How Do I Know What My Clinicians Are Working On?

How do you get more new patients or hire more clinicians at your clinic and yet still remain profitable? This is the question, and I'm on a journey to get you the answer. I'm going to interview the best marketers and clinic owners across the world to give you access to their winning strategies from recruitment, marketing, operations, finance and more. So you can easily take action on the secrets to grow your clinic. I'm Rick Lau. Welcome to Clinic Boss Secrets. One of the common questions we get a lot is how do you keep track of what my clinicians are working on? You're going to love this episode. Darrell actually shows you what to say and what to do.

Okay, so we just kind of went through, you know, what's the August schedule? And obviously if someone moves into the second month. Okay, well, what's that schedule? Where's your accountabilities there until it takes us into this too is, you know, what are the expectations for them as the clinician or for them as that front desk or for them as the marketing coordinator? Okay, so for me, obviously my expectations as of the clinicians is you're completing at least one module every month. If you're unable to complete that module in four weeks due to maybe a vacation, maybe you're covering for a physio, maybe someone is sick, unfortunately at the clinic and you're doing some extra work, hey, no problem. You just have to let myself and your clinic owner know or your clinic director know, just so people are fully aware of what's, what's there and what resources we could potentially offer. The thing too is, you know, what happens if there's a session and I'm actually quite busy in clinic, is the expectation for me to shut down my schedule, is it. I had the opportunity to review previous recordings. All those options are to be discussed between clinic owner and clinician because for me, I don't, I would never tell a clinician, you need to block off your schedule. That is actually going to be a discussion between them and the clinic owner to figure out what is best suited for, for that practitioner, that business, and really all other supports that may be happening in that clinic that has an external program that's to be supported, just may not be aware of. So if you've already blocked off an hour to two hours a week for already internal supports and mentorship, a third hour may be too much and it may become too limiting. So again, it's just the expectation that I would always have from, for any new person. Starting as well in boot camp, for example, would be as you need to sit down and iron out that schedule and how you will work within the organ or within the program. We've seen people be extremely successful and watch everything through recording. We've seen people be extremely successful and attend everything live. So it sort of all depends on what's best for the organization, how it would interact and align with the internal systems in place. And obviously, you know, how people, as we're all adult learners, so how we best learn on our own. Okay, what's the actual time commitment? You know, as you can all tell, like this is our when our Tuesday challenge day. I probably had about five submissions in the last 30 minutes that have just come into boot camp Slack, everybody handing in their homework before week two. And it is what it is. Main thing for me is, is it getting done? So the time commitment, as for example, is X number of hours per week. So there's an average, for example, of what everybody will use. But depending on how you as an, or an owner or how you as, let's say, the lead to the actual program, you may actually say, look, I actually only want you to have a time commitment one hour per week and this is how I would suggest you utilize the program. Or someone may say, you know what, two hours a week I think is reasonable. We will ensure that that is actually protected for you. Or some people actually use well beyond two hours and it's just the way that they do their independent work. Okay, what are the accountabilities? How do you know it's accountable or what they're accountable for? Many of you actually obviously have the experiences yourself. You go through a module here or a 30 day challenge, there's a component of didactic work followed by a little bit of short accountability work that will for sure happen. It's the exact same thing. Okay, so. And many of you will actually have the opportunity to then say, hey Darrell, you know what, I know you're participating in this module. Hey, let's review that homework together. What's going really well? Where are you stuck? How can I help and support you even further? Okay, so it's just really making sure that you feel confident that they're aware of expectations, you know, sort of what fits within the time commitment. So it balances nicely within your internal systems and your schedule and you know what they're working on. So you can actually help them identify stuck points as well. And then the last thing that I really look at, and this is a bit of a bigger undertaking though, is developing that learning plan. Okay, that learning plan could be extremely Formal. And it could literally be just on the back of a paper napkin if you really want it to be. You know, we're putting you, you know, in this challenge for these 30 days. What are we working on? What's the outcome that we can expect? And. And what's your learning plan? We all do this as we take on clinical internships. You know, that therapist. And again, I get that they do it because they had to do the learning plan to pass the internship or the placement, but we could really streamline those to a really, really well outlined and measurable sort of task, if you will, or plan that we could actually see. Okay, well, what are you doing? What are you working on? You know, what other sort of maybe previous sessions are recording recordings are we actually looking at? Okay, so remember too is a learning plan sometimes is a bit intimidating because they often come at a, you know, this lengthy two, three, four page process. But it doesn't have to be that. Right. It could really just be a smart goal. But the key thing is it's written out, it's reviewed, and it's being consistently updated. But what I love about these learning plans, when we actually do have something done and writing it gives us an opportunity to actually celebrate and reward it. Okay, so. And remember, reward doesn't always have to be monetary. Okay. So just a few things to think about is, you know, what are they actually working on?

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