How Some Chiropractors Are Growing Quicker Than Others | Top Chiropractors Secrets
Is success contagious? Could you pick up success just by coming in contact with this blog post?? I think so. In fact, I'm going to share with you the never-before-seen secrets that our top chiropractors are using to scale their practice at incredibly fast rates, while other practices are literally taking years and still not even hitting six or seven figures.
If you use this process, you can achieve that in under a year. I've seen it happen. And the most insane part is that you can actually do these strategies and work less to get better results.
If this sounds too good to be true, it's not. I'm going to show you everything that you need to build $100K a month leading to a 7-figure practice.
$30,000 — that's the number that the average practice is collecting in our profession. That is the pain of poverty because $30K doesn't go very far.
When you begin to break down your overhead, paying your team, covering your supplies, covering your lease, and paying back your student loan, what's left at the end of the day? Is that number really funding your dream life? I don't think so.
My goal is to help you turn your $30K, which leads to about $360,000 a year, into $6K months that will drive your seven figures. It starts with building and recruiting an A-player team.
Step 1 - Building And Recruiting An A-Player Team
So how do we do that? We went to school to become physicians, not HR directors or employment recruiters. Well, I'm going to give you a simple framework that I applied in my practice, and I'm even going to give you an example of what one of our doctors did and the outcomes that it did for him.
As I began to scale my practice and deliver phenomenal results to my patients, I had this desire to do more. I wanted to change more patients' lives.
I recognized that I was stuck as what we call an operator. It was thanks to my amazing coaches and mentors that I grasped some pretty incredible fundamental systems. They showed me how to measure and monitor a practice through the numbers. And as I started implementing these systems, we started to grow, and it was incredible.
However, I kept having team turnover. In fact, I would get a team member trained to come into the practice the next morning and get a voicemail saying they weren't coming back. Or I would have a team member who was finally with us for six months to have them quit. I knew that something I was doing was wrong. I just didn't know how to fix it.
So, after many years of learning and reading books, and studying and working with coaches and mentors, they showed me the significance of aligning a team member's skills and innate talents perfectly with the role that I was putting them into.
You've heard the term getting the right person in the right seat, but now, we want to get the right seat built and attract the right person with the right skill set into that role.
As I began to break down an organizational chart in my practice, I was able to visually see the key roles and whether I needed two team members or 12 team members. I was able to identify the precise skill set needed to drive that role all thanks to analyzing the day-to-day tasks that each team member is deeply involved in.
So by doing this, I started noticing that a team member was actually happier in the role because they were doing repeatable processes that fulfilled them. They loved the product that they were producing at the end of the day, and they became insanely competitive about pushing it even further, and improving it even better. It changed everything for our practice.
We grew from a team of six employees, then we steadily expanded to nine, twelve, and eventually scaled to almost 40 employees in our practice.
It was a lot of work. It demanded a transformation in me. I had to become a completely different leader than I was as an operator. As an operator, I was pretty good in the daily work of fulfillment, ensuring excellent patient care.
But wearing the HR and leadership hats was a whole different ballgame. I had to shift my focus and block my time. One block was dedicated to recruitment and team development, while another was reserved for fulfilling services to patients.
And then eventually we had to recruit more providers because we had so much demand. By recruiting those providers, I could shift and recreate a value ladder for the provider where they move from full-time patient care to part-time patient care to full-time leadership, depending on what your goals are, and where you want to be.
And we applied these principles to Dr Adam, who was an incredibly talented physician. The transformations he brought about in his patients’ lives were life-changing. He had incredible testimonials, and incredible reviews, but he was stuck under 6-figure months. He couldn't break that barrier no matter how hard he tried, no matter how good his patient outcomes were because he couldn't scale his team.
So he began to apply the principles of The Data Driven Practice. He began to learn how to attract experts for the role that he needed in the practice. And the coolest things have happened. Dr Adam went from $30K months to $60K months to $80K months and has broken 6-figure months and will never look back because he has learned the repeatable secrets to success. It became contagious. He caught the bug of success!
Step 2 - Understanding Your Role
I'm a huge believer in this concept of know thyself. You need to understand and discover who you are. I understand you have these healing gifts. As a physician, you went to school to become an expert. Eight years is a lot of time to invest, and most if not all of you, have even gone through further education to develop those healing skills.
But how many of you have realized that you've got to invest in building the vehicle? The vehicle is what transports your patients from disease to wellness, and you've got to build a better, faster, and more efficient vehicle.
So you've got to know what are your strengths in doing that. Sure, being a provider is one aspect, but when you're running a practice, you're also wearing a few other hats. Three, to be exact.
The Visionary
The visionary can see where the vehicle is going. They know the destination. They focus on the vision of the practice, the core values, cultivating its culture. They ask the big questions — what kind of team members do we want to bring on board? What profit margins are we aiming for? And most importantly, what level of service do we want to provide?
The visionary will have to take responsibility for the value exchange and make sure that the fees and the math work. They've got to take responsibility for the math of the practice. They make sure that we're going to be profitable, and that we have the resources for the next role which is called the organizer or the integrator.
