7 Traps to Avoid When Adding a 2nd Associate to Your Upper Cervical Practice!

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Speaker #Dr. Bill Davis

Hello, everybody. Welcome to our webinar for this month. Very excited to present this information to you. As always, I'm Doctor Bill Davis from UCM Practice Growth Systems and I am excited to chat with all of you today. They go through this important information for you if you are in this practice growth stage, this is gonna be an awesome webinar. So today we're gonna talk about seven traps to avoid when adding a second associate to your upper cervical practice.

And you know, doc I I know that you are, if you're in this webinar, you already have established a lot of things you have, you had the ability to, to uh to really bring your practice to a level of success that gives you the ability to help a lot of people in your community.

But you're thinking about what's next, right? You're thinking about how can I keep growing, how can I keep helping more and more people, how can I engage more people in my community so that they know about upper circle chiropractic so that they can get the help that they need? And so you're thinking about what, what can I do to be successful with a three doctor practice. And that's exactly what we're going to be talking about today. So today I'm gonna save you, save you tons of time and money.

I'm, I'm gonna, you know what I've seen in the past 10 years is we've helped dozens of upper cervical practices, hire multiple associates. And I, I know what, what works. I know what doesn't work and I've seen it over and over.

We've literally written a book on Upper Circle Practice success twice. We have two editions of it. You know, we've done over 200 po uh podcasts with the top upper cyclical doctors in this profession. And we've worked with them, you know, in our services over the years.

And so I've learned over and over and also I've built a practice myself. I've built a very successful business after that practice. And so if you're ready to build a three doctor practice, we got you covered. I, we know the answers to the questions.

We know what works and what doesn't. And so let's go ahead and get started. And so if you're 00, and also if you're on Facebook looks like we're having some issues with live stream.

Um So it, you know, you can join us on one of our other platforms with it. We're live on youtube right now. Um If you're having any issues seeing the live stream, let's get started with the, the uh topics we're gonna go through today.

And so just, just to remind you, you know, we've, we've identified these practice growth stages, these, these stages that every, you know, not every upper cervical practice goes through all of them, but where, where you are in practice is a particular stage.

So for instance, you know, every upper cervical practice obviously starts and goes into practice growth stage one, which is growing to $20,000 a month in average collections with a full time C A everyone at least gets into the stage one and then everyone gets into the last stage was transition out of practice, but different practices will go through different stages.

And in this case, today, we're gonna be focusing on practice growth stage three where you are, where you're growing from one associate to two associates, right? So practice growth stage three is that the focus of today's webinar? And so that's where you are, that's, that's, that's good.

You're in the right place. And so typically you're, you're in the somewhere in the range of 60,000 to $100,000 per month in average collections, uh maybe a little bit below that depending on, on where you're, you know what you're thinking and how quickly you're growing.

But uh yeah, we we'll talk more about specifically about finances and whatnot later as far as what uh what is important to look at. But just to kind of give you a global perspective, there are these different growth stages.

This is what we love to do is help doctors work through these stages and grow through these stages.

So if you're, you know, if you, if you've got big plans in mind, if you want to see your, your practice go in the practice growth stage four and five and six, we would love to talk with you more about that and help you with that.

That's what we do all day long. And so, but specifically in today's webinar, what you're going to learn is how to develop effective associate recruitment strategies to consistently generate quality candidates. We're gonna talk about how to make sure that you actually need another associate, right? Instead of just hiring another C A or office manager, depending on where you are in practice, we're gonna talk about the three doctor model and how to choose the right one for your practice, your personality, blend and culture.

There's different types of three doctor models in upper circle practice. We're also gonna determine, you know, help you determine if you're collecting enough each month to afford a second associate, right? Is it the right time? Financially, we're gonna talk about how to set expectations with clearly defined results, metrics and bonuses Kraskpis, things like that. We're gonna talk about how to develop systems that don't depend on your personality to succeed, really, really important.

We're gonna talk about what you need to do to make sure you have enough new patients to fill all three of your schedules, how to make sure your overhead isn't creeping out of control.

This is a big one as you bring on another high paid team member, you gotta make sure your overhead is in the right place so that you don't strangle the practice of all its cash.

We'll also talk about how to make sure you're developing a training system for your associates and all your team members to thrive and what you need to focus on right now to grow to the next practice, growth stage and really a whole bunch more. So let's get started.

