“What’s Wrong with a Chiropractic and Healthcare Personality Practice, He Asked?”

a group of women sitting at a chiropractic vendor booth waiting for potential clients to stop by and visitJust wrapped up an outstanding chiropractic convention put on by the Wisconsin Chiropractic Society here, you guessed it, in Wisconsin!

We enjoyed catching up with old friends, some we’ve known for decades. And making new friends.

For more on the Convention, you can check out our Facebook site, link below.

Personality Practice

While I was out listening to a presentation, I was told that a doctor dropped by the booth and asked about my book, The Goal Driven Business. He was told that it was about how to improve profits and outcomes by shifting from a personality-driven practice to one that was goal-driven. He felt that the personality practice was better.

I am sorry I wasn’t there to explain more – and hopefully he is reading this email.

Let me explain: A Personality Driven practice is propelled by the doctor’s behavior – their feelings, attitudes, and habits. What they personally do.

When opening a new office, the new business owner, of course, builds their new business on their behavior. It is their ambitious determination that is driving the initial growth of the practice. So, yes, a Personality Driven practice works at the launch of a new endeavor. What else is there? A dream, and the raw desire to manifest it.

So, the Personality-Driven practice works — at first.

However, after the practice is up and running, it needs to transition into a Goal Driven and systematized business.

The concept of a systematized business was hugely popular in the 1980s, thanks to Michael Gerber’s book, The E-Myth. In it, he says:

“The system runs the business. The people run the system.”

B. J. Palmer said something similar, much earlier. And he built a school that many of you may have attended. In his book, Up From Below the Bottom, he says:

“The size of a chiropractor’s business depends upon:

1st – His ability to notify people who he is, what he is, and where.

2nd – His systematization to take care of it as it grows and increases in volume.”

Gerber comically explains what happens when you don’t have systems running your business.

“If your business depends on you, you don’t own a business—you have a job. And it’s the worst job in the world because you’re working for a lunatic!”

–Making the Shift from Personality Driven to Goal Driven–

Making the SHIFT from a Personality Practice to a Goal Driven business is not easy. This is because you have established survival habits that have shown you that the practice depends on you, your feelings, attitudes, and overall behavior. You are the doctor, after all. You see the practice as DOCTOR-CENTERED.

A better approach, I recommend, is to keep it GOAL-CENTERED.

There are two echelons of goals to consider:

  1. Higher goals, including your purpose and “why.” This is your North Star.
  2. Practical goals, or outcomes. For example, you could have front desk goals (percentage of appointments kept), Billing and Collections goals (percentage of collections), and marketing goals (new patients and returning patients), and patient goals (patient completing tx program with an excellent review.)

Get your team on board with these goals. If you do, they can now help you put together the best approach to achieve your goals. These are the systems.

So: Personality Practice – YES! When starting a new business.

But once it is running, NO. Gradually back out and put in place goals and systems. And train your people on these.

For more details, read The Goal Driven Business.

If you want help with this, contact me. I’d love to help. (Been doing this for a while, so lots of tips!)

Services@pmaworks.com

Stay Goal Driven. Stay Free!

Ed

Photos of us and our friends at the Chiropractic Society of Wisconsin Fall Experience

Why Clear Roles Build a Stronger Chiropractic & Healthcare Practice

team players wearing staff hats front desk billing promotion marketing

Better teamwork, smoother operations, and improved patient care all start with clarity.

Years ago, I visited a chiropractic office where the doctor was frustrated: patients weren’t keeping appointments, and he blamed his front desk staff, “Sue.” The problem wasn’t effort—Sue was polite and friendly—but she had no clear job description, no checklist, and no real understanding of her responsibilities.

Once we clarified her role, outlined simple procedures, and scheduled regular reviews, the practice quickly improved. Patients kept their appointments, and both the doctor and Sue felt more confident and motivated.

This is a common issue: when roles are vague, results suffer. But when roles are clear, teams thrive.

The Three Elements of Every Role

According to the Goal Driven System, each role should include:

  1. Purpose – Why the role exists.
  2. Outcome – The measurable result it should achieve.
  3. Procedures – The specific actions to reach the outcome.

Example – Front Desk Role:

  • Purpose: Help patients achieve health goals by ensuring they stay on schedule.
  • Outcome: Patients consistently keeping appointments.
  • Procedures:
    • Greet every patient with a smile.
    • Answer the phone warmly.
    • Confirm each patient leaves with their next appointment scheduled.

 Action Steps for Your Practice

  1. Have every team member list their roles.
  2. Define the purpose, outcome, and 5–10 key procedures for each.
  3. Add measurable indicators (e.g., % kept appointments, total visits).
  4. Review and rehearse roles regularly, just like a winning sports team practices.

Clear roles create accountability, boost morale, and drive better patient care. Keep it simple, keep it consistent, and keep it fun.

Stay Goal Driven,

Ed

Want More New Patients in Your Chiropractic or Healthcare Practice? Start Here.

chiropractic team going over stats to improve care and service

Most doctors think the first step to getting more new patients is marketing. But that’s not always true.

Years ago, a large chiropractic office asked for help because their new patient numbers were slipping. After analyzing their situation, it was clear their promotions were weak—but the real problem went deeper.

