Live online workshop · Thursday 30 July · 12:30pm AEST
Stop Losing Your Best People
Your best clinician decided to leave long before the resignation. This workshop is about the gap in between — and how to build a clinic they don't want to leave.
90 minutes + live Q&A · $147 · lifetime replay included
A career path is the strongest retention tool you have — and the one you've never actually built.
You don't have a retention problem.
You have a pathway problem.
The day your best people can see the ceiling is the day they start looking past it.
"A Superstar can head out into the woods on their own. A Rockstar needs you to lay the breadcrumbs first — then they'll follow the trail anywhere."
— Shane Gunaratnam
Most owners lose their best people and blame the resignation — the pay talk that went sideways, the competitor who came knocking, the culture that "shifted." But the leaving happened months earlier, quietly: the role that capped out, the ambition you never gave anywhere to go.
This session is the org design behind keeping them. The roles that hold a practice together, and how you grow a real 2IC over months instead of installing a title. Which of your people is a Superstar you keep with a path outward — and which is a Rockstar who becomes the backbone of the practice. What you hand off, what you never let go of, and where an equity conversation actually fits.
You'll leave able to look at your own team, name who's worth building around, and put a path in front of them on Monday.
In 90 minutes
What you'll leave with
Not theory. The same material I use with $1M+ practice owners in advisory — worked through live, on the kind of team you actually have.
Superstars vs Rockstars
Spot which of your people is which — and why each one needs the opposite path. Offer the wrong one and you lose them faster.
The two roles that free you up
An admin leader and a genuine 2IC — what each one actually owns, and how you grow them over months instead of installing a title.
Your delegation boundary
What you hand off now, what comes later — and the two things you never let go of, no matter how good your team gets.
The pathway conversation
Why career paths start on day one, not year two — and how to talk about a future that doesn't exist yet without overpromising.
Where equity fits
When the conversation is earned, the structures that actually work — and why you never put equity on the table.
When to build it
The seven-figure threshold for spinning off leadership — and why you can spot your future 2IC with just three people on the team.
This is for you if
- Your best clinician resigning tomorrow would genuinely break you
- You still call them "the grads" — but they're your top billers and the clinic runs on them
- You can feel your best people pulling away — and you can't name why
- If one of them walks, you're back on the tools full-time
- You want to treat less, but no one could hold the place together without you
- You've thrown money at it before — it bought weeks, not loyalty
$147
AUD, incl. GST. Replay included — but the Q&A only happens live.
Can't make it live?
The replay is yours for life. But the live session includes Q&A on your specific team — that part doesn't survive to the recording.
Isn't keeping people just about paying more?
No — and that's most of the point. Pay that's fallen behind the market is one driver, but the counter-offer failure rate shows money alone doesn't keep people. What keeps them is a role with a future, inside a clinic whose economics can fund that future. That's a design job, and it's what the 90 minutes is about.
How big does my team need to be?
The tools assume you have people to keep. From about three team members you can already spot who your future 2IC is — and the full structure matters most as you head toward and past seven figures. Sole operators will get the map, just not the immediate use.
My best person already resigned — is this too late?
For them, maybe. But the leaving starts months before the resignation conversation, and the fix starts at onboarding — not at the exit interview. This is how you see the next one coming while there's still time to change the outcome.
Do I need anything ready on the day?
Just your team list. The Superstar / Rockstar diagnostic works best when you're applying it to real names while we go.
Is this only for physios?
It's built for allied health clinic owners with a clinical team. The examples lean physio because that's where I spend most of my time, but the roles, pathways and conversations apply to any practice.
Thursday 30 July. 12:30pm AEST.
90 minutes that change how you keep your best people — and a plan you can start on Monday morning.
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