So let's talk about those seven traps. Let's put them out there right now. So everybody knows what they are. The seven traps to avoid when adding a second associate to your practice are number one, you're not ready, right? We're gonna talk about readiness two.

Is your overhead is out of control. Three is your new patient systems are not producing enough for three doctors or as you have an inadequate training system in order to effectively train another associate. Number five is you've waited too long. We'll talk about that one specifically later.

Number six is not considering personalities and culture and number seven is just choosing the wrong model for your specific upper cervical practice. So let's go into this.

Um The uh the the if there's anybody out there that is, is having a hard time seeing, I'm getting some comments that uh you're not seeing or hearing anything.

Just a black screen with circle spinning is if anyone else is is noticing that if they're having problems with, with their uh with, with seeing this, please uh please comment in the uh in the comments for me.

Uh So that I know that uh if we're having issues with technical issues. Um ok, let me just see. Let me just try this real quick and see if we can get this. If we're having issues, anybody else having issues seeing me hearing me, please let me know.

Ok, I'm not getting any comments. So I'm gonna keep going. Hopefully we are uh hopefully that was just one person having an issue and uh everybody else can see and hear me. Ok, please on my phone. Not on my computer. Interesting. Ok.

Well, if everybody else is hearing me and, and uh and I'm gonna keep going. So let's get right into trap number one, choosing the right type of team member for your specific practice situation, systems and capacity.

So looking at this trap, so basically you wanna look at three different options when you get to this point in practice, right? So you already, you know, you're in practice, you got an associate, you're rocking and rolling when it comes to that kind of stuff.

But now it's like, ok, how do we keep growing? How do we go from where we are to where we want to go next? And there's three different paths to get there, depending on where you are in practice, you may just need to hire another C A, right.

So if you can figure out how to change up your systems streamline, some of the things that you're doing with, with uh patient flow and whatnot, you may just be able to add ac A another C A in order to keep, keep growing or another option would be to add, add an office manager, right? So this is someone who has a little bit more experience, has more skills and capabilities. They can take on some of that managerial perspectives, right? System building training and that type of thing.

So this may be what you actually need is an office manager rather than an associate doctor. And then the last option obviously is to add that second associate. And so what I always encourage doctors to do is go through these steps first.

Like if you, if you, if you can try the chiropractic assistant, you can add another C A and keep growing, then do that first. If you can add an office manager and keep growing, then do that first.

And a second associate should be basically your, your last resort or the the thing that you know, you need in order to keep growing. Uh But if you have other options, use them because again, this is you're gonna be a high paid team member.

And so you wanna make sure that it's absolutely necessary for your practice. If you're not sure about this, if it's, you know, you're in a specific situation, you have questions about it. I highly recommend scheduling a, a free practice strategy session with us.

We can talk through these specific issues with your practice. We can talk about where you are in practice. What if it makes sense to, you know, bring on ac A or office manager or uh an associate. We love to have those kind of conversations.

You can go over to upper Cervical marketing.com and grab a free strategy session there. So trap number one is making sure you're choosing the right type of team member, right? If you choose the wrong type of team member, it can, you know, it can, it can come back to bite you, it can, it can make it. So it's not a a an effective experience for you.

So make sure that you actually need an associate doctor before you hire that second one trot. Number two is your overhead is out of control.

So what we recommend is that you're collecting at least $70,000 per month with a 50% overhead or less before you add a second associate, right? So again, it goes back to that first trap.

If this is not where you are, if you're not at at least $70,000 per month with a 50% overhead, then a adding ac a adding an office manager or something like that might be what you need in order to keep growing and getting to this type of, of practice dynamic and so collecting at least 70,000 per month consistently, right? So that means averaging 70,000 per month in collections or more for six consecutive months before considering adding a second associate, right? So if you're at 60 you know, you're, you're, you're con consistently at 60 or you're 60 70 65 7555 you know, you're, you're kind of all over the place.

You wanna be 70,000 a month, you wanna have that type of stability in the practice financially with a 50% overhead consistently before you start to consider this.

And if you're in a high overhead area that you may need to, your practice to grow more to bring on an associate, right? So if you're in, you know, Southern California, you're in New York City.

