Empowering Women in Chiropractic – Cultural Competence 101 for the Chiropractor Part 3

Click here to download the transcript.

Disclaimer: The following is an actual transcript. We do our best to make sure the transcript is as accurate as possible, however, it may contain spelling or grammatical errors.  We suggest you watch the video while reading the transcript.

Hello? This is Dr. Charmaine Herman again with Agave Upper Cervical Health Center for another episode or part of cultural competence, 1 0 1 for the chiropractor. Thank you for joining me again today. We’re going to go ahead and start talking about cultural competence again and just keep, we’ll keep adding to the knowledge that we gained before. So let’s go ahead and get started. I have a slide show ready for you. So again, this is part three. If you haven’t seen part two in part one, please go back and watch them. So let’s go ahead and move forward into part three. For those who don’t know me again, I’m Dr. Charmaine Herman. I am a native New Yorker originally from the islands. I currently teach at Life University and I practice in Alpharetta, Georgia. I’m an upper cervical specific doctor of chiropractic, and I have some training in cultural competence and I do cultural competence training at Life University. So I’m bringing this knowledge to you as well.

So our goals today are to define what cultural competence is. We’ve been talking about cultural competence last week. We had a discussion last time we had a discussion. We’ll talk a little bit more about what culture is, and then also get into defining what cultural competence is. In addition to that, we’re going to discuss how cultural competence is seen in healthcare or for us chiropractic care. What are some of the benefits of cultural competence? So let’s define cultural competence. Now, last time we discussed what culture actually is now, culture is the whole person. When your patients walk in the door, they are one mass of their culture. So there are foods that they eat, the clothes that they wear the hell, the holidays that they celebrate, the language that they speak. That’s part of who they are. That’s part of their culture. We, as doctors of chiropractic, we also have our own individual cultures, but culture is the whole person.

We talked last time also about the hidden aspects of color, such as how people define modesty or how people define space or how people define what’s time, whether time is quality or quantity. I know sometimes we couldn’t. We’re concerned about patients that don’t show up on time, but certain cultures see time as a quality and not a quantity, not how much time being there on time, but spending more quality time with family members and friends is more important than being at our offices at three o’clock on the dot. So there’s a challenge with seeing the different cultures and how they interpret time. This is the way how they determine model determined or interpret modesty or how they interpret their communication style. Some people are more of a boast. Some people are very silent in their communication. So all of us have our own distinct cultures and that’s what makes us individuals, and that’s what makes it so important that we, as doctors of chiropractic understand the cultures of our patient, because that also dictates their behavior and even their compliance to care.

So other people have talked about cultural competence, the CDC defines cultural competence as the integration and transformation of knowledge about individuals and groups of people in specific standards into specific standards, policies, practices, attitudes, use to use them, sorry, inappropriate cultural settings to increase the quality of services, thereby producing better outcomes. So the theories is talking about better outcomes. Once we can understand the importance of our patients and their culture to the entire care process. So that’s one thing. So let’s move on to the next definition of cultural competence. And this is from the office of minority health, um, also for the, his, the health and human services office. So it says a set of congruent behaviors, attitudes, and policies that come together in a system agency or among professionals too, that enable effective work in cross-cultural situations just by defining the whole word of competence.

Competence itself means that it implies the capability. I’m sorry that having the capacity to function effectively as an individual or an, and as an organization with the context of cultural beliefs, behaviors, and needs that are presented by the consumers and their communities. So we’re talking about cultural competence in the vein of service, how we serve our communities, how we serve our patients. So in healthcare, cultural competence is a, just a little bit different. When we talk about chiropractic care of a healthcare professionals, it is understanding the importance of social and cultural influences on patient’s health, beliefs, and behavior, considering how these factors interact at multiple levels with how we deliver our care to our patients. So understanding our patient’s cultures helps us to do better as far as delivering our services to our patients.

So there are a lot of benefits that have been documented for cultural competence as far as better patient outcomes. So doctors of chiropractic who understand their patient’s culture are able to work with them in the confines of their culture. So they understand that maybe that they’re more modest than their culture. So when I adjust, I’m going to make sure that they have more of a recovery of their, of their more modest in some cultures, if it’s a female patient of male doctor cannot adjust her. So you have a female chiropractor on staff to adjust those types of patients who have that cultural separation as far as how they can be adjusted. So we also see that get better outcomes. We also improve the health, um, health disparities into communities where you’re dealing with poor social economics, communities, health disparities are something that are very common, but by working with the patient, understanding their social economic issues, even in your pricing and how you see patients, and even in your conversation with them, by them coming to your office, you’re helping that entire community and you get better outcomes, improve patient centered care.

That’s something that we’re, we’re w we get a lot of great compliments that chiropractors have great patient-centered care because we talk more to our patients. We have more conversations with our patients, but they feel better about talking to us when we’re more in tune with who they are and their cultural needs and their cultural beliefs. So that’s also important, and we want to improve our patient satisfaction. And again, we do well in patient satisfaction, but being culturally competent will help us even do better by understanding again, their social and their cultural needs as they’re in our offices, the things that they need, even if, as a mother that needs someone to watch your children in order to come to your office, I’ve known some chiropractors to actually offer, um, help with finding daycare for their patients. So they can actually come in to many of them have the children come with them, but some people are afraid to bring their children, or they’re in a situation where they can’t bring their children.

So that’s where we see a lot of chiropractors now doing the mobile chiropractic, going to the patient’s home to actually take care of them and the rest of the family. So they don’t have to bring them out, especially with COVID and coming through a pandemic, many people are leery about leaving their homes. So just by changing certain things, understanding the culture that your patients, who they are and what they’re experiencing can help increase the benefits of chiropractic care as well. So let’s move on now, based upon our census for 2050, it is estimated that the United States population is going to change drastically. So many of our minority populations are actually being considered as emerging majority communities. For example, our Latino, Hispanic community is going to grow to 24% of the population African-Americans with beads at 12%. And even our Caucasian white population is going to decrease from over 50 to just about at 50, 51%.

So we’re looking at a lot of changes occurring in our, in our world and our society in the United States of America. That’s going to change the, um, the dynamics of our community. The demographics are going to change. So we’re going to see more people hopefully of color in our practices because we’re getting more numbers. They’re increasing. We want to get them into chiropractic care. That’s part of our chiropractic mission, bringing the world, taking chiropractic to the world. So everyone in our communities are part of that world. So as doctors of chiropractic, we have to think about that when we’re setting our strategies for seeing our communities, what do we do? How do we reach more people for chiropractic?

So cultural competence is not just a term used in chiropractic or used by the, by the CDC or the office of mint office of health, minority health. There’s so many other areas where cultural competence is not just a buzzword, but it’s actually being incorporated into policies and practices, even in places such as the police department in business. It’s a very big thing because with now that we’re zooming and doing all that other stuff we can do now in niche people across the seas and have a total global economy, cultural competence is a big part of that global economy, understanding how to work on the cross cultural boundaries, dealing with, and working with people from other cultures. So cultural competence is becoming more and more important again, as I said, in our first episode, when I was working for the department of health many years ago, cultural competence became important to reaching people who lived in the mountain areas who had challenges, who, who, who had a challenge because they were burning rubber.

And now the federal government told us they couldn’t burn rubber on their property. So that caused a lot of contention between the state agency and the citizens, because we didn’t understand their culture. We didn’t understand that they’d been there for hundreds of years and telling them that they now cannot burn rubber. Was this totally against all of their understanding as far as their, their home, their community, their property. So we had to retrain culturally to be cultural competent, so we can actually understand the communities that we were working with on a public safety, public health issue. So we want to make sure we were able to do that. So cultural competence again, is going to becoming more and more important as we look at not just healthcare, but even in our, um, our police academies. They’re talking about that in the military. They’re talking about that. So cultural competence is becoming more and more part of our society. So we, as chiropractors should also be prepared to be culturally competent as work when we work with our patients.

