The Three Types of Arguments Used in Public Relations In Public Relations, persuasion isn’t about winning an argument. It’s about shaping perception, building trust, and influencing behaviour — thoughtfully and intentionally. Recently, I began teaching as a professor at Conestoga College , where I lead a Public Relations course called Persuasive Communication & Presentations . Many of the conversations in that classroom, and the questions students ask, mirror the same challenges leaders, business owners, and professionals face every day when trying to communicate clearly and persuasively. Whether you’re a leader, business owner, or professional communicator, the way you frame your message matters just as much as the message itself. Strong PR communication doesn’t rely on one tactic alone; it blends different forms of persuasion to inform, reassure, and connect. In this article, I’ll walk you through the three types of arguments commonly used in Public Relations , why they work, and how they show up in real-world communication. If you prefer to watch or listen, you’ll also find a link below to my YouTube video , where I explore this same topic in more depth. What “Arguments” Mean in Public Relations When we talk about arguments in PR, we’re not talking about confrontation or debate. In a Public Relations context, an argument refers to how a message is framed to influence understanding, perception, and response . PR arguments are designed to: Clarify information Establish credibility Build trust Create connection Encourage thoughtful action The most effective PR messaging uses a balance of logic, ethics, and emotion . 1. Logical Arguments: Appealing to Reason and Facts Logical arguments are grounded in evidence, data, and clear reasoning . They answer the question: Does this make sense? In Public Relations, logical arguments often include: Statistics and metrics Research and reports Timelines and explanations Cause-and-effect reasoning Examples might sound like: “Customer satisfaction increased by 30% after implementation.” “Independent audits confirm compliance.” “Here’s what the data actually shows.” Logical arguments are essential because they provide clarity and credibility. They help audiences understand the situation, the decision, or the outcome. However, logic alone rarely persuades. Facts inform, they don’t always motivate. 2. Ethical Arguments: Building Credibility and Trust Ethical arguments focus on credibility, integrity, and shared values . They answer a different question: Why should I trust you? In PR, ethical arguments show up through: Transparency and accountability Acknowledging responsibility Demonstrating leadership integrity Aligning actions with stated values Ethical messaging often sounds like: “We take full responsibility.” “Here’s what we got wrong — and how we’re addressing it.” “This decision reflects our values and commitments.” Ethical arguments don’t prove that an organization is perfect — they show that it is trustworthy . And in Public Relations, trust is everything. 3. Emotional Arguments: Connecting to the Human Experience Emotional arguments focus on people, stories, and impact . They answer the question: Why does this matter? These arguments appear through: Storytelling Personal experiences Testimonials Empathy and purpose-driven messaging Examples include: “Here’s how this decision affected real people.” “This matters because it impacts families and communities.” “This isn’t just a policy, it’s about people.” Emotion is what makes communication memorable. People may forget facts, but they rarely forget how a message made them feel. Why Strong PR Uses All Three The most effective Public Relations communication blends all three types of arguments : Logic explains Ethics builds trust Emotion creates connection When one is missing: Logic without emotion feels cold Emotion without ethics feels manipulative Ethics without logic feels vague When they work together, communication feels clear, credible, and human. How This Applies in Business and Dental Offices While these three types of arguments are rooted in Public Relations, they show up every day in business environments and professional workplaces, often without us realizing it. For business professionals and leaders , logical arguments appear when presenting data, justifying decisions, or explaining change. Ethical arguments are critical when building trust with teams, addressing challenges, or taking responsibility as a leader. Emotional arguments come into play when communicating vision, acknowledging uncertainty, or helping people understand why something matters. In dental offices , these principles are especially important. Treatment discussions, financial conversations, hiring, onboarding, team communication, and change management all rely on persuasive communication. Patients and team members don’t just want information, they want clarity, trust, and reassurance. For example: Logic helps explain treatment options, policies, or operational decisions Ethics builds confidence in leadership, providers, and the practice as a whole Emotion helps patients feel cared for and team members feel valued When dental professionals and office leaders intentionally balance all three, conversations become clearer, resistance decreases, and trust grows, both internally with teams and externally with patients. This is where effective communication directly impacts experience, culture, retention, and outcomes . Watch the Video Version If you’d like to explore this topic further, I’ve also created a YouTube video where I walk through the three types of PR arguments with real-world examples and practical context. 👉 Copy and Paste the link in a new browser: https://youtu.be/MzPKox0PexM Public Relations, at its best, is about clarity, credibility, and connection . When we communicate thoughtfully, using logic, ethics, and emotion together, we don’t just inform audiences. We build trust, influence behaviour, and create lasting relationships. These same principles apply whether you’re speaking to the public, leading a team, or guiding patients through important decisions. That’s the heart of effective communication.