If you're in some place like that where you have a, you know, high rents and those types of things, you wanna make sure that your overhead is not out of control before bringing on another high, high paid team member.

You also want to make sure that you have enough margin, right? So you gotta have enough margin to pay yourself your taxes, build an emergency fund, be debt free with what we recommend and reinvest in the business, right? So you want to have all the margin to be able to do those things. And that's why the 50% overhead is a, is a really good mark to look at.

If you're, if you're not there, then continuing to increase your revenue, keeping your, your expenses under control, so that that overhead can be better in a better position.

And so as I mentioned, you may need to add or add different support staff in order to increase your collections, you also may need to work on your systems, which we can talk about more in a minute.

So what is overhead overhead is everything that is necessary to run your business? Right. Payroll, rent, utilities, marketing equipment supplies, insurance, consulting, based, all expenses, right? Is your overhead. And so I wanna make sure that collecting at least $70,000 per month with 50% overhead or less.

That is track number two trap number three inadequate new patient generating and conversion systems, right? So making sure that you have solid internal, external digital, new patient generating strategies to fill the schedules of three doctors, right? You gotta make sure that you have enough coming in, enough new patients coming in that that that your your your schedules are gonna be full a well trained team, right? You wanna have a team that has consistently trained that is that you're having effective meetings with that you're continually pouring into so that they're getting better and better at working with new patients and existing patients can clearly define systems for the entire new patient journey and existing patient journey, right? You want to have all of that laid out clearly and effectively. And so let's look at each of these. So let's start with marketing. So when it comes to marketing, you wanna have three types of marketing programs that are consistently producing new patients for your practice.

If you want to have a three doctor practice, right? You gotta have a very strong digital strategy, right? You wanna make sure that your your uh um you know, you're you're getting consistent new patients from the internet, right? Are they finding you online? Are you everywhere? Right? Do you have an effective website? Do you have effective social media presence? And one of the most effective ways to do that is to make sure that you're recording videos, right? Our clients, we recommend videos every single month.

We rec we recommend doctor videos, video testimonials and we we put them everywhere for our clients, right? We get them out there for them, Facebook, Instagram, tiktok, youtube, and more this will help you tremendously as your practice grows and you can invest in digital marketing, right? So as you continue to grow, your practice, your digital presence should continue to grow with it, right. I've, I have clients that have been with me for six years, seven years, you know, eight years, 10 years even. And their digital footprint is huge now, right? Because they've been consistently investing in digital uh you know, their digital presence and that allows them to consistently just get new patients coming in all the time just because of their, their presence online. And obviously the strategies that we're helping them with.

Secondly, is your internal marketing strategy and really what the most effective internal marketing, you know, we found over the years of doing our upper cervical practice survey is patient education right over and over and over.

It's the number one way that people are generating new patients internally and that's what we found as well. And new and a patient education process should lead to referrals, right? And so it starts with your new patient phone call and this applies to, to all new patient opportunities.

But the uh new patient phone call should be something that is uh is, is regularly trained on, is recorded so that people can actually um you know, that you, you have an opportunity to hear it as, as a clinic director, every one of our clients.

That's part of our system. Part of our dashboard is every new patient phone call is recorded and you can listen back to it for training purposes.

You can work with your team on how are they handling, you know, objections, how are they handling people who are calling in and you know, just wanting to, you know, get, get, get their neck popped and never see you again, right? How do they handle all these different situations? And So a new patient phone call is very, very important. And that's the start of a patient education process.

And then from there in that consultation, exam, imaging report, are you walking them through what you're doing as an upper cervical doctor? And why it's so important and how you are unique as a specialist is that part of what you're, you're all about? And then are you giving them a care plan? Are you showing them a plan of care of how to go from where they are to where they need to go? And are you doing progress exams? Right? Are you, are you showing them the the progress that they made so far and, and how they're, they're moving through the different phases of uh you know, of, of care and helping them to, to establish the results they're looking for.

And all part, all of this is part of that patient education system. And so if you have a really solid patient education system that's consistently generating referrals, now, then that obviously is what you need in order to continue to build on in order to have a, a third doctor in the practice.

So along with digital and internal marketing, the last thing here is making sure you have a strong external marketing uh plan and presence.