The senior doctor, in practice for 20+ years, had become bored. Patient visits felt routine. Long-time staff were stuck in old habits. Meanwhile, the two younger doctors had enthusiasm but lacked confidence and experience.

We started by focusing on quality of care, not ads. The senior doctor began coaching the new doctors on cases and patient communication. Staff refreshed their service procedures and rehearsed ways to create a stronger patient experience.

The result? Without launching a single new promotion, new patients and visits went up. Only after that did we create a marketing calendar—because now they had something truly worth promoting.

The Lesson

Before you spend time and money on external promotions, make sure your practice delivers the kind of care that inspires patients to return and refer. Quality care and continuous improvement are the foundation of real growth.

As Stephen Covey said, “Sharpen the Saw”—renewal and improvement keep the drive alive.

Stay Goal Driven

Ed

Read the full article here: Goal Driven Blog

Improving Case Acceptance and Patient Follow-Through in Chiropractic Care

chiropractor discussing patient finances and treatment plan with patient

Seven tips to help others achieve their health goals.

I often read promotions from other chiropractors emphasizing the importance of “Day 2.”

And I have no argument about this.

However, I have known chiropractors who did well with a 3-day onboarding process, as well as a 1-day process.

Everyone does what they feel comfortable with. You should, too. But you should always strive to improve. This will show up in your statistics;

  • First Visits to New Patient Percent
  • Patient Visit Average (Retention – Visits/New Patients)

We routinely monitor these with our clients and discuss them monthly in our management meetings where we set up monthly strategies for improvement.

There are many details involved in setting up the best practice for onboarding patients. Again, everyone has an individualized approach.

I want to highlight seven factors that are sometimes overlooked.

In Chiropractic, It Starts With Trust

 

  1. Day 1. Before working on your Day 2, review your Day 1.Your prospective patient wants to know that you know them. Seek to really understand them and their complaint. It’s OK to go off script – what are you curious about?The byproduct of this, aside from learning about their condition, is establishing trust. By reason of your genuine curiosity, you demonstrate that you care about them as an individual, not just as a “new patient.”
  2. Specific. After day 1, you know them, their subjective complaint(s), and have discovered the objective cause.In your Report of Findings, you want to be specific about what is causing their issue. “Right here, Mrs. Jones, you have a subluxation at L-4, irritating your low back and hip.”This may not be the words you use (or might not be clinically correct). But your patient wants to know definitely what is causing their issue. Be as specific and as objective as possible.
  3. Certainty and Confidence. Communicate clearly with confidence your ability to help them get better. This begins the healing.
  4. Patient Financial Consultation: Prepare chiropractic payment agreement forms in advance, using insurance or cash details. Ideally, staff should meet with patients before treatment to outline payment options, agree on the best form of payment, schedule appointments, review procedures, and provide information about available family discounts. *(Contact Lisa for tips on this procedure. She’s an expert!)
  5. Flow Chart. List all the key procedures on Day 1, Day 2, and each day thereafter that you and your team will do to start a patient on a care program and keep them coming back to complete their care plan. Review this list with your team every two months, or more as needed.
  6. Practice. How does every athlete or musician maintain their edge, let alone improve? They practice! Set aside your ego and practice with one of your doctors or a staff member. Let everyone participate in improving the procedures. Use the flow chart as a guide.
  7. Manager. Your practice manager should work with you regularly to ensure that these steps are in place. We cover this on our Practice MBA this October. Consider enrolling them in this program.

There are certainly more steps involved — but they all rest upon the foundation of the trust you built on Day 1. If you have low conversion or if patients are dropping out of care, look to Day 1 first and then work forward from there.

Help patients achieve their health goals and…

Keep them Goal Driven,

Ed

*Shout out to Dr. Brad Glowacki and his seminar that goes deeply into Day 1 and Day 2. [Link]

Preventing Procedural Atrophy in Your Practice

eroded asphalt highway

In any business, routines and procedures can slowly be shortened, skipped, or abandoned. When this happens, quality slips, and the practice begins to decline. I call this Procedural Atrophy, a key concept from The Goal Driven Business.

When results falter, doctors often try new approaches. These may work temporarily, but without consistent systems, the same decline sets in again. This creates the Practice Roller Coaster—a cycle driven more by personality than by clear goals and structure.

Think back to what you did when your practice was thriving. Did you call new patients after their first visit? Hold morning team huddles? Run patient education classes, progress exams, or referral drives? Chances are, when numbers dip, it’s because those proven actions have slipped away. The solution is often simple: return to what worked before.

 Solution 1: Set the Standard – Quality

Stand out in a noisy world by being consistent and excellent. Define exactly what a successful patient outcome looks like—for example, a patient who pays, stays, refers, feels healthier, understands their care, and is happy with their results.

Then, create brief checklists that outline the essential procedures needed to achieve this. Examples include:

  • Day 1, Day 2, and ongoing patient steps
  • Collections
  • Internal and external marketing
  • Team communication and coordination
  • Leadership and management

These checklists keep your practice systematic, repeatable, and reliable.

 Solution 2: Accountability Reviews

Consistency requires feedback. Use monthly statistics, chart trends, and review them with your team or a coach. This ensures everyone stays focused and motivated. Just like in life, accountability keeps us on track.

