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What keeps a practice feeling like your practice as it grows? How do you scale without losing the culture that made your business successful? What will you do to protect your vision as new people join your team?
In this podcast episode, Brandon Shurn discusses the final and concluding part of the Intentional Scaling Series: preserving culture and integrity | Part 6
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In This Podcast
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Preserving culture within a growing practice
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Why you need to be consistent with maintaining culture
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Brandon’s reflection questions for you
Preserving culture within a growing practice
As you expand, as you bring on clinicians, it’s going to become harder to maintain consistency between communication, care, and culture. (Brandon Shurn)
Unless you make an effort to retain your integrity and preserve the culture as a daily, weekly, and monthly task in how you and your clinicians interact with each other and the clients.
The best way that you can do this is to support your practice’s culture throughout its:
- Vision
- Mission
- Values
It becomes easier to provide supervision … when you start seeing things that are becoming disconnected or disjointed inside of the practice. You’ve got to be on the lookout for this stuff as the practice owner. (Brandon Shurn)
Why you need to be consistent with maintaining culture
When Brandon says, “Culture,” you need to think, “Vision, mission, and values” because it is in those three that the culture is expressed and lived out in the practice’s work.
As your practice grows, your leadership style, culture, and systems become even more important, especially if you hire people into additional leadership roles.
When it comes to hiring well-fit staff, consider some of the following questions:
- Tell me a bit about yourself?
- What drew you to this practice?
- What type or types of clients are you most passionate about working with?
- What are some of your long-term goals as a clinician?
- Is there something specific you would like to learn by working at our practice?
How in-tune is the office manager with the vision, mission, and values? I.e., culture. The same thing if you have a clinic director, or some supervisor … The only way that you can influence the culture, unless you usurp or circumvent their roles as leaders … is through those conduits, so ensuring that the clinic director/ supervisor/ office manager is in line with the culture of your practice. That’s how you protect clinic integrity. (Brandon Shurn)
Brandon’s reflection questions for you
1 – What makes my practice special right now?
2 – How will I maintain that particular quality as I grow?
3 – What do I never want my practice to become?
4 – How will I protect both my team and the client experience?
Useful Links:
Check out these additional resources:
- Intentional Scaling Part 5: The Numbers That Actually Matter | GP 337
- Practice of the Practice Network
- Group Practice Launch
- Group Practice Boss: www.practiceofthepractice.com/grouppracticeboss $149 a month
- PoP Group Practice Owners Facebook Group
- Free resources to help you start, grow, and scale
- Work with us
- Practice of the Practice Network
Meet Prof. Brandon Shurn
Brandon Shurn, Ph.D., LCPC, LMHC, AFC®, NCC, is a licensed clinical professional counselor and the founder of EmPower Me Holistic Counseling, a fully virtual Maryland-based practice. He’s also a full-time professor in Seattle University’s online Clinical Mental Health Counseling program. With extensive experience launching and directing university training clinics, Brandon now focuses on helping therapists design and grow impactful, sustainable practices. Outside of his work, he enjoys fitness, yoga, Wing Chun, golf, reading, and spending time with his family and dogs.
Visit Empower Me Counseling, and connect with Brandon on Instagram and LinkedIn.
Email him at: brandon@practiceofthepractice.com