And so the thing that we've again found that's the most effective consistently for upper cervical practices is doing, you know, building a health practitioner referral network and this is, you know, a study group or provider nights, making sure that you are consistently engaging with your community and building that your health practitioner referral network.

Um If you don't have this happening within your practice, if you're gonna add a third doctor, I highly recommend building it starting to build it now even. And we, you know, we have a great blog on this.

If you take a picture of that, you can see or just go to that blog post upper circle marketing.com blog health practitioner referral network, or you just can probably Google that and find it too if you don't want to write down that long link.

But it's uh it's that is a blog that really walks you through exactly what we recommend for building a health practitioner referral network. And so those are three things that we recommend every doctor in practice growth. Stage three is doing, one is strong patient education system.

Two is strong digital marketing uh presence. And number three is a strong health practitioner referral network. If you have those three in place, then most likely you're gonna have uh enough new patients coming in where you can bring on that third doctor.

And also you can just turn those up, right? You can do more of those in order to get more new patients. Another part of this is making sure you have those clearly defined systems, right? We just talked a little bit about that before.

But just making sure that you have checklists, milestones, scripts for the entire new patient journey, existing patient journey, right? You you wanna make sure that it doesn't rely on your personality in order for it to work, right? Like your system has to not just rely on you because every doctor is gonna be different. So your systems have to be documented and you need to consistently update those processes, right? You find a better way of doing something, you update it, make sure it's in there and then you use those systems in your weekly trainings, right? Every practice at this level, practice growth stage three should be doing weekly trainings with their team.

Highly recommend that working with your team every week on, you know, all aspects of their practice. And do you use your systems to hold your team accountable to standards, as I mentioned earlier? Now, for instance, the, you know, making sure that your new patient phone calls are recorded because if not, you have no idea what's actually happening on those new patient phone calls and how many of them are actually not um being handled the way you would like.

So here's one, you know, here's a free resource that really helpful for you. If you're if you're not sure about your new patient phone call, recommend going over to the the website upper circle marking.com, go to resources, practice growth tools or just go to that link right there.

Grab our new patient phone call checklist. This is a a really useful resource for helping you to affect, effectively train your team.

And really this is just something that they can print out have right at the front desk, walk them through exactly how we recommend handling new patient phone calls with our clients. And so great resource free grab for free over at upper circle marketing.com.

So as I mentioned before, just developing systems that don't depend on your personality for success. So regardless of your personality, in many ways, your practice is a reflection of you, right? So when you hire associates that are not going to have the same personality as you, so that's why it's crucial. You gotta have those milestones, checklist scripts for every aspect of the new patient journey, an existing patient journey that you can train your new associates on those systems.

So they don't just have to be like you, right, the better you can define the milestones that need to be reached during each aspect of a system, the better someone else will be able to communicate effectively with their own personality, right? So that's huge.

Making sure that your systems are really dialed in is a big part of making sure that this is gonna work for your practice. So trial number three is you have inadequate new patient generating and conversion systems. That's everything we just talked about.

Are you getting enough new patients in the door or can you get enough. Do you have enough? Do you have a plan in place to get enough new patients in the door? Do you have the systems to handle those new patients? And, um, you know, are, are you training on those systems effectively? Again, if you need help with this, we would love to help you. We'd love help, helping doctors with our practice growth sessions. Work through some of these issues.

Practice growth sessions are a no commitment time where you, you know, you work with one of our, you know, our coaches on specific things within the practice, work on building a training system, work on building a, you know, a specific um process, right? Work on documenting your processes, work on your new patient phone call, different things you can work on during our practice growth sessions. So if you grab a free practice strategy session, we can talk more about that trap number four, inadequate training system.

So we started talking a little bit about training in the in the trap number three. But this, this is a deeper dive into training because training is crucial. So you obviously I have training for your, your entire team.

Um but if your, if your training system is not good and you bring an associate into another associate into your system, then they're, you know, you're gonna set them up for, for failure.

And so you want to have a commitment to training for all team members as I mentioned weekly trainings, high degree of transparency and accountability including job scorecards. And so let's talk more about that. So what is a well trained team look like? Right.

