The benefits of self-care are undeniable, but it is especially important for those in a leadership role responsible for managing people. Whatever we can do to model effective self-care practices and promote this within our teams, the better. Here are some suggestions for prioritizing self-care as a group practice owner.
Encourage Self-Care
Promoting flexible schedules, autonomy regarding caseloads, and offering trainings on burnout prevention and conducting self-care assessments have been beneficial for many practice owners and their teams. Consider the needs of the members of your team and try to tailor what you offer to encourage work-life balance and opportunities for your staff to prioritize self-care in their own lives.
Lead by Example
If you as the leader prioritize self-care and promote work-life balance, your team is more likely to do the same. It not only demonstrates that self-care is something that is important to you but it also is something you are incorporating into your week. Setting and maintaining boundaries, scheduling breaks, recognizing and sharing accomplishments, and incorporating healthy practices in the day-today are some examples. Be open about what you are doing to take care of yourself. It could give your team ideas of how to care for themselves and also send the message that it is allowed and encouraged.
Delegate Effectively
Hiring administrative support and a leadership team has been invaluable to Julia in her group practice. Identifying skilled individuals in these areas allows the practice owner to focus on being the visionary. There is also the option to provide opportunities to your team members to complete tasks within the practice that are in alignment with their strengths. When clinicians are working on things they are interested in, good at, and passionate about, they are more likely to remain engaged and less likely to experience burnout.
Promote Open Communication
Schedule regular touch points with team members for check-ins regarding their stress level, ability to balance work and life, and level of job satisfaction. Many issues can be resolved if identified early on. We also recommend providing meetings in addition to surveys as some team members feel more comfortable expressing how they feel in person and others feel more comfortable in writing. Do not wait until clinicians are leaving to request input and make changes.
Be Flexible
Allowing clinicians to take time off as needed and respecting their time away is crucial. That time off needs to be respected as true time off. Asking them about clients, about different aspects of work, or making them feel obligated to chat about things before they return will not promote self-care. It will make them feel like they are not actually able to take that time away as needed.
Set Clear Expectations and Realistic Goals
Being clear with your team about what you expect from them, what they can expect from you, and who they can go to for answers in addition to tracking progress and recognizing their efforts is key. If expectations are unclear of they are confused on who to approach for what, they will not be as likely to perform the way you want them to. This can lead to added stress and unnecessary conflict at work!
Consider Us
The consultants at Compassionate Consulting Company are licensed independent clinical social workers located in Massachusetts who have been running successful counseling practices for years. Here are testimonials from clients that have worked with us. We enjoy working with entrepreneurs that are starting their business, expanding and hiring team members, as well as those who are considering diversifying and adding different income streams. We are able to assist with everything described above and would love the opportunity to assist you in expanding successfully. Schedule a free consult so we can learn more about your business goals and share how we can help. We recommend doing these 6 things if you want to expand.