254 Do we Hire or Train Part 2

Welcome to the KC CHIROpulse Podcast.  

This week’s topic: When do we fire and when do we train!

The KC CHIROpulse Podcast is designed for Chiropractic professionals ready to elevate their practice to new heights.  This week, the show is hosted by Kats Consultants’ coaches Dr Michael Perusich and Marisa Mateja, seasoned experts in Chiropractic business management.  This podcast provides invaluable insights and actionable strategies to help you create a flourishing and sustainable Chiropractic business.

In this first of two episode series, we discuss:

• Why your business requires momentum from the team
• Why you get what you tolerate from certain employees
• How the hiring process should focus on business return not tasks
• Why keeping the wrong people too long is really damaging your practice
• …and so much more…

In each episode of KC CHIROpulse, we delve into crucial aspects of building a successful Chiropractic practice, covering topics such as establishing a strong foundation, adopting a patient-centric approach, mastering marketing techniques, achieving financial fitness, fostering effective team building and leadership, integrating technology and innovation, and navigating common challenges in the field.

Whether you're a seasoned chiropractor or just starting your practice, the KC CHIROpulse Podcast offers a wealth of knowledge and personalized practical advice to help you navigate the intricate world of Chiropractic business. Join us on this journey as we explore proven strategies, share success stories, and connect with industry experts to empower you in your pursuit of building a thriving Chiropractic practice.

Don't miss out on the latest insights and expert guidance. Subscribe now and unlock the secrets to taking your Chiropractic practice to the next level. Your success is our priority at Kats Chiropractic Business Advisors.

DISCLAIMER:  The information presented in this broadcast is for educational purposes only and is not intended to offer legal, investment, accounting, or medical advice, and represents the opinions of the speakers.  Seek the consultation of a professional for advice in those areas. And remember…your results using this information may be different than described.

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Transcript

Do We Hire or Fire Part 2

Fire or Train Mindset

[00:00:00] 

Dr. Michael Perusich: doctors, when do you fire and when do you train? Hi everybody. Welcome to the KC ChiroPulse po woo, the KC ChiroPulse podcast. That's a tongue twister, apparently brought to you by Kats Consultants, bringing you strategies for your practice that are second to none. We are in the middle of a two part series.

I guess we're in the second half of the two part series. Yep. And we've been talking about building a team that drives revenue. So it's all about who we hire. Are we hiring winners? Are we hiring people who are just going to give us negative outcomes? So today we're gonna kind of spin off in a little bit different direction.

We're gonna kind of have some fun today actually. Yes. , When it's time to fire somebody really is kind of a black and white decision, honestly. 

Marisa Mateja: No debate. 

Dr. Michael Perusich: , What's that? 

Marisa Mateja: No debate. Just, 

Dr. Michael Perusich: yeah, there's just, there's no debate to it. Yeah. You know? And it comes down to our culture. What kind of culture are we creating?

Because culture is what wins out every time in our practices. And are we building [00:01:00] a culture of a bunch of individuals who just run around and, and do their own thing? Are they working against you or are they helping you drive your vision and your profitability and your practice? And if they're not they probably need to go play on a different team.

Marisa Mateja: Absolutely. And you nailed it right there. Are they. Producing towards your vision. 

Dr. Michael Perusich: Right. 

Marisa Mateja: I feel like that's such a big thing in our practices. Are they doing their own thing? Absolutely. They need to go then that's not somebody we want on our team, you know? Yeah. So, we've kind of defined several different types of individuals that are the no debate.

Let's cut 'em. Yeah. 

Dr. Michael Perusich: Yeah. Let's 

Marisa Mateja: get outta here. Let's, 

Dr. Michael Perusich: yeah. And they're types. I think you guys out there listening, I think you'll recognize a lot of these. 

Marisa Mateja: Yeah, absolutely. So,, you wanna dive into these, let's see, let's just start. 

No Debate Bad Fits

Marisa Mateja: Number one, the negativity engine. Oh 

Dr. Michael Perusich: yeah. This 

Marisa Mateja: is a good one. Is that the [00:02:00] chronic complainer on your, and 

Dr. Michael Perusich: they question everything.

