The 6 Leadership Styles And When To Use Which

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. Hey, everybody, it's Rick Lau here. You're gonna love this episode. Me and Karen talk about the six leadership styles and when to use them. Check it out. It's like red section. Like there's a time and place to be certain roles. Right. You know, do you want to maybe talk about that?

Yeah, I think this is really important because you. I don't think you're very effective if you only use one style. So if we look at the commanding one, which many people might think is negative, but if we look at the crisis that happened with COVID in 2020, we really did have to go into that. We had to make quick decisions and there was a sense of urgency. And so this is what we have to do. It's not what we want to do, but this is what we have to do. And so you did go into that mode. And then sometimes now I feel as though this has gone. We've gone into that coaching where you're helping to coach staff if they're having problems or you want to use a bit of more empathy and compassion style as things, you know, have rolled out since 2020. So I think the visionary one, too. A lot of clinic owners, us included, used Covid and this last couple of years to make some changes requiring a new vision. You know, virtual rehab is one of them. We had to create a new vision of how we were going to deliver our services. So it really did require that visionary type of. Of leadership.

That's a good point, Karen, because, like, right now, like, this is like the third wave or fifth wave, whatever you want to call it, is that like part of the vision is giving people hope, right?

Yes.

Of like, you know, better things to come, that we're going to get through this, you know, and I think we've all, as leadership roles have been in that role. Right. You know, and that's. That's so important. Right.

You know, so, yeah, I think that. And sometimes that's difficult for people, especially if you don't like change. Staff that doesn't like change doesn't like to look at new visions. Right. So you got to really try and lead them down the path and make, you know, help them see that as a. As a visionary. And that's your job as the, as the leader of the business. Because not everybody is going to have the same vision as you.

Yeah. And this is a great example too. Right now, like, a lot of us right now, A lot of clinics right now are in a recruitment challenge. Sorry, recruitment challenge? Yes. Where like, you know, like, you've lost some of your cities senior therapist. You know, like, there's not a lot of, like, new grads you could hire. You know, your front desk is losing, is leaving you because, like, they're going to another, like, you know, like, like, like there's way, like so much job opportunities. Right. And so we end up, like, you know, like, being in this, like, democratic and affiliate type of leadership role where, like, we don't want. We're so scared to, like, get our staff to do something because we were worried about them leaving us. Right. You know, like, I feel like a lot of us are like, on this, like, like walking on eggshells with our staff, you know, where we're worried that, like, oh, my gosh, you know, like, if I. If I push them too much, they're gonna leave me, you know, and then. Oh, my God, like, you know, like, so, like. Yeah, Sharon.

Yeah, no, it's true. And I think I lean a lot on my, my leadership team for support in this. Like, what do you think? We have a hard decision to do. I need, you know, your objective opinion. What do you think? So I use a lot with my managers and directors is to get their input because it can actually, you know, allow me to see my blind spots and have other things to consider.

Yeah.

Democratic one. A lot with them.

Yeah, yeah. And, you know, like, and we're a big fan of this within clinic accelerator. Is that like, you know, is that like, you know, the roles that we as owners and leaders have to switch to is more of a coach, you know, where, like, you know, meeting with like, your leadership team, whether it's your clinic director, your office manager, or your clinicians, you know, meeting them like, weekly to develop them and mentor them, you know, and challenge them, like, and push and pull them so that, like, they end up being the best version of themselves, you know, and it's very tricky because you might come off as micromanaging them as well, you know, and there's like a bit of a delicate role, but this is what people are seeking for. Like, if you want to grow, you need a coach that will push you and pull you. And so it's a very fine balance, right? If you found this helpful and want some free resources to help you be an even better clinic owner, head over to clinicbosstools.com we've got tons of free stuff on getting new patients, bone scripts, selling your clinic, managing clinical teams, and much more. Head over to clinicbosstools.com.