Careforth’s Post

Hiring for a new role in your practice? I have some hard-won advice that will save you a lot of headache. Early in my practice, things were growing quickly. I was overwhelmed. I wanted to hire somebody that could: - Answer the phones - Manage the A/R - Deal with the minutiae So, I hired my first "Office Manager". She had previously worked in a medical office. I paid her really well, nearly 40% above her previous role. I gave her a list of tasks and timelines... ...and went on about my work. Pretty quickly I realized: - Tasks were getting missed - Mistakes were being made - My ideal standards weren't being met I also realized it was my fault. I had abdicated rather than delegated. Abdicate is just a fancy word for "dump". 𝐈𝐟 𝐈 𝐰𝐞𝐫𝐞 𝐭𝐨 𝐠𝐨 𝐛𝐚𝐜𝐤, 𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐟𝐨𝐮𝐫 𝐭𝐡𝐢𝐧𝐠𝐬 𝐈 𝐰𝐨𝐮𝐥𝐝 𝐝𝐨 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭𝐥𝐲: 1. Create SOPs for every task. Include step-by-step instructions, videos, checklists, and whatever else is needed. 2. Assign a key KPI to the role. This would be the core "North Star" metric that the role takes ownership of in the practice. 3. Set clear expectations of outcomes. Instead of just dropping tasks, I would paint a clear picture of the ideal measurable outcomes. 4. Coach consistently. If the employee isn't meeting standards, I would focus on empowering them to build the skills to own their role. ______ What's the biggest lesson you've learned the hard way with employees?

Great insights! Share your top three whys and reach out to see what Scott can do to support you!

opportunity

Executive Director position

✏️ Here at Ginger Desk, we understand the common challenges that many practitioners face when it comes to assigning tasks and seeking support. It's not uncommon to feel guilty, believe you can do it all, or even be unsure of what tasks to delegate to maximize your return on investment. 😬 The key to effective delegation is identifying the right tasks for each member of your team. 🌟 We need to be honest here, there is likely not one single person for all the jobs that you should be delegating as a practitioner. This unicorn doesn’t exist. 🦄 😊 So, you’re going to need to build a team to fully get the support you need.  On the highest level, we love to see practitioners who are able to properly scale their businesses. In our experience, we have seen that the practitioners who are most successful in scaling, often have a whole team of helpers behind the scenes. 🌟 There are 3 roles that they are quick to fill. These are:  1) Tech VA for marketing website updates 2) Bookkeeper and Accountant 3) Medical Administrative VA to handle all administrative tasks such as scheduling appointments, managing patient records, and handling all patient communications. Once you have these three in place, you’re on your way to practice success!

I am #Hiring for a bunch of open territories at AMFM Healthcare. You may be wondering if you should apply or not. Here are some things I am looking for in the people I hire. 1) Authenticity. I want to see you for you, not what you think I want to see. 2) Passion, drive, and growth oriented. In order to thrive on my team you have to want more. You have to have the desire to grow personally, and professionally. This doesn't mean you have to have a "book of business" to be on my team, just the desire to build one. 3) Mission driven, and ethical. I want you to LOVE behavioral health and being the piece of someone's journey of wellness. 4) Solution oriented. People on my team focus on solutions versus problems. This allows us to get to the next step versus staying stuck. 5) Honesty & Transparency. Own your mistakes. Own your growth areas. And learn from them. If this sounds like a team culture you want to be apart of let's connect. I am hiring for: Boston MA, NYC, Long Island, West Virginia, Eastern Shore of Maryland, and Atlanta Georgia.