Marisa Mateja: Everything. And they support. Nothing. 

Dr. Michael Perusich: Nothing. And and what do they wanna do? They just, they drain the energy out of the entire team. 

Marisa Mateja: Absolutely. And we just can't have somebody like that on our practice or in our practice. Right. If they are draining everybody, do you wanna come to work? Do you want to deal with them every day?

No. No. So you have to be able to identify these people that. If there's a pattern there that they're creating this negativity engine in your practice, they're complaining, they're questioning, they're, they're really just not participating well on your team. They gotta go. We just had one like this. 

Dr. Michael Perusich: Yeah, we did.

And you know, you, you can't out coach pessimism. You just can't get past it. What's the opposite of [00:03:00] pessimism? It's optimism. Mm-hmm. You can't coach optimism either. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: You know, people are either gonna be pessimistic or optimistic. And who do you want on your team? Well, you know, hopefully it's obvious.

Hopefully you want optimistic people. What we have to realize is how quickly negativity spreads amongst our team. It's like a, it's like an inferno. 

Marisa Mateja: It is. And it, it just creeps into everybody. And the next thing you know. Everybody on the team has this bad attitude and this, they're all questioning stuff because this person's spurring the engine ahead.

Yeah. You know, they're, they're putting that coal on that fire and they're, they're driving all that stuff. So you have to be careful because it spreads fast. Negativity can spread so quick through your team and what happens then you've got others that wanna quit. They don't want to be on the team 

Dr. Michael Perusich: and it's your A players that wanna quit.

Marisa Mateja: Yeah, because they don't want the negativity because more than likely they're not the pessimist. They're an optimist. Right. And that's a [00:04:00] very hard balance to create. They don't 

Dr. Michael Perusich: it. 

Marisa Mateja: Yeah. Very hard. So the negativity engine or the constant complainer can really drag down a practice very quickly.

Dr. Michael Perusich: And I love, I love that term, neg the negative engine.

Marisa Mateja: That's right. We don't want them on our team. , We want some optimism. We gotta have some light, if you will. In our practice, we need people bringing in light to our patients and bringing them energy because that negative complainer. Also takes our patients down. You just might not see it. It does.

Until they're off the team. And then what happens is then your patients speak up to you and say, oh my gosh. So glad you got rid of that person. Right. And we don't even realize it's been so bad. 

Dr. Michael Perusich: Yeah. We, we, one time we didn't realize how bad it was and you don't. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: But the patient perception of an employee, we had one time.

I remember I had a couple patients come in, hadn't seen them for a while, [00:05:00] and the first thing outta their mouth was, well, glad you got rid of that person. Now I can come back. I'm like, oh my gosh. Why didn't you let us know? 

Marisa Mateja: Well, because our patients are scared to tell us those kind of things until after the fact.

And That's right, 

Dr. Michael Perusich: because they don't know how we feel about them. 

Marisa Mateja: Yeah. And I don't know about you, but I've never seen a, a, we'll call it the negativity engine, leave the practice and that practice not go up. 

Dr. Michael Perusich: Happens every time 

Marisa Mateja: there's a, 

Dr. Michael Perusich: every single time 

Marisa Mateja: there, something that lifts and then all of a sudden that practice is on fire again.

It happens every time. 

Dr. Michael Perusich: Every time. 

Marisa Mateja: So that's number one. 

Dr. Michael Perusich: Okay. Number two, the lone wolf. This is the person that wants to do everything their way 

Marisa Mateja: and. They don't wanna collaborate with anybody. They don't wanna share knowledge with anybody. That means they're not going to help train other individuals because they're scared that their knowledge is the gotta be protected almost.

Dr. Michael Perusich: Yeah. And they wind up undermining [00:06:00] the cohesion of the entire team. 

Marisa Mateja: Absolutely. 

Dr. Michael Perusich: And the lone wolf. I mean, it's, think of your team. This is a funny analogy. Think of your team as a bunch of chickens. Do you want a lone wolf in the chicken yard? No, 

Marisa Mateja: probably not. Probably not. So they are also incredibly disconnected.

