For mental health group practices, optimizing operational efficiency and enhancing clinician performance isn't just about improving client outcomes—it's also essential for financial sustainability. Tracking clinician performance metrics provides a wealth of insights that can directly impact your bottom line and support a thriving, well-functioning practice.

When you think of mission, vision, and values, do they feel like just another corporate tagline? In reality, these guiding principles are essential for fostering cohesion and clarity within any group, no matter the size. A well-defined mission, vision, and set of values create a shared purpose and direction for your team. But to truly make these meaningful, they need to resonate not just with you as the leader, but with everyone on your team.

As group practice owners, one of the most important things we can do is establish a strong sense of purpose—a clear 'why' that drives us. Knowing why you started your practice provides grounding during challenging times, fuels growth, and fosters resilience as a leader. In my journey as a practice owner, two core reasons keep me motivated and centered.

As a group practice owner, finding the right team members is essential to building a successful and cohesive practice. One of the most effective ways to assess candidates during the interview process is by using behavioral-based interview questions. Unlike general questions, behavioral-based questions focus on specific past experiences, which give us insight into a candidate’s knowledge, skills, and abilities in action.

Proper worker classification isn’t just a technicality—it defines the benefits and protections workers receive and the responsibilities employers have. Employees are covered by the FLSA, which grants them rights such as minimum wage, overtime, and other protections. Independent contractors, however, operate their own businesses and don’t fall under FLSA protections. Misclassification, whether intentional or not, can lead to fines and legal costs that quickly add up.

According to the Colorado Department of Labor and Employment, fines can reach up to $5,000 per misclassified worker on a first offense and up to $25,000 for subsequent violations. Moreover, the average hourly cost of labor and employment legal counsel—between $450 and $600—highlights the importance of preventing misclassification issues before they arise.