Bottom line: What you provide for your patients, team, and community is valuable. Don’t let your practice erode through neglect of the basics. Stay consistent, keep improving, and remain Goal Driven.

Ed

Scripts are Secondary in Your Chiropractic and Healthcare Practice

female chiropractor discussing care plan with patient

Why Scripting Can Fail—and How to Make It Work

A script is a prepared set of phrases, questions, or responses designed to guide staff or doctors in patient interactions. Whether word-for-word or just an outline, scripts help keep communication consistent, especially for new team members. But even the best script can flop if it’s missing one thing—authentic human connection.

Connection Comes Before Words

Think of connection like a radio signal. A carrier wave must exist before any music or voice can be transmitted. Without it, nothing gets through. In patient care, that “carrier wave” is trust and genuine interest. If it’s missing, your words—no matter how polished—won’t land.

I once had a doctor greet me after a minor surgery with a cheerful, “I can’t tell you even had it done!” It was a nice line, but it felt canned. The delivery lacked authenticity, so the message didn’t connect.

How to Create the “Carrier Wave”

  • Be authentic – Avoid sounding rehearsed.
  • Be curious – Take a few extra seconds to ask a follow-up question.
  • Recognize the person – Make patients feel valued and respected.

When you connect first, your scripted lines gain power and meaning. Without it, patients may feel unheard, leading to fewer new-patient conversions, lower follow-through, and less word-of-mouth.

Using Scripts Effectively

  • Review and practice scripts every couple of months.
  • Role-play different delivery styles (bored, overexcited, glum) to sharpen awareness.
  • Use scripts to keep patient conversations moving forward, not to replace genuine interest.

Bottom line: Scripts are useful tools—but they only work if you first connect with the human being in front of you.

For more helpful business tips visit our Goal Driver Blog [LINK]

Ed

The Power of Intention in Your Chiropractic and Healthcare Practice

In the daily routine of healthcare—especially chiropractic work—it’s easy to get lost in the mechanics: forms, schedules, insurance, and technology. But behind all that is something far more important: people.

You’re not just working on bones or adjusting spines; you’re working with *life*. Your mindset, intention, and emotional presence directly impact your patients’ healing. Research supports this: for example, a British study found **a 61% improvement in outcomes** when providers maintained a positive, optimistic attitude.

Some healing modalities—like certain chiropractic techniques and practices like Reiki—explicitly incorporate intention as a key part of their method. This isn’t just theory; there’s growing scientific evidence supporting it.

Practical Ways to Use Intention in Your Practice

1. Present Time Consciousness
Before seeing each patient, take a brief moment to focus. Set a clear intention for their healing. One doctor used a subtle button sound to remind himself to be fully present.

2. Reinforce With Positivity
After adjustments, reinforce the moment with confident, uplifting words like “That adjustment felt great,” or “This is going to help.”

3. Leverage Collective Intention
Studies, including those by author Lynn McTaggart, show that intention becomes more powerful when shared by a group. Apply this by:

  • Partnering with patients– Get their buy-in and visualize outcomes together.
  • Team meetings – Discuss and send focused intention toward helping specific patients improve.
  • Group classes – Encourage collective healing energy and goal-setting among your patient community.

Intention isn’t fluff—it’s a tool backed by experience and research. Use it deliberately, involve others, and watch your results shift.

Read the full article with references at:  Goal Driven.com

Ed

Coaching Your Chiropractic and Healthcare Patients

Consider adding this to your Report of Findings

 

“Mrs. Jones, it will take 3 things to get better.”

Many, many years ago, I heard this from an extraordinarily successful chiropractic doctor. He invited me to observe him discuss this in a report of findings with one of his patients.

I sat on the side, next to his knee-chest table, and with the patient’s permission, observed, paid attention.

The first part of the report was typical: a review of the findings, an explanation of the condition, a treatment plan, and a description of the potential consequences of not treating the condition.

Pretty standard, even now.

Then, he told the patient: “Mrs. Jones, it will take 3 things to get better: Time. Repetition. Effort.”

He then went over each point. For example, it is obvious that it takes time to improve anything. It also requires repeated applications, such as painting a house, cleaning out a garage, or watering a garden.

But the last element he emphasized: Effort.

Any improvement takes work, he said, and gave examples. These included activities such as performing home exercises to improve their condition, attending a class on spinal fitness, and simply making it to the office to maintain their schedule.

He was an athletic doctor, and I believe this influenced his approach. He was coaching his patient, much like an athletic coach would motivate a player.

Yes, you are a well-educated, skilled, and caring doctor. But consider your role as a coach as well. You want to get your patient, as a “player,” to improve, and you know what it takes. You want them to win. So – you tell them!

They have a responsibility, just as you do. Seek your patient’s agreement on these three ingredients for a successful course of treatment, and remind them at approximately every 6 visits.

I have seen this work. It also applies to all aspects of our lives whenever we want to improve something.

In fact, I remind the offices we work with that these are the 3 factors needed to improve their business.

Educate your patients. But coach your chiropractic and healthcare patients on what it takes to get better, and that is:

  • Time
  • Repetition, and
  • Effort.

Keep caring, coaching, and stay Goal Driven.

