AACBrown06012022 Thumb

Grow Your Practice Through Empowered Teams



Some people are feeling burnout and but yet the desire to create impact in the world and to grow your practices. And this is where somebody like Simone has some great advice in some answers for us.

Click here to download the transcript.

Disclaimer: The following is an actual transcript. We do our best to make sure the transcript is as accurate as possible, however, it may contain spelling or grammatical errors.  Due to the unique language of acupuncture, there will be errors, so we suggest you watch the video while reading the transcript.

Hello, and welcome to the point. I’m your host Lorne Brown. I’m a CPA certified professional accountant. I’m a doctor of traditional Chinese medicine and an author as well as the founder of Healthy Seminars.com. And today we have a special guest. We have my coach, Simone Janssen on to the point. And we’re going to talk about grow your practice through empower teams.

And I know having, taking the pulse, no pun intended of my colleagues and knowing myself. That some people are feeling fatigued. Some people are feeling burnout and but yet the desire to create impact in the world and to grow your practices. And this is where somebody like Simone has some great advice in some answers for us.

Cause when it’s time to grow and serve at that highest level that, that you all want and know that you can do. You’re probably becoming aware. And if not, I’ll let you know, you can’t do this alone. The greatest athletes, the greatest people that have made impacts in this world.

Although you think they’ve done it alone, they’ve had some. They have stood on other people’s shoulders. And so yes, you may see them in the news as somebody’s done something incredible. But please know that all of them have incredible teams. But the key is how you build a trusted team of a players.

Basic that’s an extension of you, or at least extension of your vision that have your back and can rock all the outcomes that you’re looking for. Focus on the expansion that you want. And this is why I personally joined Simone’s coaching program is because I’m very aware that I have a team. And if it’s, if the clinic.

Optimal or it’s not going if it’s not growing the way I want to, or I’m fatigued. I know the first responsibility starts with me, not them with me. And I’m always a big fan of investing in yourself. And so that’s what we’re going to talk about today. We’re going to bring own in, but I brought her her coaching into my.

Because I knew I needed to up my capacity, my skill level, so I can lead this team. Let’s bring on Simone Janssen. So let’s see. There she is. Hey, Simona. Good to see you again. Hey Lorne. Good to see you. And wow. What an awesome podcast you have here. I’m excited to. I’m glad to have you on here with us.

So I want to let them know that so Simone here, she’s worked with hundreds of growth minded leaders help build the right systems and teams helping them scale quickly. Cause you want to expand and grow. It feels good when you go to flow, it does not feel good when you’re stuck and she helps you get out of their own way while avoiding burnout.

And I know from my own experience, feeling tired and burnt out, I was getting in my own way, which is why I had the. Insight to know that, Hey, I need some help. I do mentoring for people. I’ve run some great practices and businesses. It’s always good to get help. And we all can benefit from interest and coaches, and this is what Simone does.

So she’s going to talk to us a little bit about what she does and and give us a presentation. So you’ve set up a little presentation for us called grow your practice through empower teams. If we can bring up your slide deck, I’m looking forward to hearing what you have to say, and please we’re looking forward to your questions.

Yeah. Sounds great. So hello everybody. How’s it going? I hope you’re having a fabulous day. So it’s Simone here with Bulletproof startups and we do have an incredible training for you. So hopefully you have something to take notes with because we’re going to dive right in. We’re going to move pretty fast because we have a lot of content to share with you.

Let’s get to it. So as you see, the title of today’s presentation is grow your practice through empower teams. So you, as the practice owner can really get out of the driver’s seat and change. The world one patient at a time. So who this is for is really, if you are a CEO or a practice owner, and basically if you’re ready to scale your practice and you can’t do this on your own and you are ready to take your existing team and really optimize them so they can deliver amazing results for you and for your patients.

Then this is. Or if you’re just hiring your first two to three key people to start expanding, then you’re also in the right place. So you might fall into

not able to appear. We go. You might fall into one of these two categories. So if you are like Christine, Christine had a very successful acupuncture clinic was already handling more patients than she could with the addition of one grade assistant. But if she knew if she didn’t hire more practitioners, she wouldn’t be able to help more people as her client load was already completely maxed out, but she had never.