The end of a year for me invites reflection; not the loud, performative kind, but the honest kind. The kind that asks not “What did I accomplish?” but “What no longer fits?” As I step into 2026, I’m not setting resolutions. I’m setting standards . Here are five things I’m consciously leaving behind in 2025, and five I’m carrying forward with clarity and intention. What I’m Leaving Behind in 2025 1. Overextending Myself to Be “Nice” Saying yes when my energy, time, or intuition said otherwise. Being kind doesn’t require being depleted. 2. Confusing Productivity with Purpose Busy days don’t always equal meaningful progress. I’m releasing the pressure to do more and choosing to do what matters. 3. Relationships That Require Me to Shrink Any dynamic where my growth feels inconvenient, threatening, or “too much.” Expansion should be welcomed, not negotiated. 4. Waiting for the Right Timing There is no perfect moment, only aligned ones. No more delaying decisions that my intuition already made. 5. Self-Criticism Disguised as Self-Improvement Growth doesn’t have to be harsh. I’m leaving behind the voice that mistakes discipline for punishment. What I’m Carrying into 2026 1. Clarity Over Chaos Fewer commitments. Clear priorities. Intentional space to think, lead, and create. 2. Strong Boundaries as a Form of Self-Respect Boundaries are not walls, they are guidelines for how I expect to be treated . 3. Calm, Confident Leadership Leadership rooted in self-awareness, emotional intelligence, and trust — not urgency or control. 4. Relationships That Feel Mutual and Grounded Where effort is shared. Communication is honest. And connection feels safe, not confusing. 5. Alignment as My Compass If it costs me my peace, clarity, or integrity, it’s too expensive. In 2026, alignment leads every decision. A Gentle Invitation As you step into this new year, I invite you to ask yourself: What am I ready to release? What deserves to come with me? Where do I need to raise my standards, not my expectations? You don’t need to become someone new this year. You simply need to honour who you already are becoming . Here’s to a year of intention, clarity, and aligned growth. ✨ Welcome to 2026.

The hiring landscape in dentistry has changed dramatically and permanently. The days of posting a job ad and waiting for a dozen qualified applicants to roll in are gone. Today’s dental professionals are selective, career-driven, and looking for more than just an hourly rate. They want culture. They want growth. They want to feel valued. If you want to attract and retain high-calibre team members, you need a recruitment strategy that reflects the modern dental workforce, not the one from ten years ago. 1. Hire Beyond the Résumé Skills matter, but culture fit is what keeps people long-term. One of the most common hiring mistakes dental owners make is focusing only on technical ability. The truth? You can train skill. You cannot train heart, integrity, or emotional intelligence. Your best hires will be the ones who align with your values, communicate openly, collaborate well, and elevate the patient experience. 2. Create a Clear, Compelling Employer Brand Top talent chooses workplaces that stand out. Your dental office needs to showcase not only what you do but who you are. This includes: Your practice philosophy Your leadership style What your team says about working with you Your commitment to mentorship and continuing education A positive, organized, healthy workplace culture Professionals want to join a practice where they can thrive, not just work. 3. Use Strategic Recruitment Instead of Passive Hiring Posting an ad alone won’t fill your vacancy. You need a layered recruitment approach: Active outreach to candidates Industry-specific sourcing Social media recruitment Networking and talent pipelining Employer branding support A consistent, respectful interview and onboarding process This is where many practices fall behind and where outsourcing recruitment becomes a major advantage. 4. Reduce Turnover by Investing in Team Training A strong team isn’t hired, it’s built. The most successful dental practices invest in soft skills, communication training, and personal development. These elements drastically improve: Team cohesion Patient satisfaction Leadership effectiveness Morale and motivation Retention and loyalty Whether through DiSC assessments, professional phone training, conflict resolution workshops, or leadership development, ongoing training strengthens your practice from the inside out. 5. Understand Your Legal Responsibilities (Ontario Highlight) Between probationary periods, employment standards, and termination requirements, owners must understand their obligations. For example, in Ontario, you can terminate an employee within the first three months