Clinic Marketing That Actually Works

Hiring The Right Operations Leader (with Greg Spruce)

Send us Fan Mail [https://www.buzzsprout.com/2516408/fan_mail/new] We talk with ophthalmology executive recruiter Greg Spruce about why senior hires go sideways in ophthalmology and what to do differently before you make a costly leadership mistake. We break down how to match operators to your business stage, validate emotional intelligence with better references, and set compensation with real market data.  • why leadership hires fail when the operating model does not match the candidate’s background  • why ophthalmology experience can matter more than general healthcare experience for operations roles  • how private equity life cycle and exit timelines change what “the right leader” means  • what to screen for beyond a resume, including culture fit and physician relationship skills  • how to spot emotional intelligence through the questions a candidate asks  • why references from direct reports often reveal more than references from bosses  • how to know when your org needs a new executive layer instead of stretching the team thinner  • how to think about compensation using current market benchmarks across job titles  If you enjoyed this episode, please subscribe to the show on your podcast app and share it with someone who would value the content.  I also invite you to subscribe to my HR newsletter for Eye Care leaders. You can find information about that at seasoned-advice.com.  === This episode is brought to you by Seasoned Advice HR, where I help eye care clinics to hire, retain, and manage better — helping you get Better Results Through People. Learn more at seasoned-advice.com [http://seasoned-advice.com/].  Contact me directly at mike@seasoned-advice.com  Get my free HR and leadership downloads here: https://www.seasoned-advice.com/signup-for-free-downloads [https://www.seasoned-advice.com/signup-for-free-downloads]

The Four Agreements For Clinic Leaders

Send us Fan Mail [https://www.buzzsprout.com/2516408/fan_mail/new] We use The Four Agreements to talk about what actually changes clinic culture: the words we choose, the stories we invent, and the standards we repeat. We share real ophthalmology examples that connect emotional intelligence to clearer training, better patient communication, and less day-to-day drama.  • why The Four Agreements fits eye care leadership better than another KPI playbook  • being impeccable with your word with staff, doctors, patients, and yourself  • how gossip and passive-aggressive communication erode trust  • not taking things personally during complaints, feedback, and tense mornings  • using empathy to understand “difficult” patient behavior  • stopping assumptions in premium IOL conversations, dilation education, and scheduling favors  • always doing your best without confusing it with perfection  • building standards first with SOPs, onboarding, and consistent training  • making it stick through journaling, team agreements, and daily reinforcement  If you enjoyed this episode, please subscribe to the show on your podcast app and share it with someone who would value the content. I also invite you to subscribe to my HR newsletter for Eye Care leaders. You can find information about that at seasoned-advice.com.  === This episode is brought to you by Seasoned Advice HR, where I help eye care clinics to hire, retain, and manage better — helping you get Better Results Through People. Learn more at seasoned-advice.com [http://seasoned-advice.com/].  Contact me directly at mike@seasoned-advice.com  Get my free HR and leadership downloads here: https://www.seasoned-advice.com/signup-for-free-downloads [https://www.seasoned-advice.com/signup-for-free-downloads]

Tales from the Trenches: Patient Complaint

Send us Fan Mail [https://www.buzzsprout.com/2516408/fan_mail/new] We share a real-world story about a patient’s serious allegation against an employee and what it takes to respond with care, speed, and sound judgment. We break down how we build trust, gather facts, and make decisions that protect patients, staff, and the clinic’s reputation.  • A high-stakes allegation coming in unexpectedly  • Why leaders need a trusted HR partner on call  • Asking for details when the topic feels uncomfortable  • Creating trust fast to prevent missing key facts  • Collecting evidence such as video, photos, and texts  • Making a decisive call using the big-picture test  • Protecting clinic culture while reducing HR risk  If you would like an HR assessment or ongoing HR support, please reach out to me at seasoned-advice.com.  If you enjoyed this episode, please subscribe to the show on your podcast app and share it with someone who would value the content.  I also invite you to subscribe to my HR newsletter for Eye Care leaders. You can find information about that at seasoned-advice.com.  === This episode is brought to you by Seasoned Advice HR, where I help eye care clinics to hire, retain, and manage better — helping you get Better Results Through People. Learn more at seasoned-advice.com [http://seasoned-advice.com/].  Contact me directly at mike@seasoned-advice.com  Get my free HR and leadership downloads here: https://www.seasoned-advice.com/signup-for-free-downloads [https://www.seasoned-advice.com/signup-for-free-downloads]

HIPAA Safe Marketing That Actually Grows A Clinic

Send us Fan Mail [https://www.buzzsprout.com/2516408/fan_mail/new] We talk with Carl White about how private practices can beat bigger competitors by leaning into what independence makes possible and by saying it clearly in their marketing. We also dig into HIPAA blind spots that show up in websites, agencies, and outreach so growth does not turn into unnecessary risk.  • the case for helping private practices stay private and why ownership shapes patient care  • competing with larger systems through clear positioning and nimble decision making  • HIPAA exposure through website contact forms and marketing vendor access to PHI  • why Business Associate Agreements matter and when secure forms can reduce exposure  • a practical approach to growing elective procedures through education and fit, not pressure  • using “should ask” questions to help patients make high dollar decisions with confidence  • permission based email campaigns and how to structure the call to action around a consult  • what HIPAA judgments really cost beyond fines, including trust and operational disruption  • building authority through education and adding approachable social content without oversharing  If you enjoyed this episode, please subscribe to the show on your podcast app and share it with someone who would value the content.  I also invite you to subscribe to my HR newsletter for Eye Care Leaders. You can find information about that at seasoned-advice.com.  === This episode is brought to you by Seasoned Advice HR, where I help eye care clinics to hire, retain, and manage better — helping you get Better Results Through People. Learn more at seasoned-advice.com [http://seasoned-advice.com/].  Contact me directly at mike@seasoned-advice.com  Get my free HR and leadership downloads here: https://www.seasoned-advice.com/signup-for-free-downloads [https://www.seasoned-advice.com/signup-for-free-downloads]

Smarter Spending For Eye Care Clinics

Send us Fan Mail [https://www.buzzsprout.com/2516408/fan_mail/new] We talk with Dr. Cynthia Matosian about the leadership moves that keep eye care practices sustainable when costs rise and reimbursements fall. We dig into building patient-first culture, learning the business skills most clinicians never get taught, and using smarter purchasing to protect margin and reinvest in the team.  • planning a thoughtful transition from clinical work to a second career chapter  • building a patient-centric culture through weekly mission-driven staff training  • closing the business knowledge gap with admin-side education and mentorship  • mastering revenue cycle management and reviewing financials consistently  • rolling out automation and software one platform at a time  • investing in staff tools and professional development to boost retention  • defining the practice administrator as the connector between physicians and staff  • creating safe space for staff to surface bottlenecks and pain points  • making purchasing decisions based on measurable outcomes and shared results  • using a group purchasing organization to lower costs on common supplies and services  If you enjoyed this episode, please subscribe to the show on your podcast app and share it with someone who would value the content. I also invite you to subscribe to my HR newsletter for Eye Care Leaders. You can find information about that at www.seasoned-advice.com.  === This episode is brought to you by Seasoned Advice HR, where I help eye care clinics to hire, retain, and manage better — helping you get Better Results Through People. Learn more at seasoned-advice.com [http://seasoned-advice.com/].  Contact me directly at mike@seasoned-advice.com  Get my free HR and leadership downloads here: https://www.seasoned-advice.com/signup-for-free-downloads [https://www.seasoned-advice.com/signup-for-free-downloads]