So when, okay, cultural competence, I’m going to get more into this topic in our next coming episodes, but I’m going to talk about how important cultural competence is in our policies. We, when we set up our policies in our offices, our, our manuals, our SOP, our training, how that should be an important part of our training. Um, and in addition to that, things such as our attitudes, as doctors of chiropractic, you know, we can take a negative attitude, say, well, why should I care? You know, all I care about is there a spine? Cause that’s what we’re talking about. Just adjusting the spine, that’s all we do. But remember that spine didn’t just roll in by itself. It was attached to a person. So actually understanding the cultures of the people that we work with and, and meeting their needs. Their cultural needs is very, a big part of being, um, culturally competent and to actually give better care to our patients.

In addition to that policies, attitudes, um, things that documents in our office can be changed to assist our, our communities suppose you’re working in the community where there are mostly, um, Hispanic individuals. Do you have any of your income in income in intake forms in Spanish? It’s great to have someone at the front desk that speaks Spanish, but what about your intake forms? Your documents can that, can they read that? Because just because a person speaks a different language doesn’t mean that they’re illiterate. Um, in most cases they can read their own language. So changing, having forms that are more, um, that are translated into the languages of the patients that you serve in your community, say if you’re in a German community or you serve a, an Asian community, how are your intake forms? Do they meet that? What about pictures in your office?

Do they show patients that they are wanted? They are a big part of your community that you want to serve them, their pictures, their pictures represented in your office. So those are the little things that can make your office a little bit more culturally competent as far as just changing a few things in your policies. So we’ll get more into cultural competence. And I plan to do that in our upcoming episodes, talking about how to become culturally competent. So I can talk about this all day, but what do I do? How do I get there? Um, and can I get just culturally competent, overnight, or there’s some steps that I need to take. So that’s what we’re going to do when we have our upcoming sessions are going to talk about how do I start to become culturally competent? What can I, as adoptive chiropractic do to become more culturally competent.

We’re also going to talk about issues such as understandings bias. We all have biases. Some are conscious, some are subconscious, but what are our biases? What are they, how do we identify them? How do we understand them? A big part of being culturally competent is understanding our own biases and being able to put those aside so we can work with people and be fair and, and our judgements and things like that when we’re working with people. So we talk about culturally competent, culturally competent. There’s so much more to that. I’m just giving you guys just the tip of the iceberg. So in upcoming episodes, we’re going to talk more about that. So again, the next episode, we’re going to talk about how to become culturally competent and also how to identify some of these biases, both subconscious and unconscious that we have even as doctors of chiropractic. So that’s all I have for today. It’s been always a pleasure to come and talk to you even just for a few minutes. Thank you so much for your time. Thank you so much for ChiroSecure for giving me time to talk about this important topic. You all have a great day. And again, this is Dr. Charmaine Herman. I look forward to talking to you again soon. Take care.

Empowering Women in Chiropractic – Put Your Oxygen Mask On First

Click here to download the transcript.

Disclaimer: The following is an actual transcript. We do our best to make sure the transcript is as accurate as possible, however, it may contain spelling or grammatical errors. We suggest you watch the video while reading the transcript.

Hello, and welcome to Empowering Women in Chiropractic. I’m your host, Dr. Cathy. And today, we’re going to talk about putting your oxygen mask on first, perhaps you’ve been on a plane and you’ve heard the flight attendants tell you if the air mask drop from the department above, be sure to put chores on first, before trying to help other people. Well, you know what? That lesson should apply to every aspect in life, because the reality is, if you don’t take care of yourself, you’re less capable of taking care of everybody else. And if you don’t put your needs first, you become less capable of taking care of everybody else’s needs. So let’s talk about the top five mistakes that women chiropractors make and how you can start to correct them. Now, listen, number one is not putting your healthcare needs first. Not making yourself the top of your priority.

And ladies I’ve been there. I know you’ve been there. We’ve all done it. We’ve got babies. We’ve got practices. We’ve got little kids who are growing up to be big. Kids are growing up to be preteens who are soon going to be teens. I get how it’s so easy to put everybody else’s needs first, but guess what? If you’re not taking care of yourself and making your health a priority, you become less and less capable of doing all the things that you’re able to do. Now, if you’ve listened to this show before, and I know that you have, and I thank you so much for joining us every week, right here with Kyra secure, then you know that I love to talk about sharpening your ax and sharpening your ax means if you’ve been out in the woods, chopping wood and chopping wood and chopping wood, eventually you start to get tired and your ax gets dull.

And most people, most entrepreneurs, most women chiropractors that I talked to, we don’t take the time to rest and sharpen our ax because in our mind, there are so many things that need to get done that we can’t stop. We can’t take a break. We certainly can’t rest. We just have to keep going because the list will just keep getting longer and longer. And if you have ever been in that situation, you know what I’m talking about, where the list just seems like you can never get it all done. And then there’s more on it the next day. So if you’ve been in that situation and you’re chopping wood and you’re chopping wood and you’re chopping wood, and the ax is getting dull and you’re getting tired, you’re actually going to have to work twice as hard to get half the results. This is a hard one ladies, but you’ve got to stop.

You’ve got to take arrest and you have to sharpen that act so that when you come back to it, you’re way more effective. You’re way more energized. Your ax is true, or your blade is sharper and your results are way greater than they would have been had you not taken arrest. So one of the things that I made a priority in my life is that Christmas new year’s every year I shut the practice down and I make that a time to recharge up here. I’ve got to be in the sun toes in the sand, right drink in my hand, because I have to reconnect to what makes me feel alive so that I can get back in January and serve when the people need it the most, because that’s when they’ve all created their new year’s resolutions. But the one year that I didn’t do that the whole next year suffered because I didn’t make my health and myself a priority.

So I know that there’s mornings where you’re going to be up all night, because you’ve been nursing or changing diapers or changing sheets. And who knows what else? And then those days you might feel like I just can’t go to the gym, or I just can’t make a healthy meal, or I just can’t get motivated to dance around the house. But you know what? Those are the days that it’s most important when we’re serving and serving and giving and giving and loving and loving and doing, and doing for everybody else. Those are the days that we really have to stop, make ourselves a priority. I recently stopped homeschooling my kids, which I’d done for seven years and let them let them start in going to public school. And the first Tuesday that I didn’t have to run around with my hair on fire and stressed out and trying to get it all done.

I really didn’t know what to do with myself. And so my staff has jokingly relabeled my Tuesdays as to me Tuesdays, because that’s the day that I give to me. That’s the day that I do things for me. That’s the day that I make all of the crazy wild experiences that I want just for me a priority. And I’m going to urge you to do that for yourself because when you make yourself and your health a priority, you have more energy, you’ve got more vitality. You feel better, you’re functioning better. You look better when you look at yourself in the mirror, which makes you want to do more. And don’t discount the fact that looking good makes you feel better about yourself. And I’m not talking about Barbie doll. I’m talking about when you’re able to make the time to put yourself together, you’re going to feel so much better.

So number one, I think of the top five mistakes that most women Chiros, chiropractors make is not making your health a priority. If you’re not doing that right now, then think about the five aspects of health. And most of us have talked to patients for years about the five aspects of health. And I call these the dream lifestyle that’s D for diet or for rest E for exercise, a for attitude and, and for mental impulse. And that should be the base. It’s a big triangle. And I want you to make these things a priority in your life daily exercise. You’ve got to move your body quality nutrition, making sure that you are eating good foods that grow to fuel your body so that you can go out and serve others. And making sure that you get that positive mental attitude so that you can get through your day, minimize your stress, have a good quality restful night of sleep, and then make sure that you yourself are getting adjusted.

And that brings me to the second one. And the second mistake that most women make is that improper posture during their adjustments. So when you’re delivering the M for your other patients, right, that foundation of that triangle, when you’re delivering your adjustments, not using proper posture is going to set you up for a lifetime of discomfort. Eventually dis-ease eventually crazy symptoms, pain things that may prevent you from being able to practice. So think about how you’re doing your cervical adjusting. Are you rounding your spine and hunching over to bend down to patients? Do you need to use a stool or do you need to elevate your table for the cervical adjustments? Or could you just get down into a really good, really powerful, effective squat position? Me personally, I like to get down and squat because I want to use the muscles and I want to get down there low.

And I want to keep my spine in a great position while I’m putting their spine in a great position. So think about the techniques that you’re using. If you’re doing side posture and you’re using your wrist in some weird abnormal position that I know you were taught in school, but maybe isn’t the most effective way for women to adjust. Then rethink your adjusting position, because I don’t want you in this weird position. That’s going to blow out your shoulders, blow out your elbow, blow out your wrist puts you in pain and eventually shorten your career. I want you to use a position that utilizes the body of your patient, utilizes their size, their mass, their body, to get them into a better position so that you could do minimal stress on your body. And when you learn how to start adjusting in ways that protect you guess what?