Hired anybody never really led a team before. So this was all completely new to her. So she used the same principles and practices that I’m about to share with you. And she’s currently about 300 K a month. Now, more importantly, she and her team really have the privilege to help three times the people now than they could before.

Or you might be like Frank, Frank has a very successful. Physical therapy clinic and he had already hired and trained five providers in his method, but really they weren’t proactive. They weren’t strategic. So everything kept falling back on his plate and he could never really get into growth mode, no matter how hard he tried.

So Frank came to us because he wanted some, he wanted to create some freedom and some leverage to grow his initial. And his impact using this the same kind of strategies that I’m about to share with you. He retrained his team and he hired five more providers. So he was able to serve twice the amount of patients in just the first three months that we worked here.

And he opened his second location soon thereafter. So whether this is your first attempt at hiring a team, or you’re a seasoned veteran, it could be working better pay very close attention because of this training really does have the duty to change your life and your business. So let’s look at this, what this is really.

So we’re going to talk about how to grow your practice through empower teams. Get out of that driver’s seat and change the world one patient at a time. Now we need that clear vision that brings more value and teamwork to the table. Step-by-step action plan to create highly accountable team. We’ll talk about the right communication strategies to get and keep your team focused.

Getting leadership practices in place to foster great accountability. And so that you can really be that thought leader in your space. Now this will work. Even if currently everything is always all on you. You don’t have everything, you do everything. Even though you have a team you are far from where you want to be.

Maybe your culture needs some cleanup. Maybe it needs some defining, or you haven’t been successful at hiring before.

Just a little bit about me very quickly. Lorne said something already, but why you should listen to me, I’ve been doing this for more than 15 years and through our Bulletproof start-ups system, we’ve helped hundreds of companies of all different industries, sizes kinds of mission by really by putting the right systems and structures in place that help their teams show up with their a game.

Get strategic. And take care of serving the patients and really rock all that everyday operational stuff. So that it’s not on my client’s plates anymore. Many of my clients, CRA clients, we’re getting, we’re trying to all sorts of stuff. They had heard about a million different things, but for most of them, nothing really ever quite work or really.

So because what’s, most of what’s out there, they’re actually not systems. So the different pieces don’t necessarily play together. And oftentimes that you can contradict each other. So over time I found what works best and I could create a system where all the pieces fit together without big gaps and everything builds on each other.

So you constantly don’t have to reinvent the wheel. So 3d systems might clients have. Over a billion dollars to their bottom lines over time. And just imagine how that translates into lives changed. Patients helped. So what do our customers all have in common? Pretty simple. They want the income, they want the freedom and they want the impact.

So let’s unpack this for a moment because while that sounds simple, this may not be. All that easy. When we look at revenue, a lot of our clients money is not their first motivator, but let’s be real here. If you’re not making money, this is not sustainable. It’s also the easiest way to measure business success, which is in direct correlation to our first, our third may.

Impact. So for now, just let’s agree that revenue is a powerful measure, but in the long run and even more powerful measure that we really need to pay attention to is profitability. Of course. And the other thing about revenues, it means proof of concept. It means what you do is working, which is really important.

So that’s revenue, but then freedom for most of our clients. Freedom is one of the biggest motivators when they started their business. Only, think about this only doing what you love and the rest of it, your team takes care of. And that’s often the thinking that beginning entrepreneurs have, except for most of them pretty quickly that being in business for yourself as anything, but.

Unless you figure out how to create a great leverage team and you become a respected leader for this team. So many of our clients are really brilliant at what they do, but they know they need more people on their team. And if they want to expand, treat and have more impact, they really have to get into this piece.

But whenever there’s a challenge, they keep stepping into. Working in their business versus just staying, working on their business. And you might wonder why. It’s, because most of them have not created a team that they can really trust. So how do we do that? It’s this thing that I call the holy business, Trinity, that we have to pay attention to because when your team is not performing the way that you need them to, we have to look at three really important variables.

One is the people. Do you have the right people on the bus? Two is the systems. Are you giving them the systems and the structures that they need to be successful? This means giving them the tools that help them implement your strategy and utilize their talents to help you level this thing up. And then three, of course, as leaders.

Are you the leader that will be able to challenge and support them so that they can bring their, a game to the table, help you build your vision, but you in turn have to be that leader that can really help them grow. And for any of you who are out. And you were having a hard time hiring onboarding, and really cutting down on your churn.