From what's really happening in the practice. So 

Dr. Michael Perusich: yeah, and they're somebody that just will not drive your vision at all. 

Marisa Mateja: So be careful about the person that sits in a room all day and doesn't get up and interact with the team, doesn't interact with patients, doesn't interact with how the practice is moving forward.

The lone wolf non-team player, we don't need them on our team. We need, 

Dr. Michael Perusich: we don't need them on the team. 

Marisa Mateja: We need team players. 

Dr. Michael Perusich: Hey Marisa, we need to take a quick break. 

Marisa Mateja: Okay. 

Dr. Michael Perusich: I hear our sponsors are wanting a moment to say something, so we're gonna take a quick break. We'll be right back.

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Dr. Michael Perusich: We're talking about is it time to fire or train when it comes to employees.

So hang on there. We'll be right back. Okay, welcome back. We are talking about fire or train. We've talked about the, uh, we're in the middle of talking about the different player types that we may have in our practice. We talked about the negativity engine. We talked about the lone wolf in the chicken yard, so to speak, Marisa.

Toxic High Performers

Dr. Michael Perusich: The next one is the [00:08:00] poisonous star. 

Marisa Mateja: Woo. That's interesting, isn't it? That sounds interesting for, uh, what could be happening on your team. Right? So this person is your toxic top performer. 

Dr. Michael Perusich: Yep. 

Marisa Mateja: Why would we ever wanna get rid of our top performer? 

Really, that's one of the big questions that happens in our practice all the time.

Well, this person does all this stuff, right? They do everything well. They're great. They're just 

Dr. Michael Perusich: not a good team player 

Marisa Mateja: running all of our other employees off. Everybody wants to quit. We just had a practice, uh, that we were visiting with the other day that had the same issue. They, they had a person that was fantastic, but they had three people wanna quit in one day.

Dr. Michael Perusich: Yeah. 

Marisa Mateja: That's a poison 

Dr. Michael Perusich: and that's another, that's a poison star and that's nothing but a liability disguised as productivity. 

Marisa Mateja: Yeah. Absolutely. I like 

that. 

Dr. Michael Perusich: And so I don't care how, I don't care how good they are or how well they produce for you, if they're [00:09:00] spoiling the entire team, they're not a good player.

Marisa Mateja: No. And it becomes not a healthy environment, not a healthy clinic for the people that work there. It's no fun, you know? No. These people, wanna be able to do their job right. But poison everybody else. So we really have to be careful with that. You know? Uh, the poison culture is incredibly detrimental to a practice.

Dr. Michael Perusich: It is. And doctors, unfortunately, because we are busy running around the clinic in patient care all day long, we don't see this. Sometimes quick enough. And so we have to make sure that we have a connection with our team so that we find out about that poison star early on as much as possible. 

Marisa Mateja: Yeah.

Before it's too late and you have three people wanting to quit on one day.

There's obviously an issue if something like that is happening. Right. So be very, 

Dr. Michael Perusich: and that particular, that particular doctor was very lucky that those three didn't just [00:10:00] walk out. 

Marisa Mateja: Right. 

Dr. Michael Perusich: They actually came and had a conversation of, I'm quitting unless.

Marisa Mateja: Luckily 

Dr. Michael Perusich: you just don't to 

Marisa Mateja: get 

Dr. Michael Perusich: that. Luckily, 

Marisa Mateja: they got rid of the poisonous star and their team has rose to higher standards. It's amazing to watch. 

Dr. Michael Perusich: And And it happened overnight. 

Marisa Mateja: Overnight, yeah. Absolutely. So, okay, so the next culture is important. 

Dr. Michael Perusich: It, it's huge. So the next one I gotta, I gotta do some sound effects.

Here is the 

Marisa Mateja: Doom detector. So this is the person that is a problem finder, so. Let's say we sit down at a meeting and we've got new ideas that are just flowing. This is your person who knocks every idea down with a negative situation to it. They are always the pessimist talking about how this isn't gonna work.

There's an objection to that idea. There's flaws in this solution. There's, it's nothing that creates momentum. In your [00:11:00] practice? 

