Ladders

“Is There a Future for Me in This Practice?”

“I don’t see how I can grow here.”

That’s something no practice owner wants to hear a valuable team member say—because it may become the reason they leave.

When your best people can’t see a clear path forward, they may assume there isn’t one. They’re left wondering:

What does moving up here actually look like?
What do I need to improve?
How do I earn more responsibility?
Could I eventually mentor, train or lead others?

Is there a future for me here?

You may see all kinds of possibilities for them. But if those possibilities are only living in your head, your team can’t see them.

And they can’t work toward something they don’t know exists.

Give Them a Ladder They Can Actually Climb

Our Ladders programette gives your staff a clear path for advancement within your practice.

Each rung represents a new level, with specific requirements for reaching it. As people move up, they strengthen their skills, take on more responsibility and may eventually qualify to mentor others, lead programs or step into leadership roles.

No vague promises. No wondering what “growth” is supposed to mean. No waiting around for someone to decide they’re ready. Your staff can see where they are, what the next rung looks like and exactly what they need to do to reach it.

Create Separate Ladders for Your Clinical and Administrative Teams

Your therapists and administrative teams have very different jobs, so they shouldn’t be lumped into the same generic growth plan. We’ll help you create:

A clinical ladder for your therapists
An administrative ladder for your front office, billing, marketing and other nonclinical staff

Each ladder will spell out the standards, abilities and responsibilities required at every level.

That may include things such as completing documentation on time, maintaining strong attendance, solving problems instead of simply reporting them, supporting practice goals, training others and demonstrating leadership.

Your team will know what’s expected—and what they need to do to move up.

Move Up the People Who Are Ready

Your ladder gives you clear standards for deciding when someone is ready to move up. Advancement is based on demonstrated skills, dependability, judgment and the ability to take on greater responsibility.

That gives your team a fair, consistent path forward—and helps you recognize and reward the people who’ve truly earned the opportunity. It also protects someone from being moved into a role before they’re ready, which doesn’t help them or the practice.

This is key to retaining valuable people.

They get a real chance to grow and your best staff have one more very good reason to stay.

Stop Leaving All the Training to You

You probably have people who are already doing certain things exceptionally well.

The Ladders programette helps you recognize those strengths and put them to work.

Strong staff can help mentor newer or struggling teammates. Experienced clinicians can help train other clinicians. Administrative people who have mastered a system can help others master it, too.

This gives staff a chance to contribute at a higher level, helps struggling teammates improve and takes some of the training burden off you and your leadership team.

And more people can grow if there are more people to help them grow.

This is where teamwork makes the dream work!

This is building your culture.

This is staff retention!

What We Work On

On Ladders, we help you:

Show people how they can actually grow in your practice
Make it clear what they need to do to move up
Build stronger clinicians, administrative staff and future leaders
Let your best people help train and mentor the rest of the team
Take some of the training off your plate
Help good staff feel seen, supported and worth investing in
Give great people more reasons to join your practice—and stay
Define a clear path to leadership opportunities
Retain your team by showing them where to grow
Create a culture of problem solvers and leaders

What You’ll Walk Away With

By the end of the program, you’ll have a:

Complete, written ladder system for your clinical team
Complete, written ladder system for your administrative team
Applications candidates can use to apply for advancement
Written company policy explaining how the ladder system works
Way to connect ladder levels to leadership positions so qualified, well-trained staff can move into those roles
Highly effective hiring and retention tool

This won’t be a nice idea sitting in a workbook somewhere.

You’ll have an actual process you can put to work in your practice.

Learn from a Practice Owner Who Knows How to Keep Great People

The Ladders programette is delivered by Diane Crecelius, PT, and Founder of ABC Pediatric Therapy.
Diane built a booming practice that grew to over 3,000 visits a week with more than 200 staff. She ultimately sold the company for double-digit millions.

Clearly, Diane knows that hiring good people is not enough. You also have to give them a reason to stay. She understands how clear standards, meaningful advancement and real opportunities for growth can help your best staff see a future inside your practice instead of looking for their next opportunity somewhere else.

She’ll help you build a ladder system that supports retention while also developing stronger clinicians, mentors, trainers and future leaders.

Committed to supporting private practice success, Diane is also known for her role as co-creator of the Peds-A-Palooza® Community & Conferences, a favorite group among practice owners.

A Smaller Program with a Big Job to Do

Ladders is a programette, i.e., a smaller coaching program that packs a punch. It’s affordable, super-focused and designed to help you tackle a critical piece of practice management without taking over your life.

The program includes:

Four hours of one-on-one coaching to create your clinical ladder
Three hours of one-on-one coaching to create your administrative ladder
One hour of one-on-one coaching on the theory and implementation of the Ladder System

That’s an estimated total of eight coaching hours.

If the program isn’t completed within 10 hours, additional coaching is purchased in five-hour packages until it’s finished.

Ladders: The Ultimate Outcome

You’ll have a clear process for showing your staff how they can grow in your practice—and what they need to do to attain that growth.

Your team will have stronger standards, more opportunities and a clearer picture of what it takes to become one of your practice’s most trusted team members.

You’ll also develop more people who can mentor, train, solve problems and support the practice without everything landing back on you. And when good staff can see a future with you, they stay.