This part is huge. What is your RQ, which is your readiness quotient for helping your team members grow and keep raising the bar with you. Let’s unpack this a little bit more because people, and there’s a lot to be said about that, and you might think you only have control over two out of these three variables, but there’s a significant caveat.

If you don’t have the right people on your bus, all the systems and leadership in the world, aren’t going to change your outcome. So how do you know if your people are the right people? Now here’s an obvious one. If. Your culture is toxic. You have a lot of drama, backbiting, your team. Isn’t delivering, people are being resistant and sometimes outright contentious.

That’s no fun for everybody. And you and your team included, and it certainly doesn’t help you deliver stellar results. So this one is easy because everybody is in so much pain that you have to change it if you want to be successful. And if you don’t want to lose your good people on your.

If you have any left, that is so that’s, that one is pretty obvious, but then we get to the second one where things are pretty pleasant, but actually it’s lazy. So this is a sneaky one because everything seems fine on the outside. There’s no drama, generally. Everybody’s nice with each other, but for lack of better term, they are lazy.

And what that means is they’re set in their ways. They are too comfortable. They haven’t challenged themselves in a long time. And if you’re honest with yourself, their performance is lackluster and often has been declining steadily for some time. So this is sneaky because it often feels comfortable because you all have become like a big dysfunctional family and it’s not all bad, but certainly it’s not enabling you to when you are part of the problem, because.

You too have probably become too comfortable and maybe set in your ways. And if you’re being truthful here, this hasn’t really worked for some time now. So being too comfortable, here’s the issue when people are putting in the minimum effort required. It looks like they’re doing their job, but it certainly won’t put you or the rest of your team to to growth and this really the mindset that everybody needs to bring to the table.

So unless your team has a growth mindset and every person on your team has a plan for what that means for their specific role. When you’re getting ready to grow. At some point, the business will outgrow. And slow growth is often a painful indicator of that situation. So how do you figure this out as always, it starts with you, and this is really where the other two factors come into play that your systems and your leadership.

So you may have the right people, or you may not, we don’t even know that yet. And we won’t really know until we give them. We’ll give them. And you clarity because clarity is here is the key word, because without clear goals and expectations, they don’t have any clear targets. And if they don’t have any clear targets, you and they have really no idea what to measure performance thigh, you’re right.

People. Craving this clarity, they’ve been waiting for it since the day they joined your team and they will be super excited when you start sharing their brain with them because they will get the context that they need to understand the big picture and how they contribute to the overall company outcome.

And of course, that’s only the beginning, but this is really the foundation for everything. So we can’t make wine out of. And you ought to you yourself, your business, the rest of the team to make sure, first of all, that your team has the right DNA. And then you said that the right culture so that everybody has the right mindset, the right values standards, and the behaviors that will support the growth strategies that you’re going to bring to the table.

So you see, when we come back to. The main outcomes that you want for this business, which was revenue, freedom, and impact having the right people on your bus. Is non-negotiable sometimes it’s hard to make the decision around this, but without the right people, this is all a nonstarter. You will never get to the next level of revenue goals.

You will never have the freedom that you want, and you certainly won’t have the, you won’t be able to create the impact that you craving because you don’t have the support you need to make all this happen. So let’s look at systems a little bit. Yeah. Upfront, there are operational there’s. This is an important distinction there, operational systems, which is what’s working in your business or your leadership systems, which is working on the business.

And as your business evolves, both of these have to evolve with. So for operational systems, the most important ones are your KPIs, your key performance indicators and your SOP, your standard operating procedures. So hopefully you are super clear on your KPIs because that means what numbers define your performance.

And everybody, every business has a unique answer. But if you’re not clear about that, talk to your CFO, your CPA, your bookkeeper, whoever you have, who can help you manage your financial performance, talk to them and get really clear on this. You have to know your numbers. If you want to grow your business otherwise, what will you feel?

So your SLPs are your shared agreements and principles for how you do stuff in your company. We need a clear structure and we need to make sure that everybody uses the same structures and documents. Anything that hasn’t been documented before. Of course, this requires discipline and it’s a big step towards being a cohesive force as a team.