The Organizer/Integrator
The organizer/integrator is the person who loves the org chart. They love to build out the roles. They love to match up a role with an expert and begin recruiting people to fill those roles. Now if that doesn't sound very fun to you, or you love the visionary role, then you need to hire your organizer/integrator.
You’ve got to find them because this is the team member that oftentimes becomes the office manager. Maybe you love this role. If being the visionary isn't your passion, you need to find someone who excels in that capacity. Your office manager could be the visionary, the math person, the financial projections expert, taking charge in those areas.
The key is to truly understand yourself and your strengths. You have to hire your weaknesses.
The Expander
The expander oftentimes referred to as the production manager is the analyst. They love the numbers, and they work closely with the integrator on the data making sure the team members are producing the numbers that they were hired to produce.
They work with the visionary making sure that the math projections are working, that we are building out our hiring roadmap, and that they match and meet the financial projections that we need to hit to hire that team.
The expander also works on the incentivization programs to gamify and make the increased production more rewarding for the team. Remember that when we win, our team wins, and our patients win.
When I brought that into the practice, and I got the integrator in place, and we got the expander in place, I sat in the seat of the visionary. That was my gift, that's what I do. And as we worked together, we built a rhythm.
We had a quarterly admin meeting where we would sit down and identify our prime mover. We would then break that down to our monthly cadence for that quarter. What were our sprints? Where did we need to get to? What processes were we going to focus on fixing this quarter so we weren't overwhelmed by all of the things that needed to be fixed? We got laser-focused.
It all came together in our weekly team meeting where we connected with the team. We showed them the vision, gave them a road map for this quarter, shared what we're trying to accomplish, and got them pumped up for the reward once we reach our goals.
The things we were able to accomplish that I thought were going to take years, we were able to accomplish in a quarter. There were things that I wasn't even aware of that were holding us back, and it wasn't until we started using our blueiq data dashboards that we even realized they were there. And once we spotted them, we were able to put them into action. I knew that they became repeatable.
I talked about Dr Adam being able to do what he did with his team. He implemented the same system. He was able to sit down and hire the right personality types because he knew himself he was able to hire his weaknesses. Now he's in the process of not only hitting 6-figure months, but he’s working towards $150K months.
If you’re ready to take this step in your leadership, I want you to comment below team meeting on this video, “How Some Chiropractors Are Growing Quicker Than Others | Top Chiropractors Secrets”, and you will get access to our guide for the ideal team meeting.
It’s the step-by-step process of how to implement your weekly team meeting and drive your team to success. So just comment on that video, and we’ll make sure you get that free guide.
Step 3 - Invest In Yourself
Great leaders know themselves and invest in themselves. They take the time to invest in their own growth, honing in on the specific skills and knowledge they need to excel in their roles.
One of the best things that I did was not only getting my doctorate in chiropractic, but I got my undergrad in business. Then after school, I tenaciously went through all of these different programs that I needed to gain mastery of to be able to run a business. These were everything from marketing to understanding communication to sales to team training on how to hire, how to interview, these are all the skills that we have to develop as business owners.
I want you to think about this for a second — if there was one skill you could master in the next 12 months, something that could change everything for you, what would it be?
For me, I remember my practice kept going through these roller coaster up and down months. One month would be great, the next not so much. I wanted to stop the insanity. So I decided I was going to master marketing. I realized I had to get more control over our marketing strategies.
So I found some powerful courses where I learned how to pinpoint the exact type of patients I wanted to serve. How could I reach out to them and invite them into our community? How do I create irresistible offers that they would be hungry for and were willing to pay for? I wanted to shift from feeling like I was selling to them, to them begging for the profound change our practice could provide.
This is the kind of stuff that I want you to look at in your practice. If there's one skill set that you could master, it would transform your leadership, your impact, and bring that certainty in your decision-making. For Dr Adam, it was the ability to harness his team's power through data.
He came into our Profit Accelerator System and his journey was nothing short of transformative. He wanted to understand the fundamentals of his numbers, to be able to track and monitor overhead, and to understand the margins at his disposal and to use them as a profit lever to incentivize his team.
After all, how could he build proper bonus systems if he didn’t even know his overhead? How could he differentiate between a good month and a bad month?
So the Profit Accelerator System changed his life by giving him the tools to visualize his org chart, providing him the training and the skills to master his overhead, and giving him the exact numbers that his roles and his practice needed to hit in order to bonus-worthy targets.
As he revealed those to the team, he implemented the operating system of The Data Driven Practice, the D.R.I.V..E.N. Framework. And all of a sudden, his team had clarity on what they needed to do each and every day that would unlock that bonus. It incentivized them, and he gamified the whole process which brought so much energy and excitement into the practice.
So these are the three key secrets that if you take step one, it will begin to ease your pain of poverty. But I gotta warn you, we've got another contagious problem, and that is the pain of prosperity, like what am I going to do with all this new money? What am I going to do with all this new cash flow?
And if you’d like to learn more about that, or if you’d like to learn how to turn your data into dollars, join our free Facebook community, The Data-Driven Practice Facebook Group. It's where you’ll find a bunch of doctors who talk about how fun it is to be successful and the exact steps to get there. I look forward to seeing you on the inside!
