should get an adequate amount of vitamins and minerals, he says.  They should have a complete dental exam and have any cavities or gum disease treated.
• After birth, but before teeth arrive: Before the baby’s teeth have even erupted, keep the baby’s mouth clean by wiping down the gums twice a day with gauze or a moist washcloth after the baby’s last feeding.
• At about six months, teeth begin to come in: Parents should start brushing their children’s baby’s teeth as soon as they come in, Reynolds says. The American Dental Association (ADA) recommends using fluoride toothpaste the size of a grain of rice on a child-sized toothbrush twice a day.
• At age 3, a full set of baby teeth have probably arrived: By age 3, most children have a full set of baby teeth – 20 of them – at which point the ADA recommends upping the amount of toothpaste from the size of a grain of rice to the size of a pea.
• Around age 6, most children should be able to brush on their own. At this point, children can start using an adult-sized amount of fluoride toothpaste when they brush, Reynolds says. Children should have their teeth flossed as soon as two teeth are touching. Children typically can floss on their own starting at about 7 years old.
• The first dental visit: The American Academy of Pediatric Dentistry recommends  an initial visit to the dentist when the first tooth erupts, or no later than baby’s first birthday. From then on, parents should make twice yearly visits.
• When children should see an orthodontist: The American Association of Orthodontists recommends all children see an orthodontist by the age of 7.  Even though it may sound early, some issues can be addressed more quickly when caught early, such as issues with the growth of the jaw bone, remaining baby teeth, impacted teeth, the number of teeth growing in, and more, Reynolds says.  Fortunately, he says, the majority of children this age will not need treatment.

“One of the most important things parents can do is model good oral health behavior so children can see how seriously their parents take care of their oral hygiene,” Reynolds says. “It’s important that children see their parents brush and floss, avoid sugary snacks, and make regular visits to the dentist.” 

About Dr. Jamie Reynolds

Dr. Jamie Reynolds ( (www.AskDrReynolds.com) is recognized on an annual basis as one of the top orthodontists in metro Detroit. His book, “World Class Smiles Made in Detroit,” puts an emphasis on the many benefits of having a great smile. Reynolds – who is a national and international lecturer on high-tech digital orthodontics and practice management – attended the University of Michigan for both his undergraduate education and dental studies, and did his orthodontic residency at the University of Detroit-Mercy.

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Four Factors To Motivate

 Your Employees Daily

While a healthy paycheck contributes to employee satisfaction, money won’t keep the best employees if other more important aspects of their employment are not met, according to one of the nation’s principal authorities on leadership science.

“If the workplace environment doesn’t fit with the conditions where the brain can thrive, they probably won’t hold on to their best employees for long,” says Don Rheem, author of Thrive By Design: The Neuroscience that Drives High-Performance Cultures and CEO of E3 Solutions (www.e3solutions.com).  “Money satisfies, but it has very little impact on daily behavior. Far more impactful are things that money can’t buy; things a responsive employer should be providing every day.”

Rheem says neuroscience has mapped the ideal conditions that, when addressed, allow the brain to thrive and operate much closer to its full capacity. These conditions can make employees more productive, healthier, and happier in the workplace.

Rheem says companies that follow his science-based approach show a 30% increase in engagement in just one year and a 75% increase in high-performing staff in just 4 years. He suggests four places where employers and leaders in a company should focus their efforts:

• Encourage Trusted Relationships  – Employees thrive in a work culture that promotes trust and caring for each other, just as early humans learned that survival in a dangerous world was far more likely in clan or tribe than it was in isolation. “Since today most people spend a majority of their waking hours at work, employers that promote a pro-social workplace can reap hardwired metabolic benefits,” Rheem says. “This will outpace pay for performance and other monetary rewards in the long run.”
   
• Help Employees Find Meaning & Purpose – In the past, the security of a job was enough to make employees show up for work every day. But today, it is not unusual for an employee to change jobs many times during a career. If an employer wants to maintain higher retention  levels, they should strive to provide a deeper connection for employees to their work, their coworkers, or to the mission and vision of the organization.

• Create Challenging Work – High performers – those upon whom great companies are built – thrive in a workplace ecosystem that includes positive challenge. “Leaders need to realize the benefit isn’t simply from the challenge – it is in the recognition and celebration that comes with successfully crossing the finish line,” Rheem says.  “The key point is for leaders to set goals that are within reach, and to recognize the victory before rushing into the next challenge.”
   