We all need to do things the same way. For anything, that’s a shared outcome. So we have to get really clear about what that is and we have to share it. And this may sound restrictive, but making things repeatable is part of what makes them scalable. We need to agree on what processes we use to get to our outcomes.

Sometimes it’s hard to get people to follow. And it’s yours and your leader’s job to let your team know why following protocol is so important. And look, you’ll have to say it over and over again because. If you don’t, people will just go with the path of least resistance, which is generally their own, which creates a lot of disparity over time.

So you have to tell them, you have to show them, you have to tell them again, and then probably do that another 25 times before it sinks in. But the more people get the why, like the context behind everything, the more willing they tend to be to follow along. Now the other systems, the leadership systems are how you get people to show up at their highest level, how they become high performers, how they own their outcomes, how they take on responsibility and show up at the highest level for you now to get all this stuff, to tie it together.

We want to look at this from this perspective, we want the four cornerstones to create a Bulletproof business. So the first part of it. Is crystal clear, detailed three-year strategic plan that serve as serves as your. And it gives your team not only the big picture for the company, but also a clear understanding of what that means to them, like how they fit into with what, why they’re there and how they contribute to the overall company direction.

And it what’s in it for them. So it’s the benefit of. Of doing this. The second thing is having a tight, specific, measurable operational plan that really helps everybody understand how they get from that highly conceptual 30,000 foot view of your vision down to the nitty gritty of that mean what that means for this year, what that means for this quarter, this week of this month, this week, this like today, so that the team works together as a cohesive force and.

Do it, they’re doing the right things at the right time so that they can deliver the best results. And there are many ways of creating an operational plan, but the big game changer happens when this operational plan is in full alignment with your vision when it’s based on a very clear company plan.

And when it becomes a collaborative project throughout all the layers of your team, because you need everybody to know what everybody else is. And there’s a couple of there’s the old way. And the new way of doing this the old way is delegating and people telling people what to do. And the newer way is.

Bringing in their full talent, their ideas and their inspiration to the table, because now this staff, when it’s their idea, they’re a whole lot more engaged and they’re going to do be a whole lot more likely to take ownership over the execution and delivery, which means accountability. And that’s what you really want.

So when you think about what builds that, that culture of accountability for you that you need so badly. Which one do you think works better? So this is the two principal guidelines here. And then the third one is your most important one for communication, but this is your meetings. Everybody loves to hate meetings.

But let’s be honest. It’s not really that meeting stuff is that we suck at running them. So your meetings really are the opportunity for you to focus and refocus your team. This should not be a boring redundant status update, but it should create focus, alignment, positive conflict collaboration. And really that cross departmental visibility and partnership.

So they need to be prepared. These meetings need to be prepared and really clearly structured and provide really stellar outcomes to be worth the tremendous investment and time of resources that they require. And many companies royally fail at doing this. And then the fourth thing is you are leadership practices, and this is really where the pedal hits the metal.

This is not only where you help your leaders hit their top performance, but you modeling it for them, helps them understand how they need to support their own teams. So that. This practice really cascades down through all the different layers of the company. Oftentimes the breakdown in overall team and company performance happens because between your mid-level managers and the rest of the team.

So this piece is really. Many people don’t like conflict and avoid conflict at all costs. So by the time they finally give their direct feedback, it’s often it’s too late and many issues that could have been avoided have taken their toll. So your ability to handle challenging conversation is in direct correlation to the size and quality of business that you can.

This is also your opportunity to build strong and loyal relationships with your team so that they’re emotionally connected and invested in the larger outcome. If you do this right, these practices will make the difference between having constant churn and your good team members being poached by other businesses and having a loyal, committed team who goes to the extra mile.

Whereas your. And who shows up for you if you do this wrong, or if you don’t do this at all, this can be the reason for why you will never be able to rely on your team and create the business of your dreams. Really. So we talked about revenue and freedom. What about that impact piece? Everything we’ve already talked about.

This is what supports impact. When you serve more patients, you exponentially scale your impact. When you add more people to the team you add more impact. But it’s not just about more. It’s also about the level of quality and the care that you deliver to whoever your customer is your patient, your team, your partner, your investor, like anybody who is touched by your business.

