Missed the live workshop? The full recording is yours
How Smart Clinic Owners Keep Their Best Clinicians For Years — Without Blowing Up The Wage Bill Or Handing Over Equity
Recorded live on 30 July. Ninety minutes, watch instantly — even if you've already tried the pay rise, the culture push and the Friday lunches, and watched someone great leave anyway.
17 years clinical experience · Former clinic owner · Hundreds of clinic datasets reviewed
Full 90-minute recording · watch instantly · $147 · yours to keep
Are You Sick And Tired Of…
- Training brilliant grads for two years… so they can hand in their notice and bill for someone else?
- Counter-offers that buy you a few months — and then the same conversation happens again?
- Being the only person in the building who can fix a roster, calm a patient, or make a call that sticks?
- Watching your best clinician go quiet in team meetings — and pretending you haven't noticed?
- Knowing that one resignation letter would undo three years of work overnight?
If that sounds familiar, you're in luck. But before I explain — this workshop is not for everybody, for reasons you'll understand in a moment.
On 30 July I ran a live 90-minute working session. This is the recording…
'Stop Losing Your Best People: The Org Design That Keeps Top Clinicians — Straight From The $1M+ Advisory Room'
This is the exact material I work through privately with seven-figure practice owners. In the session I worked through:
- The REAL reason top clinicians leave — across 25,752 health practitioners, pay doesn't make the top five reasons for going
- Why some of your people can be kept for a decade and others were always leaving — and the 2-minute diagnostic that tells you which is which
- The two roles that let you finally step off the tools — and why most owners build the wrong one first
- What you should NEVER delegate, no matter how good your team gets (get this wrong and it costs you the business)
- The exact day a career pathway conversation must start — it's earlier than you think, and later is already too late
- Where equity fits, the trap almost every owner walks into, and the alternative that actually works
Who Is Shane Gunaratnam?
Shane spent 17 years in clinical practice and built and ran his own clinic before crossing to the other side of the table. Today he's the advisor seven-figure clinic owners call when the business runs on their best people — and their best people are getting restless.
He's reviewed hundreds of clinic datasets, redesigned pay and career structures across allied health, and sat in the exact conversation this workshop is about more times than he can count: the owner who "had no idea" — and the clinician who'd decided months earlier.
Here's The Scoop
Most retention advice treats the symptom: run a culture survey, buy the coffee machine, match the counter-offer. It fails because your best people don't leave over perks — they leave when they can see the ceiling.
What's actually going on has a name, and about forty years of evidence behind it. Self-determination theory (Deci & Ryan) says people need three things at work: autonomy — a real say over how they do the job; competence — visibly getting better at something that matters; and relatedness — belonging, being seen, being part of something. Promotion is the one event that can shrink all three at once. That's why your best clinician takes the leadership role and is gone within six months.
Retention isn't a program. It's a consequence of org design: real roles, real pathways, and a clinic whose economics can fund them. That's a design job — and design can be taught in an afternoon.
In 90 minutes, you'll apply the same frameworks my advisory clients pay four figures a month to work through — on your own team, with your own names on the page.
A career path is the strongest retention tool you have — and the one you've never actually built.
52%
of mid-career physios believe there's a viable career pathway in the profession. Roughly half can't see one.
APA 2025 Workforce Census
44% vs 93%
Job satisfaction among physios who feel underpaid, versus those who feel fairly paid. Pay is a floor condition — not a retention strategy.
APA 2025 Workforce Census
Not top 5
Across 25,752 practitioners in nine regulated health professions, pay doesn't make the top five reasons for leaving. Burnout, recognition and lost meaning do.
Tan et al., Australian Health Review, 2025
Don't take my word for it
Owners Who've Done This Work
"Shane had literally done what I was trying to do. My own ego almost stopped me — I figured I could do this myself. In four months we went from the early fifties to just under $70K a month. It's way simpler now. Worth every single cent and then some."