Ed

He walked away when I asked, “Who is going to do it?”

distressed overwhelmed male business man When you are the bottleneck

Many years ago, I attended a large chiropractic conference. I was new to the profession and curious about how things worked.

One of the seminars at the conference was on how to generate new patients. There must have been several hundred in the room. The speaker was charismatic and had some sensible recommendations. The audience seemed enthused.

I was sitting in the back of the room. When the seminar was over, I was one of the first to leave and walk into the hallway where attendees began to cluster to discuss the presentation.

I remember one doctor in particular. He was tall and had his name tag with ribbons hanging down. I didn’t understand what the ribbons meant, but I figured he must have been important.

I asked him how he liked the seminar. He was deliberate, almost authoritative when he said that he liked it and was going to implement some marketing projects. I told him that I thought that was good.

But then, thinking about it, I asked him, “Who in your office is going to do it?”

I remember him looking down at me. He seemed perturbed, as if I had insulted him. He looked up and walked away. Didn’t say a word.

I’ll never forget it.

This was a long time ago, but it made an impression on me.

REMEMBER THE OLD MAXIM
“Do what you do best, and delegate all the rest.”

You can’t do it all.

In the beginning, when starting and growing your practice, yes, you pretty much had to do most everything.

But at some point, you must create other team members who are trained and motivated to share the load. I know practice owners know this, but it’s easier said than done.

This is why a manager is so vital to your practice. Your manager is the fulcrum point that helps you make a team. They are a servant to the team — as you are to your patients.

They help put in the systems that allow all your internal and external marketing procedures to be effective. And not just marketing. Standard procedures for patient retention, patient services, patient reimbursement, and so on.

They take the load off of you, so you are not the bottleneck!

We’ve found that most staff and managers are very willing and want to help their offices grow. But in most cases, they are not sure how, or how best to work with their team, or their doctor.

It is because of this we have developed our Practice MBA program.

Take time each week to train your team.

And for some of you, our manager training program is just what you need to answer the question,

“Who is going to do it?”

Stay Goal Driven,

Ed

P.S. Get on our Waitlist today to ensure you get a spot. First come first serve. Only 15 spots available this fall.  [LINK]

What Do You Stand For In Your Chiropractic and Healthcare Practice?”

grandfather and grandmother reading a book to a toddler and coddling another

In your chiropractic and health practice, it’s not what you do, it’s why you do it.

In chiropractic and healthcare practices, defining your brand hinges on your “Why”—the core purpose or passion driving your work, as emphasized by Simon Sinek’s Golden Circle concept.

While most can explain what they do and some how they do it, articulating why you do it sets you apart and inspires others.

Your “Why” stems from deep motivations like justice, love, or curiosity, not just analytics. To build a strong brand, identify what makes your practice unique compared to competitors, as Roy Spence suggests in It’s Not What You Sell, It’s What You Stand For.

Know your patients, yourself, and your competition to highlight what you offer that others can’t. Stay connected to your purpose to avoid burnout, as Jon Gordon notes, and boldly define and discuss your unique qualities with your team regularly to maintain a distinctive, meaningful brand.

Jump here to read the Goal Driven Newsletter in it’s entirety.  [LINK]

Ed

References:

* Virgil, a Roman poet, 19 B.C.
Simon Sinek – Golden Circle

Discipline Drives Chiropractic Practice Success

The Role of Discipline in Practice Success

Success in chiropractic or healthcare practices often correlates with discipline, much like weightlifting. While not universal, many successful doctors embrace the discomfort and effort required to achieve their goals, similar to consistent training.

Why Discipline Matters

Discipline means doing what’s necessary, even when it’s tough, and avoiding distractions or shortcuts. Like weightlifting or enduring hard work (e.g., the author’s father throwing sawdust down his shirt to toughen up for a grueling job), disciplined professionals push through challenges to achieve lasting success.

Jim Collins’ Insights on Discipline

In Good to Great, Jim Collins identifies discipline as key to transforming good businesses into great ones, applicable to chiropractic practices:

Disciplined People:

  • Leadership: Great leaders prioritize the practice’s success over personal gain, showing diligence and humility.
  • Team: Hire self-disciplined staff who don’t need micromanaging.

Disciplined Thought:

  • Face tough realities with courage while maintaining faith in long-term success.
  • Focus on what the practice is passionate about, excels at, and can profit from (Hedgehog Concept), avoiding distractions.

Disciplined Action:

  • Success comes from persistent, incremental efforts, like pushing a flywheel, not one grand action.
  • Stay focused on long-term goals, as greatness stems from disciplined choices, not circumstances.

Apply Discipline in Your Practice

Knowing what to do isn’t enough—discipline is executing it consistently. Embrace challenges, stay focused, and build momentum for lasting success.

Seize the Future,

Ed

Extreme Ownership for Your Chiropractic and Healthcare Practice and Job

Jocko Willink on stage Extreme Ownership

Jacko Willink, Navy SEAL

A few years ago, I participated in a community outreach project that provided education and other services to underprivileged children in Milwaukee.

My particular service was an athletic program for kids from 7 to 15 years old. Our class lasted an hour from 7 pm to 8 pm.