So you see part, if part of your purpose on this planet is serving your mission and creating positive impact. You owe it to yourself, you or to your family, your team, your community, and it really everybody else connected to. That you get the mentoring that you need just like Lorne was talking about so that you can be the very best leader for all these people who are, depending on you.

Everything that, got you here. And to get to that next level of business, it’s really time to kick it up a notch. There is no time like the present and we know not being decisive costs our clients a lot of time, money and impact. So what’s the fastest way and most effective way to get to your new level of.

It is invest in mentoring. So what we’ve done is my team. And I have set aside some time for you in the next few days to speak with you personally. There’s no cost for this on the call. What we’ll do is we’ll go over, what’s working, what’s not working and what may be standing in your way to really optimize your team and to get into growth mode.

So of course the slots are limited. So I would go to Bulletproof startups.com/apply right now and grab. And I will speak to you very soon. Very excited. Maybe it’s a month. Thank you very much. Thank you very much for that presentation. And just a quick question for you in your experience, what’s been the biggest issues that you have found that’s keeping practitioners from growing and how have you seen that?

They get in their own way the most Lorne. Okay, this is a, this is an easy one to answer because when I think about most of our clients, whether they’re practitioners or whether they’re in another business, but most pump people become entrepreneurs because they love what they do. And they’re really good at it.

And at some point they decide, Hey, I have to take this to another level. I want to have more impact. I want to impact more people, but that means they have to hire it. And that also means they have to start allowing that team to start actually taking things off their plate. And then, so they’re switching their role, right?

Because they come in as the practitioners, as the technicians, the people doing the work and the big shift happens when that’s not the important part anymore. It’s that mindset shift of now I’m instead of I’m contributing through. Or actually, if you’re contributing myself to, I am contributing through another group of people.

So that is letting go of control. That is really being able to share your head with people is influencing people in the positive way. It’s helping them create those major outcomes. So you go from being the doer to being the leader. And that’s a tough shift because this is your baby. You’ve been working on this for a long time for most of our clients, their results and the client experience is extremely important to them.

So they want to make sure it goes right. So that’s why, everything you talked about and I talked about is all about how did you create that team that really, that you can trust that has your back that’s forward-thinking that strategic that you don’t need to micromanage every. Because only when you feel like that, can you actually get out of the way, stop being the bottleneck and let your team do the stuff.

And look, as you get bigger, you want to make sure that you only hire people who are better than you, at least in their respective areas so that they can actually help you up level the company. Instead of having you be you who’s limiting the talent and ability. Thank you for that. Thank you very much for that.

Yeah. And Lorne, I’m curious since I was going to ask you, since, you have firsthand experience in what it’s like to go through Bulletproof startups and working with me, what’s been your favorite results so far I don’t know if you want to tell people where you came from and where you’re going with.

Yeah, I can totally address that in that, we get stuck. And so the biggest bottleneck is me. So I’m the bottleneck and that’s how I think successful people stay and become more successful is they don’t blame. They take responsibility. And so I was feeling tired, burnt out. And what I like.

Coaching and the program is now I have clarity, I’ve tapped into my vision and I’m not feeling stuck, so I’m excited to get, so I have the energy and what I find with coaching in your program and in general having mentors and coaches is the accountability responsibility, but if I could put it just as a, an easy way to understand it is we’re all living in these glass jars with labels on the outside facing.

So I’m stuck, but I don’t know why I’m stuck. If I did, I wouldn’t be stuck anymore. And having somebody who can look at my chart and read my label and give me direction. And so we started off our conversation that nobody reaches the top of the map. All by themselves, and everybody who’s successful.

There’s a team. And the idea here, and what I’m liking is that I’m investing in myself so I can be more supportive to my team. So we, as a collective, the whole is greater than the sum of its parts. So I’m looking for the collective for us to make an impact in the world. So we’re all making an impact and we’re using the entity, my clinic, as a view of.

To serve our purpose, our mission. And so it, it fulfills us and it financially it fulfills us and we come together for that. And it starts with me, the bottleneck, the leadership. And so I need more leadership skills. Hey Simone, thank you again so much for being on our show. We’re at our time.

So I want to thank you guys for joining to the point, and I want to remind you that next. Not next up. Yes. Next up on Friday, we have Shellie Goldstein. So make sure you tune into that.