{"id":7497,"date":"2026-02-24T09:29:43","date_gmt":"2026-02-24T15:29:43","guid":{"rendered":"https:\/\/pmaworks.com\/observations\/?p=7497"},"modified":"2026-03-12T09:40:44","modified_gmt":"2026-03-12T14:40:44","slug":"why-things-dont-get-done-in-your-chiropractic-and-healthcare-practice","status":"publish","type":"post","link":"https:\/\/pmaworks.com\/observations\/why-things-dont-get-done-in-your-chiropractic-and-healthcare-practice\/","title":{"rendered":"Why Things Don’t Get Done in Your Chiropractic and Healthcare Practice"},"content":{"rendered":"

\"everybody,<\/p>\n

The Importance of Goal Driven Job Checklists<\/strong><\/p>\n

Why don\u2019t things get done in a chiropractic practice – or any professional practice?<\/p>\n

It\u2019s rarely laziness. It\u2019s usually just a lack of clarity.<\/p>\n

Last week we discussed Accountability<\/strong> \u2014 and how it helps grow and sustain a practice.<\/p>\n

There is real science behind this, but it is sort of obvious. People perform better when they have something, or someone, giving them feedback!<\/p>\n

Like a coach! (Hi! Call me! \ud83d\udd90\ufe0f\ud83d\ude01)<\/p>\n

But in order to be accountable for something, you kinda need to know what it is that you are being accountable for.<\/p>\n

That\u2019s where the work activities break down.<\/p>\n

We say we want accountability \u2014 but we haven\u2019t clearly defined responsibility.<\/p>\n

That is why job descriptions matter.<\/p>\n

Most of these, the ones I have seen, are so confusing as to be impractical.<\/p>\n

A good job description defines what it is that you are responsible for\u2026and why. It defines the purpose of the job, its specific duties, and its outcomes.<\/p>\n

And those outcomes\u2026? You can measure them.<\/p>\n

With a good job description, a person knows what they are responsible for and they have the stats that shows them how they are doing.<\/p>\n

They can be their own manager!<\/p>\n

Now the CEO\/Clinic Director doesn\u2019t have to police. They get to coach and that\u2019s the culture we want.<\/p>\n

Here are the 4 parts of a Goal Driven job description, or what I call a Job Checklists:<\/p>\n

    \n
  1. Purpose of the job.<\/li>\n
  2. Duties of the job.<\/li>\n
  3. Outcomes of the job.<\/li>\n
  4. Statistics (metrics, Key Performance Indicators) of the job.<\/li>\n<\/ol>\n

    Here\u2019s a fast example:<\/p>\n

    = = =<\/p>\n

    Chiropractic Front Desk Coordinator<\/strong><\/p>\n

    \nPurpose<\/strong><\/p>\n

      \n
    1. Ensure that patients complete their programs by keeping their appointments.<\/li>\n
    2. Keep the appointment book full, rescheduled appointments to a minimum, and ensure patient flow is smooth and efficient.<\/li>\n<\/ol>\n

      Duties<\/strong><\/p>\n

        \n
      1. Always answered the phone with a smile.<\/li>\n
      2. Greeted every patient personally when they entered the office with a smile, by their first\/last name, as appropriate.<\/li>\n
      3. Followed clinic and office policies as outlined in our office manual.<\/li>\n
      4. Confirmed appointments as necessary for the next day’s schedule.<\/li>\n
      5. Ensured that all patients had a treatment plan and set multiple schedules off them<\/li>\n
      6. Ensured that the flow of patients never got jammed or “plugged up.” Got help when needed to “unplug” the flow.<\/li>\n
      7. Never let patients wait more than 15 minutes.<\/li>\n
      8. Asked for patient referrals each day.<\/li>\n
      9. \u2026<\/li>\n<\/ol>\n

        Outcomes<\/strong><\/p>\n

          \n
        1. All patients are scheduled for their appointments<\/li>\n
        2. All patients keeping their appointments.<\/li>\n<\/ol>\n

          Performance Monitors<\/strong><\/p>\n

            \n
          1. Percentage of Kept Appointments<\/li>\n
          2. Office Visits<\/li>\n<\/ol>\n

            This is a sample, but I am sure it comes close to what your front desk does\u2026 or should do.<\/p>\n

            = = =<\/p>\n

            Review your job checklist with your team monthly. Improve them and use them for training. You can co-coach each other!<\/p>\n

            But remember: responsibility comes before accountability.<\/strong><\/p>\n

            Help others take responsibility for achieving their goals.<\/p>\n