At the beginning of each class, I would bring up a word or a subject that we would discuss. For example, I might bring up the word “compassion,” “courage,” or even “study.” My thinking was that physical education was important, but it was also a doorway to other forms of education.

There was one evening in particular that remains unforgettable.

Most of the children were boys and were not always the most cooperative. They had tough daily lives and were often agitated at the beginning of our class. I was usually able to get them together at the beginning and get their attention.

This one evening, the word I wanted to discuss was “responsibility.” I asked the group if anyone could define it. I knew it might be a challenging one to define.

There was a pause. Some of the kids were talking and looking around. Suddenly, over on my left and in the back, a thin young boy raised his hand. I called on him. Everyone looked at him.

He said one word. “OWNERSHIP.”

The room became oddly quiet.

I hadn’t expected this definition. I asked him what he meant, and boy simply explained that when you take responsibility for something, you also take ownership for it. I told the boy that was a great definition and congratulated him!

The group and I discussed the concept for a few minutes and then went on with our exercises.

But I don’t think there could be a better definition of responsibility.

EXTREME OWNERSHIP

On our MBA program for chiropractors and other healthcare offices, we discuss responsibility – and how it applies to individual staff performance as well as patient compliance and retention.

We all watch a TED talk (link below) by Jocko Willink. Mr Willink is a Navy SEAL who describes an incident in combat in Iraq. It is a riveting story demonstrating how SEAL members take responsibility for their actions.

The name of his talk is Extreme Ownership. Here is an example:

“…. Unlike a team where no one takes ownership of the problems and therefore the problems never get solved, with us, everyone took ownership of their mistakes. Everyone took ownership of the problems. And when a team takes ownership of its problems, the problems get solved. And that is true on the battlefield. It is true in business and it is true in life.

“So I say, take ownership. Take extreme ownership. Don’t make excuses, don’t blame any other person or any other thing. Get control of your ego. Don’t hide your delicate pride from the truth. Take ownership of everything in your world, the good and the bad.

“Take ownership of your mistakes. Take ownership of your shortfalls, take ownership of your problems, and then take ownership of the solutions that will get those problems solved.

“Take ownership of your mission. Take ownership of your job, of your team, of your future and take ownership of your life.

“And lead. Lead. Lead yourself and your team and the people in your life. Lead them all.”

I’ll never forget that night. Or that boy, and the direct honesty in which he defined for all of us that night, responsibility.

Take ownership of your future. Encourage others to do the same.

Stay Goal Driven!

Ed

Video:

PS: Get on our waiting list for our next MBA program if you are interested. I will be sending you special information about practice management, leadership, and marketing.

SignUp Now for Fall 2025 Waitlist [LINK]

If you have any questions about creating a Goal Driven Business, just schedule a call or reply to this email.

Book a Session Today [LINK]

———————————————

goal driven business www.goaldriven.com

For more information on how to create a more profitable business that is more fun than what you are doing now, please purchase and then use the book.

The Goal Driven Business at www.GoalDriven.com

7 Steps to Creating Goal Driven Team Members

little boy with a red hat playing in a sandbox

“The devil loves an idle mind.”

THE TRICK to keeping your practice lively, fresh and fun — and profitable, is to have your team set their own goals. Then, help them achieve them.

Without creative goals, we all can get bored. Attention drifts and performance and service slip.

According to Self Determination Theory, people want to have their own game. They want a degree of autonomy to demonstrate their competence in an activity they can control. They want their own sandbox.

Working in alignment with others in a group, people also want to be part of a community that shares a larger purpose – and is going somewhere.

This concept can be applied to your practice. Here is an example:

Steu Smalley (Steu has two major roles)

  • Role: Billing and Collections. Goal: Collections, Collections Percent
  • Role: Financial Consultation. Goal: Number of patients who accepted care, Percent of accepted care

Roseanna Danna: (Roseanna Danna has two major roles.)

  • Role: Front Desk Coordinator. Goal: Total visits, Percent full capacity, Kept Appt. %
  • Role: Internal Marketing. Goal: Patient referrals, Reactivated patients

It is understood that each office area depends on other areas, so teamwork is essential. However, everyone can improve the outcomes in their area.

Here are 7 steps to implement individual goals achievement.

  1. Define roles and goals. Define the major roles, goals, and statistics for each team member.
  2. Past statistics. Review past statistics if available.
  3. Set goals and action steps. Each team member should write down their goals and action steps for the upcoming one to three months.
  4. Copy to you. Team members provide you with a copy of their goals.
  5. Team meeting. Each team member should state their goals and action steps at the monthly team meeting so that everyone knows each other’s goals.
  6. Follow-up coaching. During the month, check in with each team member using the form they filled out and check their progress. Coach them as needed.
  7. Repeat the process each month.

Implement this program gradually, starting with key positions.

This approach promotes responsibility, accountability, and constant improvement while focusing on business goals. And it makes work more enjoyable.

We teach this procedure in our Practice MBA program for managers and clinic directors.

If you want management and leadership training for you and your manager or manager-to-be, please sign up on our waitlist. I will send updates soon with unique information about key tips on practice leadership, management, and marketing.

Seize your goals in 2025!

