Group Practice Network Blog
Practical Tools and Tips for Growing Your Business
Before You Defend Your Split: Seeing Contractor Pay From Both Sides
I don't think 50/50 is wrong, and I don't think 70/30 is automatically fair. Every split should come from your own numbers, including what you pay yourself, rather than from what other practices are offering. And once you've set it, the way you talk about it and the way you build everything around it tells contractors a lot about whether you see them as colleagues or as costs.
People Pleaser or Leader? How Group Practice Owners Can Tell the Difference
When we people please, we often avoid being clear because we don't want to upset anyone. But a team that never knows where they stand, or that sees their owner say yes one week and pull back the next, ends up feeling less safe, not more.
Contractor or Employee? Start With What You Want for Your Group Practice
Do you want contractors or employees? There's not just one right answer here. There are so many individual ways to run a group practice, and each of these structures can work well. The trouble starts when what you want and the structure you've chosen don't match.
Coach, Mentor or Consultant? Choosing the Right Support as a Group Practice Owner
One person calls their program coaching, but it turns out to be a course. Another calls themselves a consultant, but spends most of the call asking you questions. It's confusing, and when you're already stretched thin, it can be confusing or even frustrating because it usually means you either buy the wrong kind of support or you don't buy any at all and keep trying to figure it out alone.
Why Group Practice Owners Need to Retreat: A Different Pace, A Different Perspective
Here's what I've learned after five years of running retreats for group practice owners... things don't settle down on their own. And time away is often exactly what helps you see what needs to change so that they can.
The Quarterly Check-In: The Leadership Habit That Keeps Good Therapists From Leaving
I've become a firm believer that meeting individually with each therapist on your team at least once a quarter is one of the most important things you can do as a leader. Not a hallway chat. Not a 5 or 10 minute check-in between sessions. A conversation that you initiate with intentionality, that's longer, and purposeful, even if it doesn't have a formal agenda every time.
What Running a Group Practice Actually Takes Now (And Why It's Not What It Took Ten Years Ago)
What worked when I started my first group practice isn't what works now. Not because either of us did it wrong back then. The ground underneath all of us has shifted, and a lot of the advice still floating around out there was written for a landscape that doesn't exist anymore.
Difficult Conversations With Your Team: Why One Big Talk Isn't the Answer (And What Is)
I talk to a lot of group practice owners who are avoiding a conversation with someone on their team right now. Not because they don't know something needs to be said. They know. They've known for weeks, sometimes months. They're avoiding it because they're scared of how the other person is going to take it.
Let It Be a Filter: Hiring Lessons I Keep Learning
If this is supposed to be a filter, it was obviously doing the job I wanted it to, and I should let it do its job instead of letting it get under my skin.
I sat with that question, and here's what I landed on. I'm annoyed because I wanted to fill the position in what I thought was a timely manner. I want someone to fill a position in my business, and I want people to care about it the way I do.
Your Hiring Process Worked at Five Therapists. Does It Still Work at Twelve?
I talk to a lot of group practice owners at exactly this point, and the conversation almost always turns to hiring. Not because their hiring process failed. Because it was never designed for this stage. What got you your first five hires, often some combination of gut feeling, a casual conversation, and a good reference, is not enough once you're managing 12 people and trying to protect a culture you can no longer oversee by proximity.
Four Group Practice Owners, Four Different Answers to "Should I Grow?"
This summer, I sat down with four group practice owners across the country on the Empowered to Lead podcast and asked each of them the same question: how did you decide whether to grow or stay where you are. Not one of them answered with a number. Not one said "once your team’s caseload hits this," or "once you can afford that." What they gave me instead was harder to put in a framework, and more useful because of it.
How AI Actually Fits Into Your Practice's Marketing
My version of how to use AI in marketing is narrower and less exciting than either camp promises: it's a research assistant and a second pair of eyes, not a replacement for the judgment you already have about your own practice.
Two Years In: What I've Learned About Using AI In My Practice
If you run a group practice with a team, it's tempting to think the goal is getting AI to sound like your practice's overall voice, blended across everyone who works there. I'd push back on that.
Vulnerability and Authenticity Are Not the Same Thing: What Every Clinic Owner Needs to Know
As therapists, we are vulnerable people by trade. We value depth, connection, and the courage it takes to be seen. So when we step into leadership, it makes sense that we carry that value with us. We assume that to lead well, to be trusted, to be real with our teams, we have to be vulnerable with them too.
Which EHR Platform Is Right for Your Canadian Clinic? A Practical Comparison for 2026
This post is for clinic owners across the spectrum of health disciplines in Canada who want a clearer picture of what the current platform options actually offer, especially as more of them start integrating AI tools into their workflows. Whether you are a mental health group practice owner, a physio clinic, a multidisciplinary team, or an RMT running a small team, the right platform depends on more than features. It depends on your size, your billing complexity, your team structure, and where you want to be in the next three years.
What AI Can (and Cannot) Do for Your Group Practice
AI tools are genuinely useful for getting what’s in your head out into documented, repeatable systems. That is one of the clearest applications I’ve seen for practice owners at any stage.
If You Want to Be Trusted, You Have to Be Clear
I am sharing this because I don’t think this owner is unusual. I think this is a pattern, and I think it comes from a place most of us recognize: not wanting to overpromise, not being sure what the right answer is yet, not wanting to close a door before we have had time to think. Those are understandable instincts. But they have a cost. And clinicians, practicum students, interns, and clients are the ones paying it.
What Buyers Actually Look For in a Therapy Practice
Because the 10 factors buyers evaluate are not really sale-specific concepts. They are the building blocks of a well-run, sustainable, transferable business and that is relevant to every group practice owner I work with, whether they are 3 years in or 20.
How to Stand Out in a Saturated Market and Keep Clients Longer: A Guide for Clinic Owners
You have done the work to bring clients in. Your marketing is performing reasonably well. And then your clinicians are not keeping those clients as long as they could. If you could help your team retain each client for even one more session, the ripple effect would be significant. Your marketing ROI would improve. Your clients would experience more meaningful clinical outcomes. And your associates would feel more grounded in their work.
What That Unfilled Shift Actually Cost You
I’m not saying your associates are taking advantage of you. Most of them aren’t. Most of them have never sat on your side of the desk and have no idea what it costs to keep the lights on, the office rented, the admin team employed, and the marketing engine running. They see the percentage split and they assume it reflects the work. It rarely does.
That is not their job to figure out. It IS yours.