without notice if a proper employment agreement exists. Without the correct documentation or legal wording, employers may owe statutory notice or pay in lieu, even within probation. This is why having well-structured HR processes is essential to protect your practice and ensure clarity for both parties. Ready to Build a Stronger, More Successful Dental Team? At Enspire Dental Opportunities, we specialize in: ✅ Recruitment for all clinical and administrative roles ✅ Permanent + temp staffing ✅ Leadership development & DiSC training ✅ Team communication workshops ✅ Professional phone skills and front desk training ✅ Onboarding support and ongoing mentorship Whether you’re struggling to find great candidates or you want to strengthen the team you already have, we’re here to support you every step of the way. 👉 Book a discovery call or start your search today: Melissa@EnspireOpportunities.com Your next great hire and your next level of team excellence starts with the right strategy. Let’s build it together!

If there’s one challenge almost every dental practice is feeling right now, it’s recruitment. Whether you’re searching for a skilled hygienist, a dependable assistant, or an experienced associate, the competition for great people has never been tougher. But here’s the good news: great candidates still exist, you just need a stronger, more strategic approach to reach and retain them. Why Hiring Is Harder Than Ever The landscape has shifted. Dental professionals today want more than a job; they’re seeking workplaces with strong culture, supportive leadership, career development, and a healthy work-life balance. If your practice isn’t highlighting these elements, attracting top talent becomes an uphill battle. The most successful offices are now taking a proactive approach to recruitment—one that involves intentional branding, strong communication, and meaningful internal development. What Today’s Dental Professionals Want Through hundreds of placements and conversations across Canada, we’ve seen a clear pattern. Top candidates want: 1. A Positive, Supportive Work Culture People want to feel respected, appreciated, and part of something meaningful. 2. Flexibility & Work-Life Balance Rigid schedules? Not appealing. Fairness and autonomy? Very appealing. 3. Growth, Mentorship & Training Strong candidates want to develop—not stagnate. 4. Stability & Long-Term Opportunity A clear future matters, even for part-time and temp roles. How Your Practice Can Stand Out You don’t need to overhaul your entire practice—small, strategic improvements can make a big difference: Highlight your culture in job ads Showcase your team and environment on social media Offer development opportunities like communication or leadership training Communicate quickly and professionally with candidates Refine your interviewing process to reflect your values When you do these things well, you won’t just attract candidates—you’ll attract the right ones. Why Team Training Matters More Than Ever Hiring is only half the battle. Retention is where practices often struggle. That’s where team training plays a critical role. At Enspire Dental Opportunities, we don’t just help you find great people, we help you keep them. Our training programs are designed specifically for dental teams and focus on: ✔ Everything DiSC® Team Assessments Building stronger communication, improving collaboration, and reducing conflict. ✔ Leadership & Emotional Intelligence Development Supporting owners and managers in leading confidently and effectively. ✔ Customer Experience & Patient Communication Skills Helping your team create unforgettable, trust-building patient experiences. ✔ Workplace Culture & Team Alignment Workshops Creating an environment where people feel valued, supported, and motivated. Great training transforms good teams into exceptional ones, and exceptional teams naturally attract top-tier candidates. When your culture and communication are strong, recruitment becomes easier, onboarding is smoother, and employees want to stay long-term. We’re Here to Support Your Hiring and Your Team Development At Enspire Dental Opportunities , we specialize in: Full-time and part-time recruitment Temp staffing across Canada Team training and development workshops Leadership coaching DiSC assessments for individuals and teams Whether you need one great hire or a complete culture reset, we’re here to help you build a team that thrives. Ready to Elevate Your Practice? If you’re hiring, or want to strengthen your existing team—now is the time to take action. 👉 Email us at: info @EnspireOpportunities.com Let’s elevate your team, strengthen your culture, and find the right people who will help your practice grow. Enspire Dental Opportunities: Your Edge in Recruitment, Leadership & Team Success.