You can adjust bigger patients, you can adjust more patients. You can adjust for more years and you can continue to function for a long time. One of the things I’ve always said to my female students and the female doctors that I’m very privileged to mentor is that you are going to adjust patients that are twice your size every day for the rest of your life. Now, whether you practice with a spouse or a male partner, or, you know, some male chiropractors, the majority of them are not adjusting patients that are twice their size because they’re typically bigger than we are. And so when they’re adjusting big patients, they may be equal size. They may be a little bit bigger, but for women chiropractors, the majority of our patients may be twice our size. So we’re not using our body properly and using better ergonomics and using our joints in a way that’s going to protect them and maintain them for the long haul, rather than putting our bodies in a position that’s going to injure us.

Then we’re setting ourselves up for a shorter career, greater levels of pain, more discomfort, possible disability. And we don’t want to do that. So that brings me to number three. And that is, you’ve probably seen people do it. Hopefully you have it. That is trying to muscle through an adjustment. And if you know what I mean by that, that’s where you’re trying to force an adjustment. And you’re trying to push all your muscle to try to get something to go rather than lining it up and letting it go with these. I use the example of a child trying to bang the square peg into the square hole. And for women, if we line that square peg up into that square hole, it goes every time the adjustment slips through every time the bone can go back into its position. Every time if you’re using proper line of drive, you don’t have to use a lot of force line of drive speed, not too much force that bone is going to go where it needs to go every time into its natural set point.

However, if you’re that big bully of a kid and you’re trying to take the square peg and put it into the round hole, it’s not going to fit unless you bang the living daylights out of it and try to force it in. You’ve had an adjustment like that. I know you have, I have to. And that’s the person who doesn’t use line of drive. Doesn’t use proper speed, uses a lot of force. It hurts your body’s going to guard, or the patient’s body is going to guard. And they’re going to muscle that adjustment in which isn’t necessarily going to give the patient the relief that they’re seeking. And it’s definitely not going to be a positive impact on their nervous system. It’s going to be an, an insult on their nervous system. So don’t try to muscle that bone and get really specific with the adjustment that you’re delivering.

Get really specific on your line of dry. If you haven’t worked on your line of driving, you just taken it for granted. And you’ve noticed that lately upper thoracics are getting harder to move lower thoracics. You’re, you’re having challenges with some of your patients, cervical. Sometimes they’re not going, it’s probably your line of drive. And if you, if you want that BJ picture, that, that great, great picture where he shows the line of drive of every segment and you don’t have it, or you can’t find it, just reach out to me and I’ll send it to you because I think it’s a great teaching tool. And what I do is use straws with my students and aplastic spine to show them those lines of drive. Because if you get that right, the bone goes and you don’t have to muscle your adjustment and muscling the adjustment.

If you’re a hundred and a hundred and fifty, a hundred eighty two hundred pound woman trying to move at two hundred and fifty two hundred eighty three hundred pound patient muscling, it is going to set you up for failure in the long haul. It’s not going to make you stronger necessarily. It’s going to make you overuse muscles and joints and set you up for failure. So I love for you to get more specific on your line of drive and do you use proper body positioning for yourselves so that you can deliver a great, great adjustment now, number four, on the top five mistakes that so many of us make is saying, yes, when you should say, no, it’s taking on too many objects or opportunities or charitable events or voluntary events. When in reality, you should be saying no or delegating tasks for many, many years. I okay. Everything in the office and by oversaw, I should actually say I did everything in the office.

I know you’re there or have been because we’ve all gone through that phase where every single thing that went on, we assume that if it needed to, to be done, it needed to be done, right, right. If it needed to be done right, then we needed to do it. And there’s a time period where you do need to do it because you need to create your own systems and policies and procedures in your office. So you need a hand and in that, but you also need to hand it off. And when you hand it off, it might be a little bit scary because now you have to wonder, are they going to do it exactly the way I want it done? And if not, then I’m just going to have to do it anyway. So it’s double the work. So I might as well just do it.

But the longer you hold onto that mindset, the longer you will continue to do, do everything and not delegate to the people that you’ve brought in as part of that, your team to help you out so that you could focus on what you need. You do best and allow other people to learn, learn how to do things to the standard you want them done so that they can do those things the best. Right? And delegating can seem hard for a lot of, a lot of people, a lot of driven people, a lot of type a leaders. We still want to do it, even though we want to lead other people, we want to do it because we want to make sure it’s done, right. But let me tell you something, the minute you learn to let go and delegate to other people, you freed yourself up to do the more important things or the more meaningful things or the things that really make your heart sing.

So learn how to let go. And, and one of the exercises that I’ve shown a lot of my students is grip as hard as you can, whether that’s the steering wheel or a pen or a water bottle or a book or whatever it is that you’re holding onto the checkbook or the billing software disc or whatever it is that you’re holding onto. So hard grip it so hard to the point where you start to tremble and then learn how to let go. And that freeing feeling is just amazing. It’s kind of like, do you remember being a child and standing in a doorway where you’d kind of like push your arms against the doorway as hard as you could, and you’d count to 30 and then you’d walk out of the doorway and your arms would just effortlessly float up. That’s the feeling when you learn how to say no or delegate tasks to other people, it is freeing.

It is releasing all that tension and that stress and that effort and that hard work that you’re doing that you may not need to do because the minute you need to learn to let go, there’s a saying, let go or get dragged. And sometimes when we hold on to every single task in our office and we don’t let go, and we don’t delegate, we get dragged down by the paperwork or by the, the insurance or by the billing or by the things that we don’t want to do. Maybe that’s exams. Maybe you want to hire an exam doctor, but learn to delegate the things that are not top on your priority and allow someone else to do those for you so that you can accelerate and do the things that you want to do to grow your practice and improve your quality of life. That brings us to number five and number five, ladies, I want to tell you, I’ve been there.

I’ve worked with women who’ve been there and that is not investing for your future and not developing a practice that is worth selling. And what that means is you look at what’s in front of you today. You look at the bills today, you look at what you want to pay off today. You look at what you want to have financially or materialistically in your life today. And you forget to look at 5, 10, 25 years down the line, and you may not be setting your practice up as one that somebody would want to come in and buy, because if it’s completely based on your personality and it’s not based on any kind of systems, or it’s not established in the community where somebody would say, well, that would be a valuable business to own. If it’s just based on what you like. And that’s good, I’m okay with that.

But it’s not based on how do I grow this practice for the long haul so that it becomes a saleable practice. Then you’re not setting yourself up with a retirement or an exit strategy. So maybe that means working toward eventually owning your own building. Maybe that means working toward eventually bringing in other associates that or independent contractors that can help establish the practice, or maybe it just means bringing in people that can keep the practice running while you go off on vacations or go take care of family issues or go take care of personal desires, but something that sets the practice up where you are not dependent on bending over the table every day, every just to be able to afford your lifestyle. So set yourselves up in such a way that you can step back and breathe or take a little time away from the practice or minimize your hours, or be able to go and travel and do the things that you love, or spend time with your family set yourselves up in a way that allows you to live an extraordinary life.

And if you’re not already investing in yourself, then take a little bit of money. It may not be a lot in the beginning, but take a little bit and put it away. And the more regularly you do that, just a little bit, all the time is way better than throwing one big chunk. Once in a blue moon, just a little bit, learn how to invest in yourself, seek out people who can teach you how to do the things that you don’t know so that you can really, and truly produce the life that you really want. Because reality is if we put our oxygen masks on first, if we make ourselves and our needs a priority, we’re more willing to make other people a priority when we feel fulfilled. And I’m talking about self fulfilled. When we feel fulfilled in our role, as women, as leaders, as doctors, as mothers, or spouses or daughters, or aunts or nieces, whatever roles that we fulfill, when we feel truly valued in those roles, then we feel a desire to go out and serve other people.

