In today's competitive job market, it's crucial for practices to create employment packages that not only attract talented candidates but also keep them motivated during uncertain times. For a private practice, that often means you’ll be forced to decide if you can afford to offer a base salary when it becomes clear there are highly desirable candidates who simply aren’t interested in hourly compensation. 

In this podcast, I explore some strategies for finding a good balance between minimizing the risks associated with sky-high overhead costs and being able to entice clinicians who prefer stability in their compensation packages. We will explore ideas for creating a compensation structure that will allow you to hire the right people, make sure they’ll be willing to contribute fully as a part of your team and manage the financial risks so you can ensure long-term success for your organization.

This “highlight” is from a Q&A call with my Mastermind Gold group—a highly interactive, supportive group where people who have tons of questions and concerns about how to start, grow, or transition to a cash-based private practice get the answers, resources, and confidence they need to build the practice of their dreams. We have a group coaching call every week, and we occasionally use excerpts of those calls for this podcast.