Ryan Taylor — Director, Glide Physio
"I was at capacity and going to bury myself in clinical work. Shane explained things at a fundamental level but simply. We went from the high teens to on track for $30K this month — almost 50% growth. I feel like I've got the tools to do that in a really successful manner."
Tim Castles — Clinical Director, On Form Physiotherapy
"What resonated with Shane was that it was more about people and culture than just the numbers. We went from 45–50K a month to sitting between 55 and 60. It's also given me the confidence to raise my prices and sleep at night."
Frank Romeo — Director, Form Focus Physio
"My practice has grown from a solo operation to a small team of five. When I have felt out of my depth, he has helped me navigate the issues with a personalised and collaborative approach. Shane's mentoring has been invaluable to my personal growth in leadership."
Samantha King — Physiotherapist, True Balance Physio
"I've had the privilege of working closely with Shane for over six years — from our early days as partners at Life Ready to seeking his advice just last week. His guidance has been instrumental in helping me thrive, both professionally and personally."
Leon Green — Managing Executive, Life Ready Maribyrnong
"Shane has a way of cutting through the noise and giving you exactly what you need to move forward in your business. I've done other coaching programs, but this one stood out. The combination of strategy, structure, and real-world experience made it invaluable."
Nim Dahanayake — Practice Principal, Croydon Sports Injury & Spinal Clinic
Here's Everything You Get
- The full 90-minute working session — recorded live on 30 July, watch instantly
- The Superstar / Rockstar diagnostic — applied to real names on the call
- The two-role structure and the delegation boundary — including which role to build first
- The psychological safety dial — Amy Edmondson's Harvard research, and why none of the conversations work without it
- The pathway conversation, step by step — without overpromising
- Where equity fits — and the one rule that keeps it from becoming a valuation negotiation
- The cost model: what losing one clinician actually costs you, with every input on the table so you can re-run it on your own clinic
- Three tools to take with you — the Superstar / Rockstar grid, the delegation ladder, and the role charter (Authority · Autonomy · Accountability · Resources)
- Lifetime access — the recording is yours to keep
$147
AUD, incl. GST. On the conservative end, our own model puts the cost of replacing one established clinician at around $74,000 — and roughly $70,000 of the gap between a good replacement and a bad one is the ramp alone. Those assumptions are stated in the session so you can argue with them. This is $147.
7-Day Money-Back Guarantee
If the replay isn't worth it to you, email within 7 days of purchase and I'll refund the full $147. No forms, no hard feelings.
But A Word Of Warning — This Isn't For Everyone
This is a working session, not a webinar you half-watch on mute. You'll want a notepad and your team list open. If you're a sole operator with no team, you'll get the map but not the immediate use. If you're looking for a script that manipulates people into staying, that's not what we do — pathways only work when you mean them.
But if you have a team, and losing your best person would genuinely break you — you have two options. Keep doing what you're doing and hope the next resignation letter never comes. Or spend 90 minutes building the thing that makes it far less likely to be written.
You're still reading. That tells me something.
Get the recording
Watch The Full 90 Minutes
"Shane's course was a game-changer. It gave me the exact tools I needed." — Jonathan Sandler, Unbreakable Physiotherapy
Complete payment and the recording is yours straight away — lifetime access, watch whenever suits.
Is this the full session?
Yes — the complete 90 minutes as it ran on 30 July, yours to keep. The only thing not included is the live Q&A, where owners worked through their own teams on the call.
Isn't keeping people just about paying more?
No — and that's most of the point. Pay that's fallen behind the market is a real driver, and the physio-specific research names financial sustainability first, so we don't pretend otherwise. But by the time you're making a counter-offer the decision has already been made — you're negotiating with an outcome, not changing one. And across 25,752 practitioners in nine regulated health professions, pay isn't in the top five reasons people leave at all. Meaning is why they're in the profession; money is why they leave it. 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 when I watch?
Just your team list. The Superstar / Rockstar diagnostic works best when you're applying it to real names as you 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.