Ed

PS. MBA 2025. We are starting a wait list for our next MBA program, which will begin in March. We only take a limited number of students, so if you are interested, please get on our wait list here. [LINK]

 

Improving Your Chiropractic Practice Team Meetings

Team meetings can be very effective at improving the quality and quantity of your services.

At best, they bring everyone into alignment with the goals of the practice. They can release energy that results in sometimes almost magical results. I have seen it!

Here are some key tips for improving chiropractic practice team meetings:

1. Set Clear Goals and Structure

    • Hold weekly meetings, ideally on Mondays to start the week strong
    • Limit meetings to 1 hour maximum
    • Create a consistent agenda covering key areas like practice goals, statistics, department updates, etc

2. Encourage Participation

  • Require all staff to attend and come prepared to participate actively
  • Allow time for each team member to report on their department
  • Create an open forum for discussion and suggestions

3.  Focus on Improvement

  • Review practice statistics and track progress on goals
  • Discuss what’s working well and what needs improvement
  • Develop action plans to address any issues

4. Boost Motivation

  • Start with positive affirmations or recognizing accomplishments
  • Highlight exceptional work by staff members
  • Share patient success stories to reinforce the practice’s mission

5. Maintain Professionalism

  • Avoid criticizing individuals or changing policies during meetings
  • End on a positive, inspirational note
  • Follow up on action items and “to-do” lists from previous meetings

By implementing these strategies, you can transform your team meetings into productive, energizing sessions that align your staff and drive practice growth. Regular, well-run meetings are crucial for improving communication, motivation, and overall practice performance.

Read the full article here:  https://www.goaldriven.com/post/improving-your-chiropractic-practice-team-meetings

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If your practice-building efforts aren’t taking you to your goals, there are reasons — many of which are hidden from you.

Find out what they are and how to sail to your next level by getting and implementing my book, The Goal Driven Business.

goal driven business www.goaldriven.com
 

The Goal Driven Business

goal driven business buy now button

The Chiropractic Patient Engagement Scale

group of goal driven patient focused people “The Chiropractic Patient Engagement Scale” outlines the importance of leadership and patient engagement in chiropractic practices. It emphasizes that effective management and leadership are crucial for the success of a practice, as they enable clinic directors to focus on leading rather than being bogged down by administrative tasks. The article highlights the role of leaders in providing trust, compassion, stability, and hope to both staff and patients.

I’ve put together a Leadership Scale that you can you use or make one of your own, and recommend that you review it often. You can go over it with your team and reflect on it – get everyone’s opinion on where the office ranks. You can also have individual doctors, providers, and departments rank themselves in terms of how well they provide leadership from their role.He also shares Fives Levels of Leadership Scale where you can rank your own office

Download the scale and read the full article here:

https://www.goaldriven.com/post/your-leadership-with-your-chiropractic-patients

Ed

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If your practice-building efforts aren’t taking you to your goals, there are reasons — many of which are hidden from you.

Find out what they are and how to sail to your next level by getting and implementing my book, The Goal Driven Business.

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The Goal Driven Business

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The Time I Asked a Doctor The “Who” Question?

woman multitasking in a chiropractic office

What is the who question?

It was at a large seminar. Maybe Parker, maybe a state convention, I don’t recall for sure. I was talking with some doctors I knew in the hallway when one of the sessions ended. The doors opened, and the doctors who attended the presentation began pouring out of the conference room. One of them joined us.

He eagerly discussed some new promotional projects he heard about in the session. He also said that he learned some new approaches to scheduling and billing. I was interested, so I asked him some questions. Once hearing about the ideas, I said that they sounded good.

But then I asked the WHO question: “Who is going to implement these new projects?”

He looked at me, suddenly changing his demeanor as if I had insulted him by asking him such an obvious and stupid question, and he walked away.

True story. But hey, that’s what we do at PM&A: ask the tough but obvious questions.

Time and time again, we have seen doctors and staff come back from seminars with useful information that never gets applied. And there is a reason for this.

THE MISSING “WHO”

The missing WHO is your manager.

Many practices do not have a functioning manager. And for those offices that do, their manager is usually not operating as fully as they could.

Every practice, whether large or small,  has a set of departments or roles. Minimally, these include:

  • front desk
  • billing and collections (patient accounts)
  • and the clinical services of the doctor or provider.

Beyond these, there is a boatload of other tasks that fall outside of the front desk, billing, and doctoring. Who does these? Who organizes these? Usually, the business owner, who is also the doctor, does.

Dealing with these tasks can take up valuable time and energy. And this is expensive. It costs more than most business owners realize. What is a clinical hour worth? $500, $1,000, $2,000. Having the doctor spend time on non-clinical or non-growth-oriented leadership projects is expensive!

There are so many benefits for a practice to have a manager that I have long considered why doctors and business owners don’t create and invest in this position. Even on a part-time basis, it makes practical sense.

I think these are some of the reasons:

  1. Reluctance to delegate: Starting a practice as an entrepreneur, many practice owners are accustomed to handling all aspects of their business themselves and may find it difficult to relinquish control over certain tasks and responsibilities.
  2. Lack of awareness: Some practice owners may not fully appreciate the potential benefits and return on investment that a skilled manager can bring to their practice.
  3. Misconceptions and uncertainties about the role: Is the manager our billing assistant, our accountant, or a glorified assistant? Can my spouse or daughter be the manager? What are their job duties?
  4. Overestimation of current efficiency: Business owners might believe their current operations are running smoothly enough without a trained manager.
  5. Concerns about team dynamics: when someone takes on the role of manager improperly, they can disrupt the team’s harmony.