Dr. Michael Perusich: Yeah. Yeah. They just they just see everything as negative. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: You know, this is the pessimist on fire, if you will, and you, you can't. You can't really grow your practice.

You can't scale your, your business. If everything is a debate now. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: I'm not saying debate's not good. Yeah. If it's healthy debate, let's use debate to refine good ideas, but not use debate to tear everything down. 

Marisa Mateja: Yeah. I mean, I think pros and cons are great, but you gotta have the pros and you gotta figure out the solution from there, right?

So, right. This can't be a no, no, no, no. Situation. 

Dr. Michael Perusich: Right. That, that just wears everybody out. 

Marisa Mateja: Absolutely. 

Dr. Michael Perusich: Okay. Marisa, what's the next one? 

Marisa Mateja: The idea assassin. This is somebody who absolutely does not follow your vision. They resist what you are trying to do with your [00:12:00] business. 

Dr. Michael Perusich: And they think they have their own vision sometimes.

Marisa Mateja: Yeah. Yeah. And that, that can be dangerous, right? Because very Is the message going to your patients an accurate one, 

Dr. Michael Perusich: right. 

Marisa Mateja: So we can't have two visions within one clinic. We've got to figure it out. And I'll tell you what this happens with a lot of times is associates. 

And that's an unfortunate thing because we brought, this is again, we go back to part one, did we hire the right person?

Because if you're hiring an associate that has a different vision than you for what they wanna do in practice, then. It's probably not gonna work, and I hate to say that, but we've seen it over and over and over again. You can't. Have somebody buy into your vision if they're not a part of it. So you've gotta create a vision together to make that work.

And a lot of times what we see is there's two visions in a clinic and it just doesn't work well. 

Dr. Michael Perusich: It doesn't. And if they can't buy into your [00:13:00] vision 100%, then they're not a good player on your team. They're gonna assassinate everything you try to do. 

Marisa Mateja: Absolutely. And that becomes confusing to not only staff.

Your patients. So we gotta make sure that you've got a clear vision for what you're trying to accomplish, not only in your practice, but your community and those kind of things. So we, we wanna be very careful that everything aligns well there, um, and we're not operating independently of each other.

Dr. Michael Perusich: Exactly. 

Trainable Staff Types

Dr. Michael Perusich: Now I wanna, I wanna shift a little bit here. We've talked about the player types that you may need to consider letting go. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: But not every issue. With staff. Not every issue needs to result in a termination, so, 

Marisa Mateja: okay. We talked about it in part one. Sometimes we need just to train, you know?

Yeah, 

Dr. Michael Perusich: yeah. You know, we have to remember we, we fire for character issues. When I say character issues, I mean issues where. [00:14:00] That player is not getting along with the rest of the team and the owner of the clinic. So we want to, we wanna fire for character. But we want to train for capability.

So this is where we really have to diagnose and really understand the members on our team. Are they trainable? You know, they may come in with a little bit of resistance. Maybe it's somebody that worked at another ChiroPulse clinic, for example, and they come in and they've, they've already got their own ideas and habits about how a practice should run and maybe, maybe that was an insurance-based practice and you're a cash practice.

And so it runs very differently. And they may have a little bit of resistance in the beginning. But what's their capability? Are they capable of learning? Do they have a skillset that we really can turn around and use in our clinic? So this is where we have to really dive in and understand that type of player.

Marisa Mateja: Yeah, it's like we talked about in part one, can they get up to an A player? 

Dr. Michael Perusich: Exactly. Exactly. 

Trainable Player Types

Dr. Michael Perusich: So [00:15:00] we've, uh, we've come up with some, some fun names for these types of players too. So the first one, Marisa, is the accountability champion. 

Marisa Mateja: Oh, gotta love 

Dr. Michael Perusich: that. That just sounds positive. I know, 

Marisa Mateja: right? I just love that person.

This is the person who owns their mistakes, right? Yep. They're like, oops, totally screwed that up, but I'm gonna tell you all about it and I'm gonna figure out how to fix it. Mm-hmm. And this is where I'm at with it. 

Dr. Michael Perusich: Yep. 

Marisa Mateja: Everybody wants someone who admits their errors, takes responsibility, and wants to improve.