Buckle up, folks. The #interview and #hiring process that I’ve seen is a disaster of epic proportions. So, what’s the issue? FOLLOW UP! 🤦🏼♀️ At a time where everyone is looking for a #therapist, we have organizations waiting MONTHS to contact candidates. If you are looking for #therapists to come INTO an office daily, I suggest quick follow up. They have plenty of options, and lack of follow up, tells them all they need to know. If you are in a C-suite position, ask your #leadership team about their timeline and challenge it. If your company isn’t following up within 48 hours and you want to hire, this should be marked as a priority. #nowhiring #openforwork #mentalhealth #recruiting

Opportunity Alert for Hiring Managers in the Medical Device Industry! 🌟 Are you on the lookout for dedicated professionals ready to dive into the expanding world of Medical Devices? The talent market is ripe with dynamic individuals seeking to contribute to growth and innovation in your sector. As a seasoned explorer of this realm, I'd like to extend my insights to those eager to fortify their teams with top talent: 1️⃣ Build Powerful Networks - The ultimate asset isn't just in what candidates know, but also in who they are connected to. By engaging on platforms like LinkedIn, you can tap into a wellspring of driven professionals. 2️⃣ Seek Continuous Learners - In an industry where technological and regulatory landscapes evolve rapidly, values candidates with a commitment to lifelong learning. They bring up-to-date knowledge and adaptability to your organization. 3️⃣ Look for Proven Impact - Professionals who can clearly demonstrate their contributions—and how these have propelled patient care or operational efficiency forward—are invaluable. They are the candidates who can truly align with your company's mission. Are you prepared to integrate these high-caliber individuals into your team and drive future medical breakthroughs? I am here to connect and cultivate meaningful partnerships that can supercharge your workforce. Let's discuss your strategies and experiences in attracting top talent in the comments below! 👇 #MedicalDeviceCareers #TalentAcquisition #HiringManagers #InnovationLeadership

I did travel physical therapy because I wanted to see the country with my wife. I took a break from clinical care in 2020 because I wanted to spend time with my mom who was on hospice at the start of Covid-19. I took a remote sales development job in 2021 because I wanted to see my daughter grow up. My decisions don’t resonate with everyone I speak to. That’s ok. Some are looking for better playing roles. Some are looking for career advancement. Some are looking for a better work-life balance. I’ve heard from no less than 20 clinical folks in the past few weeks looking for advice, connections, or resources. But mostly they are looking for validation. Leaving a career you’re deeply invested in and diving headfirst into something new is scary. Risking the financial security of the known for the hope of a better future is scary. Change is scary. But if I can do it, so can you. If you need interview advice, a connection or referral, or a friendly word of encouragement… let me know! #saassales #techforgood #growthmindset #careerchange #leadershipdevelopment

Hi Everyone, We are hiring for Student Success Manager / Student Relationship Managers for a Edtech firm Location: Remote Job Shift: Night Shift Experience Required: 2+ years of experience Employment Type: Full-time Reports To: Founder Job Summary: The Student Success Manager will work closely with students to help them set, pursue, and achieve their personal or professional goals. This role involves regular check-ins, providing motivation, offering constructive feedback, and holding students accountable to their commitments. The Student Success Manager will tailor their approach to meet the unique needs of each student, ensuring progress is made toward their desired outcomes. Key Responsibilities: Student Support: Engage with students to understand their goals, challenges, and motivations. Develop personalized action plans and strategies to help students achieve their objectives. Conduct regular one-on-one sessions with students to review progress, set new targets, and adjust plans as needed. Offer continuous encouragement, motivation, and feedback to keep students on track. Accountability: Hold students accountable for completing agreed-upon tasks and milestones. Monitor Student progress and provide reminders or follow-ups as necessary. Identify and address obstacles that may hinder students' progress. Goal Setting: Assist students in setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. Break down long-term goals into manageable steps and timelines. Reevaluate goals periodically to ensure they remain aligned with the Student’s priorities and circumstances. Coaching & Development: Employ various coaching techniques and methodologies to guide students toward success. Encourage self-reflection and personal growth in students. Provide tools, resources, and techniques to help students develop skills and habits that support their goals. Reporting & Documentation: Maintain accurate records of Student interactions, goals, progress, and outcomes. Prepare reports on Student progress and outcomes for review by supervisors or stakeholders. Keep up-to-date with coaching trends, tools, and best practices.   Interested candidates can share cv at preeti.s@1to10x.com #relationshipmanager #customersupportmanager #customerservicemanger #studentsuccessmanager