And especially,

  1. Where can I train my staff member to be a skilled manager?

Because of these reasons, and a few more, we have launched our manager training program. I encourage all practice owners to create the manager position in their practice and then support it. If you are ready, I encourage you to consider our manager training program.

Our program starts the week after Labor Day and is filling up. Let us know if you are interested, and let’s talk soon.

Ed

“Based on our largest global study of the future of work, Gallup finds that the quality of managers and team leaders is the single biggest factor in your organization’s long-term success.”

It’s the Manager, by Jim Clifton and Jim Harter

Unexpected Successes in Practice

smiling woman with a stack of binders and books

Why Your Chiropractic Patients and Practice Can Improve in Multiple Ways

If you continue to work on improvement, you will see results. That’s just physics — a reduction of Newton’s laws, which state that causes create effects.

And if you keep improving what you are doing to make the improvements, the results will be even better. That, too, is physics. (See pages 47 and 256 of the Goal Driven Business!)

However, the results may not always be what you expect, at least not at first.

For example, you start adjusting your patient for their lower back pain. When they started with you, they also had a limp. After several visits, they stopped limping, but their back pain, while better, was still annoying. In time, their back pain was relieved as they continued with their care.

But what about the fact that their limp is gone, their gate is excellent, and they can walk and even run more easily? Didn’t anyone notice?

I mentioned this to someone who coaches people on weight loss. She understood immediately what I said. She referred to it as Non-Scale Victories. NSV’s, she called it!

THE CAUSE OF NONLINEAR POSITIVE RESULTS IN PRACTICE

I have been following the graduates of our first Practice MBA program carefully. I am delighted with the results, but they were not entirely what I expected. I had expected and hoped that practice numbers would increase! Well, this has been happening, in fact, in some cases, Best Evers in years.

But other pleasant surprises have been showing up. For example, chiropractic doctors mention how their offices are calmer and friendlier than before. Another acupuncture office is successfully bringing on a second associate, and another is expanding its marketing reach in entirely new and innovative ways. Even old system problems that have been buried for years are arising and getting resolved.

These and other practice improvements were not directly addressed in our training. I have been consulting for over 30 years and have never seen results like this.

I was at first puzzled by what was happening. I think I finally figured it out. Here are three reasons:

  • The Hidden Ripple Effect. Imagine a pebble dropped into a calm pond. The initial splash is visible, but the ripples extend far beyond the point of impact.
  • Holistic Growth. Improvement is rarely isolated. Improving one component in a system improves other elements.
  • Consistent Weekly Improvement. This is the biggest reason. The function of management and leadership in a practice is powerful, even if only worked on for a few hours per week. This is what we did for over 3 months, both doctor, manager and the team.

Imagine what would happen if you stuck to your exercise program consistently for a year! Yes, you might lose weight, build muscle, and improve your agility. But can you imagine how it might also affect other areas of your life?

But, like exercise, practice improvement gets put off too often. We focus on urgent practice issues, but because improvement, while important, is NOT urgent, we can tend to put it off.

UNSEEN BENEFITS: THERE ARE MORE SUCCESSES IN PRACTICE THAN WE ACKNOWLEDGE

We also aren’t inclined to notice nonlinear beneficial outcomes.

  • Our Instinct is to Look for the Negative. The sympathetic nervous system that governs our fight or flight response has evolved over the millennium as a survival mechanism. We are looking for poisonous snakes on the road and other possible threats.
  • We Also Have Tunnel Vision. We tend to focus on just our specific goals. This is essential but limits our perspective. We miss peripheral benefits.

So, one of the lessons I have learned from our Practice MBA program is that if we continue to work ON improving our practice and ourselves, if we just keep at it, successes will occur – often in multiple areas. When they do, they should be recognized and appreciated.

Keep improving – your office, your patients, and yourself!

That’s our goal!

Ed

How Responsible is Your Chiropractic Healthcare Office?

take responsibility for what you care for

Responsibility Scale – Ownership or Spectator?

A few years ago, I was teaching an exercise program to a group of underprivileged kids ranging from 8 to 13 years old.

The program was part of a larger volunteer program run out of an old, dilapidated church. The kids came from a very rough environment. Keeping them focused in class was challenging, and getting them to participate was even harder.

I would start the class by going over a virtue. This might include kindness, cleanliness, honesty, or discipline. When I asked the group questions, no one would usually answer.

Except for this one time.

I asked the children what the word “responsibility” meant. In the back row – I had them all standing in rows – one scruffy-looking boy, about 10, immediately raised his hand and said: “Ownership.”

“Ownership.” I was stunned. Not only did someone answer, and quickly, but what a perfect definition!

RESPONSIBILITY IS OWNERSHIP

Responsibility is taking ownership. It is saying “I caused that.” “That is mine.” It could also be saying, “I didn’t cause that.”

It is not deferring to excuses or outside forces. Sure, there are many things outside your zone of control for which you cannot take responsibility. But your job and the group you work with are within your limits. If the office is not doing well, don’t blame it on your childhood, Spring Break, or Taylor Swift.