Based on that. 

Dr. Michael Perusich: And that tells you they have ownership in their job and in your practice. 

Marisa Mateja: Absolutely. 

Dr. Michael Perusich: And you know, we don't, we don't punish those who show that ownership level. Those are the people you really wanna dive in and develop and train. 

Marisa Mateja: Absolutely. Those, they're 

Dr. Michael Perusich: invaluable. 

Marisa Mateja: Wanna keep every single day.

They're, they're a high value asset on your team. 

Dr. Michael Perusich: Yep. Exactly. So the next one is the Late Blooming Tiger. 

Marisa Mateja: So I love this name. I can help [00:16:00] myself. I really love this name. They're slow to start, but they're hungry. They're, you know, they may. Take a little bit longer on the learning process, but they want it, they wanna know it.

I had an office the other day, uh, a person email me privately and just said, tell me what to watch. Tell me what classes I need to dive into. I wanna learn. All day long. Let's keep that person right. All day long. We want them to understand that I can better myself. I mean, that's somebody that has curiosity and effort and the willingness to really dive in that that is somebody that we want on our team 

Dr. Michael Perusich: all day long.

All day long. Sometimes. That hunger, that desire to learn. 

Marisa Mateja: Mm-hmm. 

Dr. Michael Perusich: Sometimes it beats out just raw talent. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: Yeah. And I, I'd rather have a, a person on the team that really wants to learn is hungry for that knowledge [00:17:00] and wants to grow than the person who already has some talent, but maybe they're kind of a know it all.

Marisa Mateja: Yeah. I mean, every time we want the person that wants to learn and be hungry and they're just maybe slower to get to that point. Sure. But they can, they can be that blooming tiger. 

Dr. Michael Perusich: Exactly. They can come from the back, so to speak. 

Marisa Mateja: Yes, that's right. They 

Dr. Michael Perusich: stay horse racing. 

Marisa Mateja: That's right. 

Dr. Michael Perusich: Okay. The next one is the energetic amateur.

Marisa Mateja: Energetic, amateur. So high energy, low skill, and you know you can change that, right? Again, it's all who we train so we can create something out of their energy by giving them some more knowledge and, and skill levels. Yeah, 

Dr. Michael Perusich: sometimes. Sometimes those are the ones that just need structure. 

Marisa Mateja: Yeah. They're 

Dr. Michael Perusich: four 

Marisa Mateja: performs.

Dr. Michael Perusich: Yeah. They need to understand that there is a relegated training program, for example. Exactly. And, and those, they just [00:18:00] need that structure. They're not the person that you necessarily can just put in a chair, put in a room, or managing a therapy or whatever they might be doing, and just let 'em run.

This is the person that, that really needs that structured environment from you. 

Marisa Mateja: Yeah. They have the momentum that we've been talking about that we wanna keep going in the practice. Yep. So, 

Dr. Michael Perusich: and that kind of a player is, is one that's giving you the opportunity to show your leadership skills? 

Marisa Mateja: Absolutely.

Lead them down the path that shows them, here's some more knowledge here, take this and run with it. You know, like, let's give them eventually some more duties and, and more ownership in the clinic. 

Dr. Michael Perusich: Yeah. You know, we, we had an employee like that. She basically ran our therapy department and 

Marisa Mateja: mm-hmm.

Dr. Michael Perusich: You know, she was never going to be and had no desire to be. Yeah. Um, the office manager, the person up front, um, the face of the clinic if you will but she was always thirsty for knowledge and she would take that knowledge because we gave her a [00:19:00] very structured environment and she's the kind of personality that if she didn't have that structure.

Um, she probably wouldn't have grown the way she did. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: Over time, but within that structured environment. Wow. Did she explode? 

Marisa Mateja: Yeah. I was gonna say behind the scenes, she was one of the most knowledgeable people that I think mm-hmm. Uh, you and I ever have had on a. You know, she just knew everything there was about rehab or everything.

There was about all the therapies and, and she learned constantly. It, it was amazing. It took the weight of those kind of things off of us because you could just say, you know what? Here's what I need done. And she's like, got it. I mean, there, yes, there ended up being an unspoken language right between everybody which is eye contact happening that allowed them to just run with stuff.