And we feel more on fire for life, more energized to go out and share the abundance that we’re so blessed with. So make sure that you’re making yourself a priority and make sure that you care for yourself so that you can and do want to care for others. Now, I’m going to give you three quick tips, because I want you to have a self care routine that really works for you. And those three quick tips are when you start your day, start your day with something that matters to you, it may be yoga. It may be cardio. It may be meditation. It may be reading. It may be gratitude. It may be just going in the shower and singing out loud with the music going and the water going. And nobody coming in, whatever makes you feel alive. Start your day with that every day, make it a non-negotiable make sure first and foremost, you start your day in a way that honors you second tip mid day, stop.

What you’re doing. Find time to reach out to someone, speak to someone, compliment someone, share something of value with someone, motivate, inspire, educate, or empower someone else. Because if you make that a daily habit in the middle of your day, guess what it refreshes that for you. It reinforces that for you, and it keeps you in that mindset. And my third tip, cause you only need three tips to get through the day, morning, noon, and night. And my third tip is end the day in a way that honors you, whether that’s cardio, whether that’s relaxation, whether that’s sitting outside under the stars and just gazing out at the universe and dreaming about all the possibility and potential, whether that’s raising a glass to the sunset or dancing away in the late night hours with your kids, like I love to do. And the music’s blasting all over the kitchen, whatever it is that honors you to celebrate the day you just had because every day is a cause for celebration.

Trust me yesterday, I turned 50 and fabulous and I am so excited and on fire and invigorated for everything that the world, the holes that I’m going to go out and grab. And I want you to feel the same way. I want you to enjoy your career change lives and make a positive impact on your community and all that. You are blessed to speak, to touch and reach in your lifetime and be able to do it with the grace, the strength, the power, the health, the energy, the vitality, and the vibrancy to go on and face every single day. Like it is a party and a celebration that you have been invited to every day. So ladies go make this a fabulous day, go celebrate life. And I thank you so much for joining us. And I look forward to seeing you the next time that I get to host this wonderful show, empowering women in chiropractic, and we’ll see you next time.

Join us each week as we bring you the best in business growth, practice management, social media, marketing, networking leadership, and lots more. If it’s about women in practice and business, you’ll hear it here. We hope you enjoy this week’s Facebook live event. Please like us on Facebook comment and share. We look forward to seeing all of you next week for another episode of empowering women in chiropractic. Now go ahead and hit the share button and tell your friends and colleagues about the show. Thank you for watching. Have a beautiful day. This has been a ChiroSecure production.

Empowering Women in Chiropractic – Building Your Rockstar Team

Click here to download the transcript.

Hi everybody welcome. I’m Dr. Nicole Lindsey, founder of DominateChiro Marketing, where I teach chiropractors how to build profitable relationships with medical doctors so they can build the practice and the lifestyle of their dreams. Welcome to ChiroSecure’s Empowering Women in Chiropractic series. Thank you, ChiroSecure. We always have to start thanking them for everything they do for us, for, um, our insurance needs for putting out great information, bringing us together every week for gathering helpful information that we can utilize for our practice in life. So thank you ChiroSecure. And when you get a chance to make sure you thank them too, today’s topic is building your rockstar team. My last show, I talked about, uh, having an associate assistant practice and building that. So I thought it was only appropriate to follow that up with going over how to build a rockstar team so you can support your associate assistant practice.

So next slide. Does this look familiar to you? It’s mid-year you’re looking at your stats for your practice. Looking at the numbers. I know I’ve been doing this recently and I noticed that things are up, certain things are down and sometimes you just can’t figure out what’s going on, right? You think why I’m I’m working so hard. I’m working harder than I’ve ever worked in my life. And I just can’t burst that bubble. I can’t get the roof off the ceiling. Like I want to, and year after year, this goes on. If this is you, if you’re experiencing this, if you’re looking at your stats and you just can’t break that ceiling that you’ve been at for awhile, then I encourage you to listen to the next 20 minutes or so, because I may have a solution to you for you. Um, next slide. So one of the reasons your practice growth may be stunted is because of the way that you’re staffing your practice.

You may have a revolving door and frankly, a ROV revolving door is a closed door. So basically there’s such a high cost for high turnover. It costs you your time when you have new employees coming in and out in and out costs you your time, your energy, not to mention you’re losing productivity, right? Because not able to process as many patients, you’re not being able to focus on growth. And let’s talk about the cost of putting ads out and then actually interviewing these potential employees and the training that’s involved. The cost of turnover is never really assessed in a practice. I mean, think about it. We look at numbers like our overhead. We look at what we’re paying and wages and benefits to our employees. We’re looking at retention, PVA. Uh, we’re looking at collections how much money we’re making, but do we ever really calculate what we’re losing because of losing employees? The cost of turnover? I don’t think so. Not too many people are.

So it’s something we need to look at your, your practice growth may be stunted because of this revolving door, because it causes revolving door blues, right? This lowers the morale for both you and your team, right? Isn’t it depressing when you just get a new employee, you’re getting them into the rhythm of your practice and how things go. And then they leave. It’s, it’s a bummer, right? The morale, everything goes down. Not only that, but your patients start asking questions. What’s going on around here. Right? They’re confused. They liked Sally. They liked Mary and now Mary’s not here anymore. They liked the way that Judy hooked them up to the decompression table. They liked the way they were greeted by the certain front desk person. And now they’re not there anymore. So your patients get, get the blues as well. There’s also a lack of connection and cohesiveness.

When you have a revolving door at your practice, the most important reason why the, uh, your revolving door is a closed door is because it prevents you from, uh, from not obtaining your goals, right? So you can’t focus on hiring and training at the same time. And I know some people say that you can, there are some schools of thought, some chiropractors, some coaches that are out there telling their, um, their clients that, you know what, just keep, keep an ad out. You’re forever hiring. And this may be true if you have a solid office manager or somebody else that can really focus on hiring, interviewing, and training. But if that person is you, if you are the one, doing all the, the interviewing and training, I’m going to tell you right now, you can’t be two places at once. You can’t be really jumping into growth and pushing and driving.

If you are training at the same time. So it’s hard to do. It’s hard to get new employees trained because it takes time, uh, while you’re growing. So revolving doors can prevent you from obtaining your goals. A Deloitte survey that was conducted in the U S found that it takes up to six months to get new employees working reasonably proficiently six months, right? That some of my colleagues can’t keep CA’s for six months. It also showed it takes 18 months until they are fully integrated into the culture of your organization. And it takes 24 months before they really know the strategy of the business that they have joined 24 months. That’s insane, right? Most CA’s only lasts that long for most practices.

The second reason your practice growth may be stunted is that a bad employee can poison the well, let’s talk about this. What does a bad employee actually do for your practice? Well, first of all, your brand is affected. You’re losing credibility by having this so-called bad employee, the staff member that’s poisoning the well your staff members are your brand ambassadors. So if they are not representing you or your brand, well, it’s, it’s only going to cause problem. They they’re underperforming, right? This is causing you a loss of revenue because now your other team members have to pick up the slack. And this isn’t fair. So everybody gets disgruntled and it affects a whole entire team. This is going to cause a decrease in the morale of all the other team members and everybody’s attitude. All it takes is one bad employee to create this cascade of events in your, in your practice.

So think of if this is going on in your practice, you probably know who that person is, that’s causing this, but they can be responsible for changing the whole work environment. Even if your practice is the most positive place to be positive environment to work in, it can turn into a negative one, one bad employee. One bad employee starts calling out absenteeism. And this affects the rest of your team because now they’re picking up the slack from this as well. And one of the most important reasons that a bad employee can poison the well is because customer loss, they can damage relationships with key patients that you have in your practice. And then those patients stop coming. They stop referring other great patients into the practice on and on and on studies show that one bad employee and an otherwise high performing group can bring productivity down by as much as 30 to 40%.

Do I have your attention now? Yes. True one bad employee. That is why building a rockstar team can help close that revolving door. And it’s something that we really need to be practicing on because what, what this can do. If you build a rockstar team, it can help motivate. You can help motivate your team can help inspire you, inspire your team so that you can hit your goals. Now, why did I choose this topic today? Well, yes. I said because it’s a great follow-up to the associate assistant practice, but also because this is something that I experienced in my own practice. And I only give you in my shows, things I have experience with so that you can learn from it, take it if you will, and put it in practice for yourself. But this is something that I experienced over this past year. You know, COVID was a huge blessing to me for a lot of reasons.