A well trained team is a team that is doing weekly team trainings with role playing and feedback. Could you can you say yes to that? Is that something that you're doing? Are you doing that with your team? If you're not doing that, then you may wanna wait on hiring another associate. You gotta get this really dialed in, in order for this to work. Do you have a system to track and record a new patient phone calls? This is really important because if you have three doctors, you don't want any of those new patients that are calling your practice to fall through the cracks, right? You wanna make sure that every single one of them, every one of those new patient opportunities is converted at a high level, right? The leads that we get for our clients.

If, if they're not converting 80% of those leads into an appointment, we, we're concerned, we're like, what's going on? We need to look, we need to listen to these phone calls and figure out exactly what's happening.

If you don't even know how many of your new patient phone calls are becoming appointments, then again, you gotta have a system to track that so that you can, you know, convert a higher percentage of those, those new patients in order to fill the schedules of three doctors.

Do you have a high, do you have a culture of accountability and transparency? Right. Are your CE A s are they, do they embrace that? They embrace accountability, transparency? Are they excited to get better at what they do? If not, then you know, it's gonna be difficult to continue to grow. And do you have weekly team meetings that are actually effective? Right. So we have a another resource on the website, a meeting resource kit that can help you build really good weekly.

Uh what we call level 10 meetings, staff meetings that, that are actually effective team meetings. So making sure that you're doing these types of things is a big part of making sure you have a well trained team. And so having job scorecards for all team members is crucial.

We have again, we have a great new, a great resource for you over at the website and get in practice growth tools. So uh up circle marketing.com, click on resources, click on practice growth tools. You can find this job scorecard there.

And what we recommend is every one of your team members should have this, right? So should have a laid out what are their, their key results areas, their Kras, what are their key performance indicators? The Kpis and how do you measure that? And what do you, you know you're, are you looking at that every month to make sure that they're hitting the target for their position.

And so that's another big part of this is you gotta get these job scorecards dialed in for all your existing team members so that when you bring on another associate, they come into a system that's really humming. So trap number four was inadequate training system, right? You gotta make sure that you have a commitment to training for all your team members, a high degree of transparency and accountability including job scorecards. These are this is trap number four.

So again, if you need help with this building, that training system, we're here to help you up for Circle marketing.com. Grab your free practice strategy session. Tr number five waiting too long.

So, and this is an interesting one because it's a trap in the sense that if you wait too long and you attempt to do it at, at the wrong time, then your practice can actually break down as you have. Uh and as you've gotten to that point, right? So your practice will begin to break down at about 100,000 per month if you don't add a third doc. Now, the the only exception to this would be is if you are charging a very high amount, right? So if you're, if you're uh per visit price, you know, office visit average is 125 $135 a visit, uh maybe your, you know, your care plan is four or $5000.

If you, if you have a really high, you know, income from each individual patient, then this, you know, you may, you may be able to go longer with a practice.

But in general, if you don't add a third doctor at around $100,000 per month, your practice is gonna break down. It's, it's gonna start going backwards rather than continuing to grow. So you wanna plan ahead, right, with your associate recruitment strategies to keep your practice growing.

So even if you know, if you're at 80 or 90 right now, you gotta be thinking, man, I gotta get a third duct in here pretty quick uh in order to get this practice to keep going.

So as I mentioned, a lot of this comes down to making sure we have effective associate recruitment strategies if you want to consistently generate quality candidates, right? So here's some ways that we found that are very effective for consistently generating candidates because that's what you want.

You want, even when you don't have a position, you wanna always be talking to candidates, you want to be talking to students, talking to uh interns, talking to people having connections. So speaking on chiropractic colleges, campuses, right? So if you're anywhere near any chiropractic college, I would encourage you to speak at the at, at on the campus. So this and you can even do this even if you're not close via zoom, right? I've done that before. I've spoke to different clubs and whatnot via zoom.

It's another way to get connected with, obviously with students. Not just upper cervical clubs, either speak on anything. Like if they have a business club, speak there.

If they have a, you know, whatever club, a philosophy club speak at it, whatever it is, get on the, the campus, get connected with students. And another thing is making sure that you're, you are a preceptor, right? So if you are a, either you, you're close to a practice or, I mean, a um, a, a school or even if you're not get approved to be a preceptor. So you always have interns and students in your practice.

