We need to talk about wages.
Stop asking what to pay. Start asking what behaviour you're buying. A working session on designing compensation that drives referrals, retention and leadership — and lets you finally step back from the day-to-day.
Everyone's Asking The Wrong Question.
Every clinic owner asks the same three things about pay. What's the going rate? What percentage should I offer? What's everyone else doing?
All three assume there's a right answer out there to copy. There isn't. There's only the model that builds the clinic you're trying to build — and the one quietly building a clinic you never chose.
Every dollar you pay tells someone what to do more of. Pay a flat percentage and the instruction is simple: see more patients. Nothing in there about referring, retaining, mentoring or leading — so none of it shows up, and you spend your evenings wondering why.
The strongest clinics don't pay the most. They pay the most deliberately. They know a new grad and a team leader need completely different instructions. They reward the clinician who builds her own referrals more than the one who lives off clinic marketing — and make more money doing it. They pay their leaders for the team, not their own billings, so someone holds the standards while the owner builds.
That's what this workshop is. Not a percentage to copy — a way to design. So your pay finally builds the behaviour, the profit and the freedom you actually want.
We Model Four Real Roles
This isn't theory. We build the actual pay model for four people every clinic has — a new grad, a senior clinician, a clinician who brings their own referrals, and a team leader — with real numbers. You'll see exactly why each one should be paid in a completely different shape, and leave with the method to do it for your own team.
There's No Free Pay Structure. Only Trade-Offs You Choose.
Every model buys you something — and quietly costs you something else. The skill isn't finding the "best" one. It's choosing the trade-off on purpose, for the clinic you're actually building.
High base, low incentive
Buys security and consistency. Costs you a ceiling on output — and, left unchecked, complacency.
Low base, high bonus
Buys growth and hustle. Costs you stability — and can churn people straight out the door.
Pure commission
Buys volume. Costs you collaboration — everyone starts guarding their own diary.
Team bonus
Buys teamwork. Costs you your best people the moment they feel they're carrying the load.
What You'll Learn Inside The Workshop
The Wrong Question
Why "what should I pay?" is the question keeping you stuck — and the one question that actually changes how your clinic behaves.
Design For The Problem You Have
Match the pay model to your clinic's stage and your team's archetypes, instead of copying a percentage off the clinic down the road.
Four Roles, Four Different Models
We model the actual pay for a new grad, a senior clinician, a referral-driver and a team leader — with real numbers — and why each one is paid differently.
What To Reward — And What Never To
Why putting a bonus on baseline behaviour like notes, compliance and showing up quietly destroys the standards you're trying to build.
Why Your Best People Leave
The retention killer that has nothing to do with pay — and how to design it out before your strongest clinicians walk.
Build A Clinic That Runs Without You
How the right structure builds leaders instead of just billers — so the clinic holds its standards without you standing over it.
If that's you, come and design the fix — 90 minutes, four models, one method you'll use for years.
Shane Gunaratnam
Shane Gunaratnam is a physiotherapist, former clinic owner and founder of Culture Of One.
Over the last 17 years, he has worked with clinic owners across allied health to improve retention, profitability, leadership and long-term business sustainability.
His work focuses on the intersection between clinical systems, team behaviour, economics and business resilience.
What Clinic Owners Are Saying
"Well worth the risk — worth every single cent and then some."
"After working with Shane it's helped us get closer to where it needs to be. And I've been able to raise those prices and sleep at night."
"I needed to scale in a sustainable manner by bringing on therapists and training them well, putting in systems and processes to help them thrive."
We Model Four Real Roles
Because a new grad and a team leader should never be paid the same way.
We take four people every clinic has and build the actual pay model for each — with real numbers — so you can see why the shape of the pay has to change with the role, not just the dollar figure.
You'll leave understanding exactly how to pay each archetype on your own team, and why copying one flat percentage across all four quietly costs you referrals, retention and your best people.
The Four We Build
- The new grad — high base, low variable. Security to get good, not chase referrals they don't have.
- The senior clinician — base plus a productivity share that rewards real output and funds mentoring.
- The referral-driver — lower base, higher upside, and a premium on the patients they bring in themselves.
- The team leader — paid for the team's results, not their own billings. The role that buys back your time.
Workshop, Replay & The GPT
Your $147 isn't just the 90 minutes. It's a tool you keep.
You get the live session, lifetime access to the replay, and a companion GPT to help you apply the method to your own team long after the workshop's done.
What You Get
- The live 90-minute workshop, with Q&A
- Lifetime access to the full replay
- A companion GPT to apply it to your own clinic
The question was never what to pay. It's what behaviour you're paying for.
Get this right and pay stops being a cost you negotiate and starts being the lever that builds the clinic you actually want — one that keeps its best people and runs to your standards whether you're there or not.
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Frequently Asked Questions
Is this live or a replay?
This is a live online workshop on Thursday 25 June at 12:30pm AEST, with live Q&A throughout. Can't make it live, or want to revisit it? Your seat includes lifetime access to the replay.
What do I get for $147?
The live 90-minute workshop and Q&A, lifetime access to the full replay, and a companion GPT to help you apply the method to your own roles.
Will you tell me what percentage to pay?
No — and that's the point. There's no universal pay model. This session teaches you how to design a structure that fits your clinic, instead of copying a number that worked for someone else's.
Will this be practical?
Yes. It's a working session, not motivation. We model the actual pay for four real roles — a new grad, a senior clinician, a referral-driver and a team leader — with real numbers, and you leave with the method to apply it to your own team.
Can I ask about my own clinic?
Yes. There's live Q&A throughout where you can ask about your team, your structure, your numbers or a specific arrangement you're stuck on.
Do I need my numbers ready?
Helpful but not required. If you can bring a rough sense of what you pay and bill per clinician, you'll get more out of the build — but you can also just watch and apply it after.
Who is this for?
Allied health clinic owners with at least one employed or contracted clinician. Many examples come from physiotherapy, but the principles apply across private practice.
Is this just generic business coaching?
No. This combines organisational design, team behaviour, economics and clinic systems thinking — built specifically for how allied health practices actually pay and retain people.