And one of those reasons is because of this very topic, I was analyzing my practice statistics a year after year after year, and I had this juicy goal set and it just could never hit it. We kept getting close and then boom, fall back down, getting close. And then boom, fall back down for 20, almost 20 years. This went on, right? Why couldn’t I hit that goal? Well, what happened with COVID? Our practice numbers dropped just like most of everybody’s, uh, initially the first three or four weeks. And we had to temporarily let go, uh, all of our staff all but one. And this was a great opportunity for me to really dive deep into my stats and look at my brand, my core values, my mission, what I stood for, what my practice stood for. And what I realized is that my team really wasn’t on board with a lot of my core values and they didn’t fit in with my brand anymore.

And it was, it was not cohesive. So as we started building back, which didn’t take long, it was maybe five or six weeks. We had some downtime with COVID. I started bringing rockstar team players into the practice once that really jived with what we were trying to create in the community. You know, my brand was really strong at that point. So I knew exactly what I wanted and I brought team members in that fit with my brand that fit with my mission, fit with my values. And I’m going to talk about this over the next few minutes, what that was specifically, and you know, what happened by doing this is that over the past year from March of 2020 to March, 2021, I had my best year ever in practice best year ever in practice, I hit that goal and beyond I experienced so much growth. And I know it was because of this very topic, because I was able to build that rockstar team so that we could grow so that we could function as a team. And now I only have momentum going forward and I don’t even see that ceiling anymore, which is so cool. So here is exactly what I did. I’m going to share it with you.

So, number one, here’s my roadmap. If you will, IQ tests and personality profiles, should you? Yes, you should. Absolutely. You should IQ tests. In my opinion, for me, it ensures that I’m going to have a person on my team that learns very quickly, that can think on their toes that has critical thinking skills, problem, solving skills. Listen, I can’t be everywhere all the time in my practice. So I need strong team players that can help me put those small fires out that I don’t have to do all the time that I can trust will that they will do a good job. They can think critically I cue high IQ is a good determining factor for that. So there is a wonderful, uh, program, and it does exactly this, it tests PE uh, potential employees, cognitive skills, their motivation, and their personality, all three it’s called wonder lick.com.

And you can create account. They have over a thousand different job profiles to choose from. So an avatar, if you will, of personalities that are exactly what you want for this specific job. So whether it’s a front desk assistant, or it is a, um, med tech or exam tech, someone that’s going to be doing vitals on the patients that is a profile in they’re already set up for you. And basically you get one simple, easy score that encompasses all three, so that it’s easy for you to compare one candidate to the next. So create an account and choose the appropriate job position for your, uh, whatever person, whatever position you’re hiring for. So the, the personality, the motivation, the cognitive tests, they’re not just for you as the employer, they’re for the employee as well, because if your new hire hired newly hired employee gets into a position that they’re not suited for personality wise, cognitive wise, they’re going to be unhappy.

They’re not going to stay with you. And this has happened to me so many times throughout the course of my career, I hired an amazing person that I thought would be perfect for the job. I get them in that seat and they cannot handle the position and they’re disgruntled. They leave. And it’s a, it’s a terrible break, right? This will prevent that because you are testing them to see if they are suited for that position. So it’s not fair to them either to be put in a position that they’re not suited for. So these cognitive motivation and, and personality tests are good for them. And they’re good for you so that you can find a good fit. So you can cut down on employee dissatisfaction and stop that revolving door. Right? So number two is this hands-off approach that I have, um, developed in hiring.

And that way it’s simple, it’s easy. I don’t have to stress about it. So I set it up. So it’s automatic because listen, if you have to sift through 80 to a hundred resumes, who’s going to do who has the time to do that, right? And I know every time I put an ad out, maybe it’s just Asheville, North Carolina, I will get 80 to 100 people applying for the job. And I simply do not have time. And whether you only get 20 seriously, do you have time? And what can you tell from a resume, right? It’s hard. So don’t waste your time looking at the emails and the resumes that come in instead create a separate Gmail account, call it, join our awesome Cairo team@gmail.com. Something to that effect, create an ad on. Indeed. I always use indeed and I do the free version. Um, if you’re in an area that you don’t get enough hits, you may need to sponsor it a bit.

But what you can do is create an automatic email in your Gmail account so that every time a patient applies through indeed and their resume gets put into your Gmail inbox, they will get an automatic reply. You don’t have to do anything. And that email is going to say something like this, thank you for applying for the front desk position at back in balance chiropractic, we are so excited that you are interested in this position. The next step is to complete this test. Now Wunderlich gives you a wonderful, easy link that you can just paste right into the email. And the email is going to say, once you’ve completed this test, we will be in contact with you for setting up an interview. Thank you so much. And that’s it. So hands-off right now, you will only go into Wunderlich once or twice a day.

Don’t go in every minute, you know, give it a chance to build up the dashboard. It’s so easy. Basically it will give you that number, the person’s name and the number, how they scored for your particular position that you’re hiring for. And what I only do is I only focus on the top 10%. So they have to be within that 90 to a hundred percentile for me to invite them back for an interview because the software has done the work for me. It has weeded out all of these candidates saying that person’s not going to be suited for that position. This person, cognitive cognitively is not going to be able to handle that position. This person is not motivated. They’re not going to enjoy that position, right? They’ve done the software’s done that for me. So I’m only going to invite the ones in that are showing that they can handle that position and that they’re suited for it.

So if I have 80 people apply typically only eight to 10 will fall into that top. 10% makes it much easier to invite eight people in for a one-on-one interview than 80. Wouldn’t you say step three is actually conducting the interview. And here’s the thing. If you have been watching my shows, you know, that I am a get to the point kind of person. So I do that in my interviews as well. I don’t have time to waste. I’m not going to waste your time. So let’s just get to the point. So here are some of my key questions that I think really do a good job. And I’m going to tell you why. Uh, so first of all, you have to know your brand. You have to know what is important to you, uh, what you want your employees to possess, because again, your new employees are ambassadors for your brand and your practice and whatever core values whatever’s important to you.

They need to embrace them and represent them. So you have to figure out questions that will enable to get that out of them. Are they willing to possess these core values? Do they agree with them? Do they like them? Are they excited about them? If not, it’s not going to work. Right? So for example, one of my number one core values is connection. I need to make sure that my patients feel a connection when they come in my practice from every single employee in my, whether it’s the front desk with a smile, the tech CA um, putting therapies on them, the chiropractor adjusting them. Everybody needs to connect with this patient the entire time they’re in the practice. So that’s important to me. So one of my questions is going to be what interests you in working here. Now, what I’m looking for is I’m looking for the candidate to tell me that they, they really love to work with people that they really love connecting.

I love it when they say that word too, when they, when they answer with that word. Cause I know that’s, that’s, that’s it. That’s what I’m looking for. That’s my core value. Right? So what interests you in working here? I’m not, I don’t want to hear, ah, I don’t know. I’m just, I’m just looking for a place to land for a few months. Uh, I don’t know. I just need a job at that. That’s not what I’m looking for. That’s not what my brand is. Right? So, um, if you want to bust through your goals, you need to be really clear on your core values, your brand and hire people that can help you, that they can be extensions of your arms, your hands, your fingers in putting this out there. The second question, why are you in the job market? One of my other core values is, um, inspiration.

Okay? So we want to be constantly inspiring patients to take healthy action. Whether it’s drinking, drinking more water, whether it’s starting to exercise, whatever it is coming to get adjusted, changing their life. Inspiration is a core value. So why are you in the job market? What I’m looking for here is not, uh, I don’t have a job. I just need a job. I’m not looking for that person next. I’m looking for, I already have a job, but I don’t feel a purpose there. I’m looking for a purpose. I want to be excited about showing up in the office every day. I want to be excited about what I do. That’s what I’m looking for. I’m looking for that kind of response. Third question. Do you have any issues promoting natural health care options? Why is this important? Well, everybody’s core value. If you’re a chiropractor should be healthy or health, right?

