Today’s BCACC webinar offered some important updates on the future of counselling regulation in British Columbia—and while there’s a lot still in development, there are a few key takeaways I want to share.

Leadership is required to be an effective group practice owner. And yet, so many therapists avoid the title of leader altogether. Some don’t identify with it, and others aren’t sure how to define who they are in that role—especially when they didn’t get into this field to “command” anyone.

As a group practice owner, you are not just a clinician anymore. You are a business owner. That means the way you operate must be sustainable, boundaried, and legally sound.

You write contracts not only to protect your practice, but to clarify expectations and uphold your role as a business leader. And if your contractor agreement states that clinicians are only paid for sessions the clinic gets paid for—then that’s the agreement. Full stop.

People remember how they’re treated. And when someone leaves your team, it can either be a graceful exit that reinforces your leadership and values — or a messy, painful process that ripples through your team and your reputation.

Think about what you want your departing team members to say about your practice. About you. About how they felt leaving. Were they respected? Supported? Given space to wrap up with dignity?

As a Canadian therapist, the choice between staying solo or joining a group practice as an independent contractor can be tricky — especially when money, time, and sustainability are all on your mind.

There’s a common assumption that group practices are rolling in profit while contractors are undervalued. But as someone who supports both solo and group practice owners, I can tell you: the reality is a lot more nuanced.

This blog will help you unpack the financial and operational differences between going solo and working as an independent contractor in a group practice — so you can make a decision that works for you, your energy, and your long-term goals.

If you’re like many therapists I work with, you didn’t set out to become a business owner. You were simply full—emotionally, energetically, and in your caseload. Referrals kept coming, and it felt too painful to turn people away. So you brought on an independent contractor. Then another. Then one more.

Before you knew it, you weren’t just running a private practice—you were running a business with a team.

But here’s the catch: most therapists in this position didn’t count the cost—literally or figuratively. They didn’t run the numbers or look at the full range of responsibilities that come with the shift from solo therapist to CEO of a group practice.

So that’s where I want to start with you today.

One of the most common (and loaded) questions I hear from group practice owners is this:

“How much should I be making?”

It’s often whispered with a mix of uncertainty, guilt, and even shame—as if asking about money is somehow a betrayal of the work we do as helping professionals. But the truth is, your paycheque is one of the clearest indicators of your business’s sustainability. It’s not just okay to ask this question—it’s essential.

Let’s unpack it.

Running a group practice can be lonely. Your team may be amazing, but at the end of the day, there are some things only other owners truly understand. Being in a room (or a hot tub, or around a campfire) with people who get it is incredibly validating.

Bringing on a Clinical Director is a big step, but it’s one that can create more stability, sustainability, and balance in your group practice. If you’re feeling overwhelmed and struggling to give your team the support they need while also keeping up with business demands, this might be your sign that it’s time to hire.

Before you can offer a competitive rate to your therapists, you need to have a clear understanding of your practice’s financials.

As I reflect on my journey and the support I offer to group practice owners across Canada, I recently found myself asking: Why do I do this? What do I stand for? This blog shares my core values for the Group Practice Network

As entrepreneurs, we often start with a dream—a vision of how our business will shape our future. For group practice owners (GPOs), the goal is typically to build something that not only impacts your community but also enhances your personal life. However, it's only when you define what that future looks like that you can begin turning those dreams into tangible results.

This was a powerful reminder that we don’t need to compromise our values out of fear. It’s easy to second-guess our pricing, our structure, and our worth. But when we do, we risk creating resentment and undervaluing ourselves and our business.

One of the hardest things about the role of group practice owner is letting contractors make their own business decisions.

Having a strong support system can help keep you motivated, provide encouragement, and ensure you stay on track toward your goals. These key relationships can make all the difference in your success and well-being.

As leaders, we often focus on being present, responsive, and engaged. But what if one of the most effective ways to lead is by giving yourself a time-out? Stepping back allows you to recharge, refocus, and ultimately become a more effective business owner.

A time-out can take many forms—daily, weekly, and even yearly—helping you maintain balance and stay connected to the bigger picture.

Taking the leap into a group practice can be daunting. If you don’t see yourself as a “business person,” the idea of managing others alone may feel overwhelming. It’s natural to consider bringing in a partner—someone to share responsibilities, costs, and liabilities.

Having a business partner can be incredibly rewarding, but it also comes with challenges. That’s why it’s essential to have a solid foundation in place before making it official.

When you’re just starting out with group practice, thinking about letting a therapist go might seem premature. After all, hiring is a big step, and you’ve put in effort to build your team. But just as it’s important to have clear systems for bringing people into your practice, it’s equally important to consider how people leave.

The key to making your dream group practice come true is to define what you want your future to look like and create a roadmap to get there. Let’s walk through the process together.

There’s this therapist in your group practice that has been on your radar for a while now. There are a number of signs that it’s time to let them go, but you’re waffling back and forth. So you’re asking yourself - how do I know if it’s time to let a therapist go and how do I do it?