Another way of finding some nontraditional associate candidates is through this website, Cairo's connect.com. This is something that I've discovered in the past few years from some of our clients who have used this website to really get connected with some people who you wouldn't think of, you know, most of the time when you think of, you know, adding an associate, you think of a student usually, right? Someone coming out of school, but that sometimes the best associates are, are chiropractors who've been in practice for a while, right? Maybe, maybe someone has been in practice for 10 years and their practice just isn't going great and that, you know what, they're not really enjoying owning their own practice and they'd rather work in an effective system. Like yours and you know, be an associate.

And so that that person can be a great associate to come in with some already experience of working with patients. And so a good way to connect with those nontraditional candidates is Cairo's connect.com. Another place is just school, school job boards, technique, job boards.

Uh indeed, you know, posting an ad there, technique, job fairs, whatever it is, lots of different ways that you can get connected.

You wanna make sure you're creative with this, you know, finding ways to stand out whether it's through videos or through, you know, your, you know, making sure your ad copy is good for, for the uh places they're posting.

But, you know, look for, for, look for candidates, both traditional, you know, interns students, those types of things, but also nontraditional candidates, candidates who don't even practice upper cervical, right? Sometimes great associates are people who were practicing full spine, they're not really enjoying their practice.

They wanna try something completely new and they, you can bring them into your practice as a AAA little bit more seasoned associate, teach them upper cervical and they can be an incredible associate.

I've seen that many times with doctors who they've brought in, you know, and then an associate even older than them and they have been incredible associates for them for a good long time.

So, so that's number trap number five is waiting too long, you know, your practice will begin to break down about $100,000 per month if you don't have a third doc. So you wanna plan ahead with your associate recruitment strategies to keep the practice growing, right? Get, get out there, get start getting connected with people trap number six, consider personality and culture, right? So bring when bringing in a third doc, you wanna make sure that they fit well with the existing doctors and team members, right? So some of the best ways to do that is using personality tests right? Through your interview process and through your screening process, we'll talk about two types of these, there's a lot of different ones out there, a lot of different ways that you can assess people's, you know, personalities and how best they're going to mesh with you and mesh with your team.

But here's two ways that I found to be pretty effective and one is the disc assessment, right? So dis is an acronym stands for uh decisive interactive stabilizing, cautious. There's other other words that also have disc in them, but those are the basics.

And so, you know what you're looking for with this is number one is do you know your personality profile type? And not neither, none of none of these tests are perfect, right? They're not gonna perfectly nail it down when it comes to your personality, but it's gonna give you a general idea of how you think and how you work and, and whatnot. So they're, they're, they're useful.

And so, for instance, if you're a high d like I am, then you wanna, you know, you wanna be thinking through, ok, what are the other team members on my team? Right.

Do I have, do I have some, is, do I have an s, do I have ac, do I have these other personality types? Because a nice blend like that can be really effective in a, a team environment, a working environment.

And so you want to see, you know, what, what are, what's your personality type? What's your current associate? What are all your team members? Office managers, cas and so forth and then have candidates take the disc profile test so that they, you know what they are, right? So then you can start to figure out, ok, would this person fit well with the rest of us when it comes to their personality? Um That's gonna be a key piece to that. Another part of that is the six types of working genius.

This is a book I recommend. It's by Patrick Lynch. Six types of working genius gives you an understanding of basically how work is done and that there are six types of working genius, right? So everybody kind of works in a different way.

Different people have more of one than the other. Um And so understanding the working geniuses, understanding what yours is, your team is again, can help you to make sure you're fitting this new doctor in in a way that's going to help the whole team to work better together.

So those are the six types of working genius, the genius of wonder, the natural gift of pondering, the past possibility of greater potential opportunity in a given situation. The genius of invention, the natural gift of creating original and novel ideas and solutions.

The genius of discernment, natural gift of intuitively and instinctively evaluating ideas and situations. Genius of galvanizing natural gift of rallying, inspiring and organizing others to take action.

Genius of enablement, the national gift of providing encouragement and assistance for an idea or project genius of tenacity, national gift of pushing projects or task to completion to achieve results.

So, ideally within your team, as you are, you know, if, if you're right now, a two doctor practice with some cas and office manager or whatever you wanna, you know, you wanna have a uh you want, you really want to have all the geniuses, right? Ideally, you wanna have, you wanna have geniuses within each of these so that you can do work most effectively together.

