TheProfitablePractice

It’s probably the least favourite part of any health professional’s job. Having to cold call a referral?

For many of us, we don’t need to do it very often, if at all. But, for many health businesses, it’s a regular occurrence.

Simply put, a doctor, a specialist, other health professional amongst many other referral sources, sends a referral to a practitioner or health business and asks them to call the client, see the client and help them from there.

The real challenge is that this is basically a cold call from yourself or your team to a potential new client and regardless of how well that person was informed about yourselves, there is ultimately no real authority or expertise with that referral and the person receiving the call will always feel like a cold call referral.

It’s challenging. It opens up resistance from ourselves and the potential client on so many levels. No one likes sales calls, and no one likes a cold call. But in many circumstances, it needs to occur.

If you need to do it, then at least do it the right way. Start the relationship on the right foot and in the right way and there are several key aspects that are crucial to ensure you get it right each and every time.

No one likes to sell like a used-car salesman (no criticism there) so grab this powerful podcast episode where I work directly with several clients on how to take control, act in the right way, and always get the best result for yourself and the client.

Why is it that everyone wants to be motivated? Motivational speakers. Motivational quotes. Motivation and inspiration everywhere.

Apparently, it leads to more success. That’s actually not true.

Motivation is often BS. Success actually comes when you’re not motivated.

You see it’s all linked to habits and self-discipline and there’s an intricate balance that most people get completely wrong.

Yet, with the right self-discipline and the right habits, success will always exceed your habits and motivation is not actually needed.

Grab the details now and make sure you don’t get fooled by all of this motivation that surrounds us all the time.

One of biggest challenges a team can face is being able to move clients onto other practitioners when some practitioner’s diaries get too full.

It’s also a common occurrence for when successful allied health professionals and business owners need to grow their team and transition new clients onto the new therapist.

Unfortunately, it can be a somewhat daunting task and one that many practitioners get wrong. Not through any fault of their own, but just because it is a delicate situation that they have never been trained in.

You see, everyone wants to see the practitioner they were told they would see. Whether it was a family member, doctor or any other referral source, the trust lies with the person’s name that they were told to go and see.

But if that practitioner’s diary is completely full, no chance for them to be seen etc., then ultimately, we need to be able to ensure they get the appropriate treatment, an amazing experience and fantastic solution at the earliest possible time.

There’s a very simple way that this can be achieved and the model we work from ensures that it works perfectly from an ethical standpoint with the client’s needs at the forefront of what we say and do.

The best news is that the client gets everything they need. The business is able to grow. The team members feel supported, confident and in control. Everyone wins.

This great podcast as a talk with one of our clients about how he can leverage this model himself and transition more successfully, more of his clients from himself onto his latest team member.

So, you’ve got a new team member on board. That’s great news. Your confident they are a great fit. Everything is going well.

But you’ve just realised that you now need to grow their diary, increase their client load, and improve them in many areas both personally and professionally.

The dilemma many health business owners face every time they bring on a new team member.

Getting the marketing right of a new team member is crucial if your wanting success, especially if you’re wanting a fast successful and profitable start in the first few weeks.

The good news is there are several key strategies you can implement that will ensure much better success with initial marketing of the new team member as well as key improvements in their retention and relationship management moving forward.

Here is a great podcast with a discussion between 3 health business owners on the best ways and successful strategies to get the most benefit and fast start success for all new team members that come into your business.

What the heck does mashed potato have to do with being successful in business?

Well, there’s a very simple story and correlation that you’ll soon find out.

The challenge is my wife will probably kill me if she listens to this podcast.

Ultimately, making good mashed potato is exactly the same as being good in the tasks and roles needed to be successful in business.

Take a listen now and know that this is probably the last podcast I do, if my wife is to listen to me telling this story.

One of the keys to success, when you bring on a new team member, is ensuring you get the right rhyme and set up from the start.

In the health and medical industry, we tend to see 1 of 2 things occur.

Either the business owner is unsure how to onboard a new team member, improve their soft skills and relationship management, and certainly aren’t sure how to best improve their retention, and rarely is there any strong marketing done for that team member.

All the other end of the spectrum is that they are thrown in the deep end, seeing tonnes of clients, expected to upskill quickly and often financial bonuses are put in place to ensure this occurs quickly.

The challenge is, neither of these approaches are the best way forward. We must get the whelm and flow right.

Health business owner Jesse Ferguson, he’s bringing on another team member. We cover off in this discussion the direct pathway and onboarding system that will help him to improve his new team members soft skills and ensure the best avenue of relationship management is put in place. There’s also the strong focus needed in the retention of clients as well as the pathway structure that needs to be developed and the strong and effective initial marketing that’s required for a new team member.

A powerful discussion with some key steps that you always need to keep in mind when onboarding and marketing a new team member in your business.

It’s interesting watching the world events at the moment and how various leaders respond.

It’s actually even more interesting to see many people’s comments and ideas around what makes a good leader when placed in challenging conditions.

It’s actually a very simple way of ensuring good leadership occurs in adverse situations but it’s often not spoken about in many circles …, particularly with some of the comments flying around on social media.

In adversity, leaders have different roles and heightened avenues that they need to fulfill and it’s crucial for success for them to get this right.

Enough writing on here. Dive in now and find out how you truly do display great leadership when faced with adversity.

There are always the sometimes-challenging situations around discussing pay and salary with potential new team members as well as professional development and the role they may well be stepping into with your team.

It can also be unsettling if its your first or second ever hire.

But what if you’re the business owner that’s also about to go away on a 3-month trip around the country as your bringing on your first team member.

Not only are there a lot of pressures and heightened anxiety and emotions, but there’s also some fundamental points that need to be addressed and completed in addition to just a normal new person hire process.

This podcast is a short version of a discussion I had with a health business owner, who is about to go on 3 months leave as they hire their new and first team member.

Follow the steps. Stick to the process. And trust the implementation. When you get the right person and follow the right system, nothing but success lies ahead as you’ll see in this episode right now.

It might seem strange to have conflict in a sentence that’s about getting an advantage but it’s very true.

There are some distinct and easy opportunities for everyone to be able to have multiple advantages for when various conflicts occur.

Were not talking about preying on negativity or capitalising on other people’s misfortune either.

But whether it’s a world war or a conflict in a business, there are some simple avenues to make sure that you can use that conflict to your advantage.

So, jump into the podcast right now and make sure you can take every advantage and opportunity from the conflicts that are around you right now.

Understanding the effects of stress, stress management and team members health is crucial to optimising team performance.

Adding that into the mix with better understanding of their behavioural profiles and the identification of opportunities for growth also is critical for success of your team. Matt Vaughan is a Corporate Health and Wellness Expert from New Zealand who has spent many years in professional sport throughout the UK, Australia and New Zealand and has a wealth of knowledge and understanding about how to optimise people and teams’ performance.

Jump into this podcast to hear more about how to work with various behavioural profiles, manage stress and manage the effects of stress and anxiety in the workplace as well as the health effects on team culture and performance and the opportunities that can be gained by having a better understanding of these areas.