Every thriving dental practice starts with one thing, people. The right team doesn’t just deliver great dentistry; they define your culture, elevate your patient experience, and determine your long-term success. Yet one of the biggest challenges many dental leaders face is finding individuals who don’t just fit the role, but grow within it. That’s where the connection between hiring and education becomes so powerful. Hire for Potential, Not Perfection A great hire isn’t always the person with the most years of experience — it’s the person with curiosity, adaptability, and a growth mindset. Skills can be trained. Character can’t. When you hire for attitude and align values, you create a team that can evolve with your practice and the ever-changing demands of dentistry. Education Builds Excellence Education is the foundation of team development. Ongoing learning — from communication workshops to leadership coaching — turns a group of individuals into a unified, high-performing team. The best offices don’t wait for problems to arise; they invest early and consistently in professional growth. The Ripple Effect When your team feels supported, capable, and confident, that energy radiates outward to patients, colleagues, and the entire community. A well-trained, motivated team doesn’t just improve performance; they transform your practice culture. Ready to Strengthen Your Team? At Enspire Dental Opportunities , we help dental leaders attract exceptional professionals and develop high-performing teams through customized recruitment, coaching, and training programs. Whether you’re hiring your next star team member or investing in your existing one, we’ll help you build a team that grows together. Visit www.enspireopportunities.com to learn more about our recruitment solutions and team development programs.

Rethinking Recruitment and Retention in Dentistry

Running a dental practice today is about far more than exceptional clinical care. The most successful offices know that the secret ingredient isn’t just technology or marketing, it’s the people. Your team is the heartbeat of your practice. When they’re motivated, engaged, and aligned with your vision, everything flows: patients feel cared for, systems run smoothly, and growth happens naturally. But when morale dips or turnover spikes, even the strongest practices feel the impact. The Hidden Cost of Turnover Replacing a single hygienist or dental assistant costs much more than posting a job ad. Beyond recruitment fees, practices face lost productivity, patient dissatisfaction, and the stress of reshuffling schedules. Studies show it can take six months or more for a new hire to fully integrate into a practice culture. That’s a lot of lost time and revenue. Building a Culture People Don’t Want to Leave The good news? Dental professionals aren’t just looking for a paycheck—they want a workplace where they feel valued, supported, and able to grow. Offices that invest in leadership development, soft-skill training, and team communication consistently report higher retention and better patient experiences. Simple strategies like: Clear onboarding and mentorship for new hires Leadership training for office managers and senior staff Tools like DiSC® to improve communication and teamwork Regular check-ins to align values and goals …all go a long way in creating a thriving, loyal team. Where to Start If you’re feeling the pain of turnover, or just want to strengthen your culture before it becomes a problemnow is the time to act. The practices that thrive are the ones that put people first. At Enspire Dental Opportunities, we specialize in helping practices attract, engage, and retain top talent. From recruitment to leadership workshops and DiSC training, we provide the tools and strategies to ensure your team and your practice succeed together. Ready to build a stronger team and reduce turnover? Let’s talk about how we can help . Book a consultation with us today and start creating a workplace where your team loves to work, and your patients love to stay!