• Give Employees Authority to Innovate & Take Risks – A hierarchical workplace predicated on fear and distrust stifles innovation and focuses employees on daily job survival rather than on performance excellence. A workplace grounded in trust and employee empowerment, however, sets the stage for individuals to take risks and make mistakes without the fear of a punitive response. Innovation and risk-taking may not motivate every employee, but the sense that management respects and has confidence in employees supports a healthier culture where high performers love to stretch and challenge themselves.

“Employers who support these workplace conditions will give employees more reasons to feel wanted, trusted, and supported,” Rheem says. “This, in turn, will positively impact employee engagement, retention, and company morale.”

About Don Rheem

Don Rheem, author of Thrive By Design: The Neuroscience that Drives High-Performance Cultures, is CEO of E3 Solutions (www.e3solutions.com), a provider of employee workplace metrics and manager training that allow organizations to build engaged, high-performance cultures. Rheem, one of the nation’s principle authorities on leadership science, uses empirically validated research to consult with leaders at all levels within an organization. He is a former science advisor to Congress and the Secretary of the U.S. Department of Health and Human Services.

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6 Ways Women Can Empower

Themselves And Inspire Others

Women have faced many challenges throughout history, and the list is long of those who overcame adversity and became influential, inspirational figures.

Often, though, a young girl doesn’t have to read about famous females to find her heroes. Her mother’s actions while overcoming challenges and taking care of the family can influence and even help transform that daughter’s thinking well into her adult life.

Among the main life lessons that author, speaker and tech entrepreneur Betty Ng learned from her mother, Po-Ling, was that adversity doesn’t have to define you. Rather, it can strengthen, shape and liberate you to do important things and bring people together.

 “Anything is possible, regardless of your background, as long as we help each other to succeed,” says Ng, author of PO-LING POWER: Propelling Yourself and Others to Success and CEO of Inspiring Diversity, LLC (iD) (www.inspiringdiversity.com), which builds inclusive, collaborative and high-performing communities. 

Ng’s mother, Po-ling, was widowed and left to raise four young children. She earned two master’s degrees, became devoted to the community and was honored by the Chinese government for her work. She became her daughter’s inspiration in the process.

Now Ng focuses on the ability of people to inspire and lift each other to achieve goals. She offers six tips to women about empowering themselves, inspiring others and making a difference:

• Set priorities. “These are individually-defined and should also take into consideration your personal vision and passions,” Ng says. “It’s critical to align what you do or plan to do with your personal vision. This is how you find your authentic self.”
• Turn focus to others. As you make progress on becoming your best self, the focus, Ng says, can shift to finding ways to elevate others. “You should think about how your personal success should be tied to the success of your community, organization and those around you,” Ng says. “You are now empowered to do more for others.”
• Learn to Lead. “Being proactive is where leadership starts,” Ng says. “You take the initiative to drive change, not just waiting for others to act.”
• Inspire. “Inspiring others to follow you, exuding that confidence and conviction for what you believe in, makes good things happen,” Ng says. “And with people drawing that energy from each other, the possibilities are endless.”
• Network. “Establishing and leveraging your network brings strength and knowledge in numbers,” Ng says. “Building strong relationships leads to group opportunities they would not have had before. You collaborate and elevate.” 
• Grow. “We learn from all our experiences, both good and bad,” Ng says. “Mistakes and failing are ultimately about helping one to learn to succeed sooner. Embrace adversity, diversity, and change by taking every opportunity to challenge and reinvent yourself.”

“Life stories that you get from anyone about dealing with and overcoming significant challenges can inspire you to strive for more than you ever thought was possible,” Ng says.  “They will motivate you to persevere for your priorities and personal vision every day of your life.”

About Betty Ng

Betty Ng is the co-author of PO-LING POWER: Propelling Yourself and Others to Success, and founder/CEO of Inspiring Diversity, LLC “iD,” (www.Inspiringdiversity.com), which builds inclusive, collaborative and high-performing communities.  iD is a collaborative community with members of all backgrounds who inspire, empower, and elevate each other to achieve goals. iD also works with organizations to drive profitability through increased employee inclusion, engagement, and performance. A graduate of Stanford University (B.A.-economics) and Harvard Business School (M.B.A.), she is a tech entrepreneur, media and content creator, author, trainer, public speaker and consultant. Ng was a high-level executive at Citigroup and Moody’s.