So that's a great person to have on your team. 

Dr. Michael Perusich: Absolutely. So the next player we're gonna talk about [00:20:00] is the legacy anchor. 

Marisa Mateja: Yeah, so this is something that happens in our practices a lot. I think I see this a lot with people that possibly could be getting to a little bit of a burnout situation.

So what we really need to do is show this loyal veteran who stopped growing some new things they need to learn, and if they don't learn. That could be a detrimental thing for your practice because one, they may start looking elsewhere because they might be craving more knowledge. Yeah. So we wanna bring that in there.

Um, so this is somebody that's been there a while, they're very trusted, but they've plateaued on their knowledge base. So let's give them some new things to learn. Um, this is where 

we 

Dr. Michael Perusich: ignite. 

Marisa Mateja: This is where your leadership has to step up and you have to pay attention to those people that might plateau. If they do plateau again, those are people that might start looking elsewhere, and if it's somebody we wanna keep on our [00:21:00] team, we need to make sure we're giving them new things to learn.

Dr. Michael Perusich: Yeah. And this is where sometimes an employee's been with you for a while where stagnation kind of sets in. 

Marisa Mateja: Mm-hmm. 

Dr. Michael Perusich: And I, I think a lot of times this comes back to the doctor's leadership requirements, if you will. We have to make sure that in leading our clinics, leading our businesses, that we're constantly innovating because it's through innovation, it's through the growth of the team that stagnation is avoided, and I see a lot of practices who wind up after a few years, they wind up in that stagnation moment because there's no innovation.

They're running the clinic the same way they did 20, 30 years ago. We have to continue moving the practice along in that innovative way. And that's one of the things that Kats consultants that we do to help you is we're constantly in innovating. And that's incredibly important because otherwise you begin to lose [00:22:00] direction.

And when you're great employees, like the legacy anchor, when they get stagnated, that's when they wanna, they want to go do something else. 'cause they, they're craving growth, but they're not getting it. 

Marisa Mateja: Yeah. We need some of those stability people on our prac in our practice. So we do. It's a great person to keep.

Let's just give them some new innovative things to learn and look through. So I think that's important. 

Dr. Michael Perusich: Absolutely. Marisa, we need to take another quick break. When we come back, I wanna talk a little bit about the framework that we help doctors understand about when to fire, when to train, and those kind of things.

So we're talking about the whole process of fire versus train with employees. So hang in there. We'll be right back.

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Fire Fast Framework

Dr. Michael Perusich: Okay, everybody, we are back. So, Marisa we've [00:24:00] created at Kat's Consultants, we've created just kind of a standard framework for doctors to really understand when is it time to fire somebody and when is it time to train aggressively. 

Marisa Mateja: So fire fast. When these things happen, I'm gonna read you a couple things.

Culture is compromised, vision is resisted, toxicity is present, or accountability is absent. Those four things have to be within your practice, and if they're not, we gotta get rid of them. Yeah. 

Dr. Michael Perusich: Yeah, because those, those are things you can't, you can't train outta somebody. 

Marisa Mateja: No. You've gotta have a good culture, you've gotta have a vision, you've gotta have a accountability, and you've gotta have a great environment with no toxicity.

So if you don't have those, it's time to let 'em go. So fire fast. 

Dr. Michael Perusich: So when do we train? 

Marisa Mateja: So we aggressively train when attitude is fantastic. Because attitude's not something we can really train on, right? So if you have somebody with a great attitude, let's keep [00:25:00] 'em. When ownership exists, when energy is high, and loyalty is present.

So we want good attitude, we want ownership, we want loyalty, and we've gotta have good energy in the practice because why? Our patients feed off of our energy all day long and they have to feel that. And that's the bottom line of everything. 

Dr. Michael Perusich: Yeah. When you've got somebody who's got the right attitude, the ownership, the energy and, and the loyalty.

Those are people you want to try to keep. Yeah. Now I will tell you, you won't be able to necessarily keep all of them. There could be other issues at play, but those are the telltale signs of somebody that's really worth trying to invest in training with. 

