Attention allied health clinic owners with a team
Live Workshop Reveals How Smart Clinic Owners Keep Their Best Clinicians For Years — Without Blowing Up The Wage Bill Or Handing Over Equity
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
Live online · 12:30pm AEST · 90 minutes + Q&A · $147 · lifetime replay
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 Thursday 30 July I'm running a live 90-minute working session…
'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 this session we'll reveal:
- The REAL reason top clinicians leave — it's not money, and the counter-offer failure rate proves it
- 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.
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.
Here's Everything You Get
- The live 90-minute working session — Thursday 30 July, 12:30pm AEST
- Live Q&A on your team, your roles, your flight risks
- The Superstar / Rockstar diagnostic — applied to real names on the day
- The two-role structure and the delegation boundary
- The pathway conversation, step by step — without overpromising
- Lifetime access to the replay
$147
AUD, incl. GST. That's less than one hour of a locum — for the system that stops you needing one.
But A Word Of Warning — This Isn't For Everyone
This is a working session, not a webinar you half-watch on mute. 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.
Save Your Seat Now
Enter your details, then complete payment on the next page. Your Zoom link arrives the moment payment clears.
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.