So trap number six is they ensure that you're considering your personality and your culture and really getting that, uh you know, using some of these tools to assess it. Track number seven, choosing the right model.

And just to, you know, a reminder on this, if you don't have the book, Upper Circle Practice, mastery, learn success, agents of the world's top Upper Cervical Doctors. We released the second edition earlier this year. Highly recommend picking up this book.

You can actually get a free digital copy at our website, Upper Cervical marketing.com. If not, uh please, uh you know, you can grab it on Amazon or whatever you want.

But yeah, if you go over to, to Amazon or to uh to our website, you can get a free copy of the book, uh digital copy of it. So last Trap here, Trap number seven, choosing the right model, right? So there's two main models of three doctor practices, senior associate with a junior associate model and a, or a long term associate with a short term associate model. Ok. So we'll talk about each of these, what may be best for your practice.

So, the senior associate junior associate model typically, the way it works is you're gonna have a 2 to 3 year program for your associates, right? So you uh 12 to 18 months into the program, the junior associate will become the senior associate and train the new junior associate, right? So a lot of practices use this, this is something that has been taught many for many years in different, you know, practice management companies and whatnot. The senior associate junior and associate model, right? 2 to 3 year program, 12 to 18 months into it.

The, the associate who started as a junior associate becomes the senior associate and then they begin to train the new junior associate. Right.

So, if you're right now, in a situation where you've had a, let's say you've, you know, you're in a two doctor practice, you have an associate who's been with you for two years.

If you hired a new associate, then if you use this model, your, your existing associate would become the senior associate, the new associate would become the junior associate. You would primarily give the responsibility of training the junior associate to the senior associate. Right.

You, of course, still would work with both of them. You would still do things like that, but primarily the senior associate would work with the junior associate to help them to grow to a senior associate. This has worked best for practices that are training centers. Right. Right.

If you're, if you are going to focus on attracting candidates who are looking to eventually have their own practices, then this is a really good model, right? Because what you're doing is you're bringing someone in almost like a residency, they're coming into a, a system where you can train them up on, you know, patient management, practice management, um their technique, all, all, all the things that they kind of need in order to be successful as an, as an upper cervical doctor and then release them out to their own practice.

Right? So this is a, a training center model that can be very effective. So this is what you want.

If you wanna um, you know, if you want this type of a practice where you're consistently bringing on new associates, you're consistently training them up and, you know, bringing them that senior level, they train the junior and then the senior goes off and then the, the junior becomes the senior and so forth.

Then that is the model for you. The second type of model that I've seen work well as well is a long term associate with a short term associate, right. So some doctors were made to be associates and they make a career of it. Right.

I've, I've seen doctors who have had the same associate for, you know, 15 years, 1015 years. Right. So, if you currently have a long term associate, right? I, I would consider a long term associate anyone anywhere over maybe 3 to 5 years.

If they're, if they're at least they've been with you that long, then it may be the best thing for you to do is to bring a short term associate into that system. Short term associate again, would be someone who is looking to start their own practice.

A majority of doctors out there do want to start their own practices. And so what majority of students I would say? So, you know, bringing someone in like that where again your long term associate is primarily focused on training the short term associate and then launching them out on their own. Can it can be another effective way to do it.

You're consistently still recruiting, you know, new associates to be added in. But it's uh primarily that long term associate is training the short term associates so that they can then go on from there.

So there's your two models, you gotta find what's best for you and your practice, what you want as a, uh as a, as a practice owner. What is really, you know, what, what is most interesting to you? The other, you know, the third option would be the two long term associates that's gonna be, you know, it may be a little bit more difficult to find, but you could find, for instance, two associates who wanna be with you long term and that would be a third model that you could look into is, you know, having two associates who are just gonna be with you for, you know, for, for many, many years.

So make sure that you think through that you start to figure that out even now.

And if you need help with this, if you don't know what you wanna do with when it comes to your associates, adding that third doctor into the practice, anything we've talked about today, any of these traps go over upper cervical marketing.com, click on practice growth stage three, get a, get a, a strategy session with us.

Get started with that help. We, we wanna help you grow, we wanna help you continue to grow, help more people in your communities and really continue to take upper cervical to the world. So thank you so much for being here today.

Doc I appreciate every single one of you and as we always say, go team upper cervical.

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