I would hope so. That’s one of mine. Okay. My employees don’t need to be the healthiest people on the planet. However, they need to be interested in health, right? And inspiring people to get healthy and being a part of that. And so I’m very clear with my candidates. I let them know. We educate, we promote natural health regularly. We do videos. We do Facebook lives. We do team challenges. We have a book club, we read healthy books. I don’t sugar coat it. I let my candidates know. We want to be healthy as a team. We want to grow as a team. So we’re going to constantly learn different ways to be healthy. Are you cool with this? And either they’re not, and they’re not on board next or they are. They may say yes. Wow. I would love that. I would love to be inspired to be healthier.

That’s what I’m looking for. So that’s a great question. Fourth one. What are your short term goals? I want to know in six months to a year, where do you see yourself? If they say, oh, well, I, uh, I’m going to be going back to school to get my master’s degree. I don’t really think I want to spend the next six months training somebody knowing that I’m going to lose them. So that’s a great question to kind of weed that out. Where are your, where do you see yourself longterm? Five, five years down the road. Where do you, where do you see yourself? Um, I just like to know that I’d like to know where the staff are, where they want to go. Are they looking to buy a house? Um, are they looking to have a family? Um, and number five, what hourly rate are you hoping to make?

Just cut to the chase. Get to the point that if on occasion they have said on a lot of occasion, oh, I’m looking, you know, and I’m hiring for a front desk person. I need $30 an hour. Well, yeah. Who does it? Right. So that’s, that’s an easy weed out question. You know what you’re going to pay for this position. And it’s probably not that, so next let’s get realistic here. Right. So that’s a really good get to the point kind of question. So there’s other questions as well that I ask, but those are definitely my core questions that I like to get that roadmap, uh, get clarity so that we can just get to the point. So there you have it. That is my roadmap to developing a rockstar team. And listen, I know I I’ve done a lot of things wrong in practice.

I’ve been going at it for 20 years and I have hired people for the wrong positions I have. Um, I’ve not done a lot of things, right. But I can tell you that this is one thing that over the past year, I have really learned and honed my skills on developing my team so much so that I see the importance of it. I now see that, you know what, there’s, there’s so much more that we can do so much more growth and momentum that we can achieve. And I want that for you too, because our profession needs you to grow in that way. So thank you for watching. If you have any questions about MD marketing, about anything chiropractic, don’t hesitate to reach out to me, dominatechiromarketing.com and make sure you tune in for our next Empowering Women, Facebook live show. Thanks everybody.

Join us each week as we bring you the best in business growth, practice management, social media, marketing, networking leadership, and lots more. If it’s about women in practice and business, you’ll hear it here.

We hope you enjoy this week’s Facebook live event. Please like us on Facebook comment and share. We look forward to seeing all of you next week for another episode of empowering women in chiropractic. Now go ahead and hit the share button and tell your friends and colleagues about the show. Thank you for watching. Have a beautiful day. This has been a ChiroSecure production.

Empowering Women in Chiropractic – Mid Year Business Review

Click here to download the transcript.

Disclaimer: The following is an actual transcript. We do our best to make sure the transcript is as accurate as possible, however, it may contain spelling or grammatical errors.

Hello there and welcome to this week’s show Growth Without Risk. My name is Dr. Janice Hughes, and I’m excited to be your host for today’s show. I really wanted to title this about the mid-year business review and it’s exciting because here we are at July 6th and I hope and trust everyone just had wonderful long weekends, July 1st, if you’re in Canada and July 4th, if you’re in the United States and United States, and I actually chose to celebrate both of them. So I recognize that coming off of celebration, sometimes it’s challenging for someone like myself, a previous coach and business consultant to say, take a look at your numbers, but it’s in a really important time of year to do that because what starts to happen a lot. And we all know this almost like our practitioner mindset is that one of the things we feel really good on the days where we feel busy, where we have patients coming in and lots of great things happening.

But then on the days when we don’t have a full schedule or we’re feeling like we’re struggling, that’s where we can’t help, but we start to beat ourselves up. So one of the things I want you to do is stop and recognize that your numbers or statistics are just simply a measurement. And we can’t compare one person to another. Each of you, your model is going to be slightly different. So for example, I can show you and talk about a successful young practitioner that actually maxes out because of the kind of care he delivers really specialty functional neurology care. He maxes out at 12 visits a day, but recognize the feed that he charges the time that he’s with the client, the technology he has in the clinic is very different than for some of us like myself, where I’d almost call it where we put someone on a great care plan.

And then a regular visit is more, just a course corrected, you know, course correction where we’re adjusting someone. So those models are very, very different than numbers will be different. The statistics look different, everything’s good, everything’s fine. You know, decide and, and almost delivered the model, the kind of care that you feel excellent about, but it’s still important at the mid-year point to take a look at your numbers and really ask yourself the question what’s been working really well. And then if there’s some things that haven’t been working so well, how do we course correct? You have an incredible amount of time to really make this a year from a statistical perspective. So I wanted to talk today from that coaching perspective and share a few of the things that I like to have someone look at for their practice. So it’s not necessarily your visit numbers that I’m going to ask you to take a look at.

I’d like you to start to look at your total billings, your total services. Some of you will have a couple of different categories in the practice. Maybe, maybe you actually sell supplements or you have products for sale, even pull those numbers and separate those out from say your serve your other services, maybe your hands on adjusting services. I want you to begin to track all of that. I don’t want you to start to get into that habit of compare one month to the month before the month after, because of things like holidays or holiday weekends. Now there’s some other ways from a coaching perspective that you look at a month that has a number of, you know, days less in the clinic slightly differently. So if you’ve been doing this for long enough, I like you to more compare the same month, you know, this year to the same month last year and watch those kinds of trends.

If overall, we look at the last six months, I like you to look at things like your total billings. I’d like you to start to calculate things like your ova, which is your office visit average. How much are you filling in or billing in for the services that you deliver? The problem. And I, the example I gave you at the beginning of a young, like a partitioner that doesn’t take a lot of visits because they have a very high office visit average or ova. But if you have those number of visits and you have a very low overhead, yay, that’s a bigger problem. The reason I even also like you having a look at this term, the ova your office visit average is because it’s really important for people to recognize that it costs you a certain amount to deliver an adjustment. So what starts to happen if somebody builds out at $50?

So your office visit average say for a regular visit is $50, but it costs you $45 to deliver that adjustment. Now that becomes more of a problem. So this is why I like comparing or using this idea of your office visit average. I also really liked that leads into things like your case average. When you have a new client come in and you put them on a call, it a, uh, an appropriate clinical care plan. Some people get really caught up when we say that idea of a care plan, but what is your, your overall diagnosis and review of their case, and what is that going to take to help them move in the direction of their goals? You know, so how many visits or what is that total dollar value that a new client represents or a reactivated client represents to the clinic? Those are important numbers because that’s a stronger way to then review the kinds of marketing events, or even if you’re going to do a Facebook ad and you put that ad out there and you generate a certain number of clients from it.

You know, you want to say, is that successful or is it not? If you have a very low case average, well, then it’s going to take you a lot more people to then more than compensate or generate four or five times the return of what that ad cost. That if you have a really high case average, a really strong case average, you can see that in many cases, like one new client is at, particularly in a social media world is going to more than, than give you that four or five, or sometimes even a 15 or 20 times return on the investment that you just put into that promotion. So these are the kinds of numbers I, you notice. Um, I kind of call it, embracing your statistics. What are the things that you can review consistently to determine the kinds of results that you’re actually getting?

This is what I mean, where I like to talk about the opportunities you have, because the clearer you get on those numbers, then you can start to say, well, now what are some actions or what are some things I can do to start to improve those business numbers? So that example of a case average, it may be that you realize that you, you know, are very strong clinically, but you don’t communicate clearly and put people on a really strong care plan. Some of that is just getting more organized and training your team more effectively so that the team helps schedule out an actual care plan for people. Like I said, this is a no judgment zone in that there’s all types of models for practice. And it’s just really important that you start to say, okay, what is your model? And how could you enhance it the middle point of the year?

I like you to ask yourself these two important questions. I’d like you to ask, what would I love more of? And then the flip of that is what would I love less of and more of the business or reviewing the numbers can be incredibly powerful because it can give you less stress. And I know that sounds crazy because some of you say, well, I don’t like looking at my numbers or I don’t like, you know, going over, I start to beat myself up instead. Could we just say, what are those numbers telling us? So a coaching approach is constantly asking yourself, what is my next simplest action step to make change. So to increase your ova, that is most likely going to be cleaning up your fees quite often, increasing your fees. If you haven’t had a fee increase in a long time, then starting to work with someone, there’s some incredible coaches out there.