As an employer, you should encourage your team to take responsibility. Their job, or department, is their sandbox, too. Encourage them to offer suggestions for the entire practice as well – and listen to them.

And on the other hand, all employees are stakeholders. They aren’t working for a large and well-funded corporation or government agency. How they perform each day determines how the entire office will perform.

And something else: a friend of mine says: “Everyone is on commission, but most just don’t know it.”

CHIROPRACTIC HEALTHCARE PRACTICE OWNERSHIP

We discussed the concept of responsibility and ownership in our Chiropractic Healthcare Practice MBA program by reviewing Jacko Willink’s book, Extreme Ownership.

Some managers played it for their team meetings. I recommend you do it as well. (The link is below.)

No doubt, we all take responsibility and ownership for our work. We are professionals. Sometimes, however, our determination can slip. When you notice yourself complaining about things, know that you are slipping! Complaining IS a form of responsibility, but just a very low form.

A scale of responsibility might look something like this:

SCALE OF RESPONSIBILITY

Extreme Ownership
Ownership
Spectator
Complainer
Blamer
Apathetic

Here is a quote from Jocko Willink, and I recommend watching a clip from his TED talk with your team.

“Implementing Extreme Ownership requires checking your ego and operating with a high degree of humility. Admitting mistakes, taking ownership, and developing a plan to overcome challenges are integral to any successful team.”

― Jocko Willink, Extreme Ownership: How U.S. Navy SEALs Lead and Win

Stay Goal Driven,

Ed

TED Talk. Jacko Willink. Extreme Ownership. ( 13 Minutes)

—————————————————-

If your practice building efforts aren’t taking you to your goals,

there are reasons — many of which are hidden from you.

Find out what they are and how to sail to your next level by getting and implementing my new book, The Goal Driven Business.

goal driven business book for CEO and Office Managers by Edward W Petty.

The Goal Driven Business, By Edward Petty

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Goal Driven Time Management Skills

chiropractic or small business time management skills calendar

You may delay, but time will not.
Benjamin Franklin

Time is your most precious resource.

How you use it makes all the difference in your progress toward your practice goals.

I still remember my father remarking on my 5th-grade report card. On the back of the card was a space for comments from the teacher. The comment was something about: “Edward would do better if he did less daydreaming.”

This “comment” has haunted me all my life. I daydream. I admit it. Sometimes, this is good – I learn something new. But the challenge is not wasting the time I need to complete projects.

Goal Driven time management procedures allow us to get more done during our day’s working hours. And even though we all are familiar with the principles and techniques of time management, it helps to review them occasionally.

Here are a few techniques I have learned from others that help me. Maybe they can help you too.

GOAL DRIVEN TIME MANAGEMENT PROCEDURES IN YOUR
CHIROPRACTIC HEALTHCARE PRACTICE

Breaks. Don’t feel guilty. We all need to take breaks — a short one every couple hours or so, longer ones every day, longer ones even still every week, and so on. Breaks are a physiological and mental requirement discussed in an insightful book called The Power of Full Engagement by Jim Loehr. Just schedule your breaks.

Scheduling blocks. As a chiropractor and health care provider, you naturally block off time periods to see patients. You can use the same concept for team meetings, individual conferences, and “paperwork.”

Goal Driven. Each time block should have a goal. The work you must do and the procedures you use should all focus on the desired outcomes.

No interruptions. As harsh as this may sound, unless there are emergencies, don’t allow yourself to be distracted during the block of time dedicated to doing your work. Schedule a brief period during the day to return to the unplanned issues.

Cluster booking. Schedule blocks of time for similar activities close together. The general idea is to keep you doing what you are doing until you are done. For example, seeing 3 patients and then waiting for 10 minutes before seeing 3 more slows you down and takes you out of the Flow. The idea of Flow is not new but recently refreshed by Mihaly Csikszentmihalyi in his book, FLOW. Flow is a mental experience when you are so lost in your work that nothing else matters – you are in the Zone. It is when you are “Lost in Service.”

Cluster booking can also be applied to other services: specific therapies or rehab, a Thursday morning for seniors, or a Mom’s Saturday morning with kids. Once you are in the Flow, you become more productive.

Prioritize: Take care of the Important and Urgent tasks as you must, of course. But do not neglect the Important but Not Urgent projects. This comes from Stephen Covey’s book, The 7 Habits of Highly Successful People, and Eisenhower before him. Covey notes that the more time spent on Important but Not Urgent projects, the less time needed for urgent matters.

Sort out the tasks – The 4 D’s. As you review your inbox or new tasks that come up, sort them along these guidelines:

  • Do them now.
  • Delegate them.
  • Delay them.
  • Dump them.

Many of these points, and others, are covered in my book, The Goal Driven Business. We also worked these over in our Practice MBA program.

Yes, I still daydream. I recommend it. But now, I just schedule it!

Seize your future,

Ed

—————————————————-

If your practice building efforts aren’t taking you to your goals, there are reasons — many of which are hidden from you.

Find out what they are and how to sail to your next level by getting and implementing my new book, The Goal Driven Business.

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The Goal Driven Business,  By Edward Petty

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