Finding the Right Fit: How Dentists Can Attract and Keep Great Team Members Running a dental practice isn’t just about providing exceptional patient care — it’s about building a team that works seamlessly together, supports your vision, and stays with you for the long term. In today’s market, dentists across Canada are feeling the squeeze when it comes to recruitment. Hygienists, assistants, receptionists, and associates are in demand, and finding the right fit can feel overwhelming. So, how do you stand out as an employer of choice and build a team that thrives? Here are a few strategies that can help. 1. Hire for Character, Train for Skill Clinical skills can be taught — but attitude, work ethic, and emotional intelligence are harder to instill. When reviewing candidates, focus on personality traits and values that align with your practice culture. A team member who brings positivity, flexibility, and a patient-first mindset is often worth far more in the long run than someone with years of technical experience but the wrong attitude. 2. Be Transparent in Job Ads Generic job ads don’t cut it anymore. Candidates want to know: What makes your office unique What their day-to-day role will look like What growth opportunities exist Highlight the aspects of your practice that matter most to today’s dental professionals — things like work-life balance, mentorship, CE support, or a friendly, team-oriented environment. 3. Understand What Today’s Candidates Value Compensation is important, but it’s not the only factor. Many dental professionals are looking for: Flexibility in scheduling A supportive team where they feel respected Opportunities for growth and learning A positive culture with strong communication If you can offer these — and communicate them clearly in your ads and interviews — you’ll attract candidates who care about more than just the paycheck. 4. Move Quickly — The Market is Competitive When a strong candidate applies, act fast. Waiting weeks to schedule interviews or make offers can result in losing them to another office. Having a streamlined recruitment process shows professionalism and keeps top candidates engaged. 5. Retain Through Engagement Recruiting is just the first step. Retention is where the real work begins. Keep your team engaged by: Offering regular check-ins and feedback Celebrating milestones and achievements Encouraging input and collaboration on office improvements Supporting ongoing education A team that feels valued and heard will stay longer, reducing turnover and saving you the stress of constant rehiring. Partnering for Success Finding the right people takes time and strategy — and that’s where a recruitment partner can help. At Enspire Dental Opportunities , we specialize in connecting dental practices with qualified candidates who are not only skilled but also aligned with your values and culture. But our support doesn’t stop once a candidate is hired. We also provide onboarding coaching and training to ensure your new team member integrates smoothly, builds confidence quickly, and contributes to a positive, productive environment. This combination of recruitment and post-hire support helps you reduce turnover, strengthen your team culture, and create lasting success. If you’re ready to build and retain a thriving dental team, let’s connect: www.enspireopportunities.com

The Cost of a Quick Hire When a team member leaves, the pressure to fill the role quickly can be intense. Patients are booked, schedules are tight, and the team is stretched thin. It’s tempting to hire the first qualified candidate who walks through the door, but rushing this step often comes with hidden costs. The Hidden Costs of Rushing a Hire Turnover: A poor fit usually means you’ll be back to recruiting again within months. Lost Productivity: Training someone who leaves soon after wastes valuable time and energy. Team Disruption: A mismatch can create friction, stress, and lowered morale for everyone. Patient Experience: Patients notice when the energy in the office isn’t cohesive. Why Fit Matters More Than Speed The best teams aren’t just skilled—they share values, communicate effectively, and trust one another. A thoughtful hiring process ensures that a new team member strengthens the culture you’ve worked hard to build. Taking the time to evaluate both competence and compatibility pays off in the long run. How to Avoid the “Quick Hire Trap” Clarify your values first. Know what qualities make someone successful in your office. Use structured interviews. Ask behaviour-based questions that reveal work style and problem-solving. Get team input. A candidate who connects well with your team is more likely to stay long term. Prioritize soft skills. Technical skills can be trained—character and communication are harder to teach. An empty chair may be stressful, but the wrong hire is even costlier. By slowing down and focusing on alignment, you’ll build a team that lasts—and one that patients love returning to. 👉 At Enspire Dental Opportunities, we specialize in helping offices hire smarter and support long-term success through coaching, team training, and DiSC assessments. If you’d like to strengthen your hiring process, let’s connect.