I’m happy to help direct you to some good coaches, coaches, or coaching groups that can help you really gain the confidence and the communication skills to increase your actual fees. You know, that’s important. It may be that you add other products or services that clinically are relevant, that are really going to help your patients. And they also increase your office, visit average your, your fees that you’re charging. So this is just an important time to say, what actions can I take to increase these business metrics, to look more effectively at the results I’m getting? Otherwise, it’s very emotional. Otherwise, like I said, at the beginning, we feel really good if we feel busy, if we’ve had lots of people in, but it’s more important to say, what are the business metrics behind it? Likewise, it’s a great time of year to say, are there ways I could deliver some of the services I’m delivering for less?

Are there things that we can clean up? Sometimes that means you or the team getting more effective and efficient, taking less time to do something can often clean things up. You know, it may be that one of the ways to enhance your ova, your office visit average is to take a look at how much time you’re spending with someone. It might be that your fees are, you don’t feel ready to say, increase the fees for a specific visit, like, you know, say an adjustment. But if you recognize that a lot of the things that are happening and keeping people longer in your clinic often that’s us as the chiropractor or our systems that aren’t processing people as effectively, sometimes there’s tools or technology that can make things more efficient. The billings could be more automated, you know? So there’s a whole bunch of tools and technology.

You might need to invest in some of that to better increase your efficiency and ultimately take less time that your, your staff, your team takes. So there’s a lot of ways to take a look at how do I enhance or increase these numbers. The other thing is a lot of times people like any of our clinics, if I look at someone’s statistics, it’s often costing you a lot with say, you know, additional supplies or your expenses are far too high, a percentage of the billings themselves. Now I understand that there’s what we call actual expenses versus what we report, where we sometimes build some other things in books or things that we’re, we’re continuing to grow ourselves. In our knowledge, of course, you build that in that even some of the actual expenses, often we want to start to say, how could we trim things?

How could we cut things that it can be really daunting to say at the middle point of the year? Well, wait a minute. I want to cut my expenses by 5%. Versus if you turn around and say, well, are there a couple of categories that I could cut my expenses by a half a percent or 1%? So there’s often some ways that you can break this down into much smaller or more tangible approaches. Now, I think it’s important too, that I bring up. There’s a real mindset around the numbers and the business metrics. So often we set these goals and sometimes they’re really ours or other times it’s what we think we should be doing. Well, I’m going to increase my practice by this percent over the year. And then if we’re not careful, we start to feel like we’re tracking behind. This is another reason though.

I like the mid-year review because often even if you’ve had maybe a couple of months that have been less than you expected, you have time. You have six months now to say, well, what does that really mean instead of, oh, I suddenly need to double maybe it’s that? Wait a minute. I could break that down into like balancing some that I want to recoup over six months. So therefore, what does that look like per month? What does that look like per week? So often I like to take people and help them break down even to double. If you wanted to double the billings in six months or 12 months, if you break it far enough down, it often actually represents one or two more visits a day or a shift. So then you can say my perspective as a coach is what are the actions I can take to be able to have the space, the energy and the time to see those one or two more people.

That’s where engaging your team, putting people on great care plans instead of going week to week with your visits, or let’s do four or six visits. Let’s get stronger with our communication and language for someone what 12 or 15 visits looks like, why that’s an important piece of care for them, how you can measure it. Even using things like the road to recovery posters or things to show the on the acute phase, and then engage your team to help make sure that people are scheduled and even all the way up to say a re-examine at that 12 or 15 visits, because now for many of you, your positively impacting your case average, and you’re also becoming more efficient. So you and your team have the time and the bandwidth to process one or two more people per day. So I want you to see that a lot of this is how do you use your numbers and not feel overwhelmed or intimidated by them?

Some people I know when I do a bunch of complimentary consultations for people, it’s them saying things like, you know, well, I I’ve had these goals or I’m so fed up with goals because I just haven’t achieved them. There are no such thing as unrealistic goals. There’s usually only unrealistic timelines or more importantly, unrealistic action steps. So that’s why everything I’m talking about looking at numbers or metrics, it really comes back then to us saying, what actions can I take? What one shift can I make? Can I get more efficient? Can I stop chit chatting with people so that I actually am standing around and realizing I’ve got lots of room and space to help more people. So a lot remember about the business is to allow you to share your skills and help more people. So I’d like you to have a vision here we are at the year.

What is the vision for the end of the year? Can you see through these schools? Can you see through the year? One of the exercises I love to assign to people is to ask you to sit down and just write a short paragraph for yourself. You know, pretend it’s December 28, third, January, first of next year, 2022. So that you’re seeing all the way through the next six months. Describe for yourself what it feels like to have had your best and most impactful year yet. Write it down. What’s that feel like? What opportunity did that give you? If you can, instead of just looking at things right in front of you, which we all have the tendency to do, or what am I doing next week? If we can start to project out to the end of the year and these numbers growing your business, growing and your impact growing what opportunity that provides you more income, what can you do with that income?

How can you help more people? How can you share that income and an enhanced, you know, say wealth with your family, with others. So I know in jam packing a lot of, of content into this idea about the business review, but I want you to see why and how it’s so important to just look at your numbers in a far more unemotional way, in a way that just tracks and gives you data and feedback about the things you’ve been doing. Is it working? And if so, great, how do we do more of it? And if not, then how do we course correct? How do we grow? How do we help more people? So I’m happy to answer any questions. I just want you to feel excited and not so many people say to me, oh, well, going into the summer and people are on vacation.

I just want you to not think like that. I want you to embrace the summer and have a wonderful and fantastic summer knowing that you’re already clear and where you’re headed by the end of the year and the actions that you can be taking. So, number one, I want to thank ChiroSecure for allowing me the opportunity since I don’t, you know, I’m not at seminars as much anymore, and I’m not coaching as much anymore that I can literally still share ideas and ways that as a profession chiropractically, and as a health profession, we can help a lot more people. I want you thriving. So I thank ChiroSecure for the opportunity to include me, to engage me. I also want to let you know that each week we have a new host, next week’s host is Sam Collins. So you’ll notice that there’s different content and ideas that are shared so effectively every week through our show growth, without risk. So thank you for the opportunity of spending time together. And may this be your most impactful year yet? Have a wonderful day.

Empowering Women in Chiopractic. – 3 Quick Tips to Do a Talk Effectively to Get Patients to Schedule

Click here to download the transcript.

Disclaimer: The following is an actual transcript. We do our best to make sure the transcript is as accurate as possible, however, it may contain spelling or grammatical errors.

Do you wish more new patients were coming in the door, you are doing virtual talks or in, even in person talks in front of a small group of people right now, but how do you actually do a talk to get patients to schedule effectively? I’m also going to be sharing with you, even if you don’t do virtual talks, what’s a hot tip that you can put in place. If people are calling you by phone and wanting to schedule and, and where’s your front desk say, or, or how do you weave it into the conversation? You’re having to book more new patients. So this is Chen yen, you’re six and seven figure, practice, make over mentor at introvertedvisionary.com. Your show host for ChiroSecure today. So let’s talk about, um, virtual speaking. And, you know, when you are limited by in person marketing, it’s such a great way to attract new patients in the practice, but let’s get right into, well, have you ever felt disappointed when you’ve done a, a talk before, but few people and people have been saying, oh, that was so helpful.

That was great. But then they’re not actually booking from the talk. And so, or even if people are calling you in your office and then what to say, so one key tip, I’ll give you three quick tips. The first tip is to actually break up what is the current show? What is the shortfall of the current approach they’re taking? So that might be, what’s a shortfall of the conventional medical approach. And talk about that. See, one mistake that many chiropractors make is to primarily just talk about, um, how you can help. But the challenge is if people aren’t really seeing the value of it and understanding the consequences of continuing to go down the path that they are right now, then they may not actually move forward with care. So the most important thing is to bring up whey is a shortfall of the conventional medical approach or the current path that they’re on right now and bring up, what’s frustrating about it and talk about it, then bring up what, um, is what could be different instead by using your approach.