Marisa Mateja: Absolutely. Absolutely. 

Team Vision Momentum

Dr. Michael Perusich: I, I just a couple of final thoughts here as we close out this two part series.

Remember docs, you're not just running a clinic, you're also building a team. And when we build a team, think of it like a sports team. You, you don't just give. [00:26:00] Everybody on the team, the playbook and tell 'em to go home and read it. You train constantly. You train intentionally. And I think that's an important concept.

And you know, most of us doctors we're trained to diagnose patients, but a lot of us aren't trained to diagnose our staff. And we have to learn how to do that. And again, that's one of the things that we do at Kats Consultants is we really help you with that process quite a bit. But you have to remember it.

It's your team that determines several key things for you. One is your profitability, two is your, your culture. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: And the third one is kind of interesting. It's your enterprise value. And what do I mean by that? That means what is your clinic going to be worth? 20, 30 years down the road when maybe you wanna sell that asset as part of your retirement, for example.

We have to always be thinking about that and our, our team plays into that more than you realize. And so we, we have to make sure that we're staying [00:27:00] plugged in with our staff and, and keeping those things in mind. We have to stop asking things like, do I like the people on my team? 

Marisa Mateja: Mm-hmm.

Dr. Michael Perusich: It's not about liking people, it's about whether or not they're producing for you. 

Marisa Mateja: Yeah. 

Dr. Michael Perusich: If they're producing, you're probably gonna like 'em too, but it's not about it. It's not, you're not creating friendships necessarily. It may, it may evolve that way, but that's not the goal.

Production is the goal. So we have to start asking higher level things like. Do the people on my team elevate the culture of the practice? Do are they creating a culture, helping me create a culture where everybody's enjoying their job and wants to stay? Do they align with the vision you put forth? And doctors?

I'm gonna challenge you. If you haven't told your team what your vision is, are you haven't defined it yourself it's time to buckle down and do that. And is your team coachable? And more importantly, are they committed to the process of what your vision is? [00:28:00] So we have to think about our staff at the highest level.

You don't rise to the level of your systems, you fail to the level of your team, and that's an important concept. You failed to the level of your team, the leaders the doctors, the clinic owners that rise to that level and push their team to that level are the ones who win all day long. Yeah. 

Marisa Mateja: Yep.

Dr. Michael Perusich: So ask yourself, are you trying to be mediocre or are you trying to rise to a much higher level of success? I think those are important concepts. So Marisa, anything to add? 

Marisa Mateja: Yeah, I think we have to remember that we're trying to build momentum in our practice and whatever that momentum looks like for your practice, right?

It's whatever your vision is. So the momentum has to be moving in that direction always. And if it's not, then we need to figure out is it time to hire or is it tired? Time to fire. So we, or exactly to know if we need to train people, we've got to know [00:29:00] if we need to keep them or let them go. There's so many things that are, involved in this process.

So really work to diagnose what your practice needs for people. I think that's important so that we can create that momentum. 

Dr. Michael Perusich: That's huge. It's huge. So we're closing out this two part series, so hope you've enjoyed it. More importantly, go to Kats consultants.com and check out all the great things that we're doing for doctors to help them really drive excellence in their practice, create profitability, and develop strong teams around them.

So go check us out there. There's a bunch of free downloads. Check out our events page. We've got a virtual seminar coming up. 

Marisa Mateja: Yes, 

Dr. Michael Perusich: Sue, Marisa, you want to tell 'em about that? 

Marisa Mateja: May 14th, , virtual seminar. If you have not ever attended one, now's the time. Go,, register, get on the books, join us, , come see what we do for your teams, what information goes out.

I think you'll be pleasantly surprised, , at some of the innovative thoughts that we throw out there and we, create for your team's. Momentum now that [00:30:00] we've been talking about that. 

Dr. Michael Perusich: Yes, absolutely. All right, everybody, as we always say, know your business, know your numbers, or stay broke. And, , from all of us here at Kats Consultants and I want to thank Chiro Health USA as well for being one of our sponsors.

We will see you guys next time. 

Marisa Mateja: See ya.