So what, um, oh, before I mentioned that, uh, yeah, so, so what could be, what could be different instead by using your approach at meaning, um, giving people a high level clinical perspective of how it works. So it’s not just where well chiropractic care is better because it’s, you know, we need to focus the spine and things like that. It’s made people understand that if we do X, then Y will happen. So if we do X, um, XYZ approach, then it will be more effective. It will be longer lasting. It will be, um, it will actually get rid of the, the issue completely at the core, you know, whatever it might be that you’re helping them with or, uh, to highlight what that is about and then go into how you can help them. So that’s the number one tip. So this is actually a framework that I just mentioned to you, which can be used even in conversations when, when potential patients are calling your front desk, you know, if people are having a doubt about scheduling, then you could have them, um, bring up this thing in terms of, uh, what’s missing about the current approach and what are some, some approaches that, that are addressed in your clinic.

And, and also, you know, certainly you don’t want your front desk people to get into anything clinical. So that part you’re gonna leave out if your front desk is answering the phone, but at least bring up, you know, some of the shortfalls we’ve seen with, with conventional medical approach or the, uh, could actually be these couple areas. Um, but the I, what we find is that if we, if we dig into these things and, and have you come in and get seen by the doctor, uh, to identify with what those issues might be, then, then this’ll actually get better. Right? So that’s one way to go about it. The second hot tip about, uh, bring in more patients from your talks is to share why it is that you decided you created this offer. So why did you decide to put together your services or whatever it is that you’re you’re offering?

Um, more of the, the personal inspiration for that. So it may be it’s, it’s from your experience of this in the, in the past your personal experience of yourself going through that issue, or if you don’t have any experience with that, maybe it’s some personal experience that touched you when you saw someone else have that issue. Certainly think back to what was it that really inspired you, maybe what might’ve been, it’s not being, um, like a certain level of, of care standards that, that you saw. For example, we have a chiropractor client of ours who, um, he worked at, uh, he was an associate at another practice before he went out on his own and he, it was a high volume practice and he thought to himself, you know what, I wouldn’t take my mom here. And so that was part of his inspiration because, um, you know, people were just shuffled in and out and not really, she, he felt that they weren’t really being treated by, um, the practice as if, you know, really attentive kind of care to the patient.

So that is what inspired him to actually start the practice. And so that is an important thing to bring up about why you decided to, to start your practice, why you decided to make the services, the particular services available. So let’s say if it is nutrition services or, um, other kinds of, of services or stem cell, you know, what is the reason why you chose to, to add the additional offerings into your, your practice, uh, because such and such as such the personal story behind that, the inspiration behind the hind, uh, why you created, so that way people feel connected to, um, that purpose and, uh, of your practice beyond just because otherwise they could just go to anyone, would you say that’s true. They could go to any chiropractor. And I, it would just be pretty much the same in their minds. So I so see how you could build that connection and also stand out for them about why it is that you chose to offer this.

The third quick tip is, um, to give a limiter and a reason. So, you know, why give a limiter and from your talk and how to give it. So, cause one concern I often hear is, oh, I don’t, I really don’t want to be pushy. Uh, I’ve seen how it it’s taught out there and it’s like, you gotta be signing up today. And, and you start feeling like a used car salesman, sign up today or such and such, you know it, but you are doctors, you are not, um, youth Garcia and you don’t need to be either. So that can feel kind of inauthentic, uh, for those of you who, who are especially more introverted. Like I am, for example, too. Right. So, so, but how can you inspire people, uh, in a way that doesn’t feel pushy and when it comes to limit our, why limiter?

Because think about it. Have you ever had some kind of thing that you were interested in, but there wasn’t a deadline on it and then you just thought, oh, I’ll take care of there. I’ll do that when I get a chance to, and then weeks go by and you kind of forget about it has ever happened to you before. I know it’s happened to me before. I know it’s happened to a lot of people I’ve talked to before and that’s just natural, isn’t it? Because we all have busy lives. And so the time when people are most inspired when your audience is most inspired, is when they’re right there with you listening to you, whether it’s virtual or in person, not three days later, not a week later, not six months later, not a year later, but literally right then when they’re there with you in that moment.

And so how can you inspire them to actually do about it, um, there, but without feeling pushy. So one is giving limiter of it could be what kind of limiters could there be, and then how could it be not pushy? So limiters can be time-based limiters. It could be, you know, if, if he signed it today, then, then maybe they get a certain savings that they wouldn’t get elsewhere. Or if that’s kosher with the loss of your state. Um, or if it, it is a limit of X number of spots that you have set up for them in your calendar this week. So that could be Elim, uh, or it could be some kind of alert where, um, if they sign up today and then, uh, then they will also get something additional, which normally is not included. You, you end up offering. So now let’s talk about how to communicate that in such a way where it doesn’t feel pushy.

So there is actually this, this one about this, how there’s like a sleep on ones where, um, you know, there’s these people in it in line for a machine, right. And there’s a person who just cut in front of someone else and people in front of him were so mad. And then there’s another person who food just went up to the front and said, I, uh, I would, can I, you know, come in here because such and such and such, I guess what happened that person’s like, oh, sure. Right. And what was the difference? Because this person shared a reason why they wanted to cut. Right. So have you ever done this works really well, and for those of you at the airport too, have you ever been running late from the airport? Well, uh, okay. I confess I’ve, I’ve done this myself. Like I’m running late.

And then instead of just cutting in front of everybody in the front of the line, I bring up a reason about why, oh my gosh, my flight’s leaving in a couple of minutes. Can, can you please let me catch a plane? I really appreciate it. Right. So, so notice the difference if are cutting in line versus just versus sharing a reason. So when you bring up a limiter, share the reason for why you’re giving a limiter, for example, when, when we say, okay, there’s X, uh, I’ve set aside X spots in my calendar this week. Right. Um, so, and I want to make sure that because you took the time to be here today, I wanna make sure you’re taken care of. So notice that’s, that’s very authentic and isn’t pushy and, uh, whatever you end up saying, it needs to be in alignment with what you feel in your heart as well.

So with that four, I thought about what would help you in, um, if you’re wanting to do talks more effectively, because it’s just no fun. If you’re, if you’re sharing and you’re educating, you’re helping people, but then it’s, it just feels like three public service all the time. And, and the truth is, you know, people, don’t their health issues. Don’t become better just by listening to you talk, isn’t that true? Like they, they get better when they can actually come in and you can help them as their doctor. So that’s when I, if you are to have a more effective way to actually bring patients in the talk, then you can make a big difference. And so what else you need is, do you also have a good flow of your talk? So when I help our clients with this in our six-figure speaking system for introverts, we talk about what is the overarching thing flow of the talk?

Why? Because most of the decision about whether or not someone will decide to book with you happens even before the close of a talk, don’t get me wrong. The close is still really important. You could have a great talk and botch up the clothes, and then you will also have, um, very few new patients from it. But if you could actually have both, if you could have a good, uh, overarching flow of your talk, get one signature talk dialed in just one, not like three, like five, not more than that. You just need what you just need. One talk that brings in patients that you can give over and over again, and even put it on autopilot. You know, when you get the style, then you could literally have, now I doing this in a webinar format, have it on autopilot, working for you when you are sleeping, when you’re eating dinner with your family, when you are, um, resting, I just relaxing, right?

So you don’t actually have to be there if totally even put it on autopilot. Imagine having something on autopilot, bring new patients in the door. So if you’d like help with that. And then I also decided to give you what are some top 10 best places to speak and get patients quick-start guide right now, virtually right now, even, right. So you don’t have to necessarily feel like your hands are tied right now. And the things that you used to do, aren’t really working as well. Like either you could totally expand your reach this way. And so I’m going to give that to you. And, um, you can also request to book a free chat with us to see how we can help you grow faster. So go to introverted visionary.com forward slash gift virtual. So again, it’s introverted visionary.com forward slash gift virtual. So go there right now and then get the free downloads, um, and a template that I’m, I’m also making sure you’re going to be able to get ahold of, to help you with, with Brainware patients in their virtual, um, talks. And, and also you can do this in person. So that way you’re really helping more people who need you. So, uh, to you waking up the planet and to hear you helping where people who need you and making good money while doing it the introverted way.