Latest / Pelvic PT Rising / Mentorship (Part 4): Creating an Amazing Mentorship Program

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Mentorship (Part 4): Creating an Amazing Mentorship Program · Pelvic PT Rising

• 0:02
  Speaker 1: In the last 10 years, our field has gone from an unknown specialty to a household name.
• 0:09
  Speaker 1: This brings unprecedented opportunities, but we need to rise up to meet them and give our patients the care that they deserve.
• 0:17
  Speaker 1: In order to help others get better, we need to be better.
• 0:23
  Speaker 1: This podcast will help you to become more confident with your patients, more successful in your practice or business and a leader in pelvic health, and we're going to have some fun along the way.
• 0:36
  Speaker 1: Join us as we rise together.
• 0:39
  Speaker 1: We're Jesse and Nicole Cozine, founders of Pelvic Sanity Physical Therapy and the creators of the Pelvic PT Huddle, and this is Pelvic PT Rising.
• 0:54
  Speaker 2: Hey guys, welcome back to another episode of the Pelvic PT Rising podcast with Jesse and Nicole Cozine.
• 0:58
  Speaker 2: Hey, nicole, hello, all right, finishing out our four-part series today on mentorship.
• 1:04
  Speaker 2: Last episode we talked about how to get the most out of a mentorship program if you are an employee.
• 1:11
  Speaker 2: Today we're talking to you, employers or people who are thinking about hiring.
• 1:16
  Speaker 2: So I'm really excited to close out on this note, nicole.
• 1:19
  Speaker 2: This is something we have gotten wrong a lot.
• 1:22
  Speaker 2: We've improved a lot and now I feel really proud about what we offer at Pelvic Sanity.
• 1:28
  Speaker 1: Yeah, I really would love for you guys if you haven't checked out the mentorship series so far that we've been doing really would love for you guys to go back.
• 1:33
  Speaker 1: We do tell a story about how early days of Pelvic Sanity when I first started having employees, we were growing like gangbusters, all the things, and I was shocked to hear that people that worked for me did not think that we had a mentorship program, because I was feeling like we totally did and it was a big, huge growth moment for me.
• 1:57
  Speaker 1: I had a little bit of a knee-jerk reaction to be like what the fuck are you talking about?
• 2:00
  Speaker 1: Of course we have a mentorship program.
• 2:02
  Speaker 1: What's wrong with you?
• 2:04
  Speaker 1: And after some reflection was like huh, we've had a big communication problem on what mentorship is.
• 2:10
  Speaker 1: We have a different definition of it.
• 2:11
  Speaker 1: We do go over that in some of the previous episodes.
• 2:14
  Speaker 1: So go back and check that out If you are an employee, and this may give you a little insight into your employer's brain as well.
• 2:25
  Speaker 1: So we're spilling the tea here.
• 2:29
  Speaker 2: Yes, buckle your seatbelts, strap on in.
• 2:30
  Speaker 2: We got some good stuff for you Before diving in.
• 2:33
  Speaker 2: We are so excited for those of you who have already signed up and gotten your names on our practitioner map.
• 2:38
  Speaker 2: This is our new completely free resource to make sure that both patients and other practitioners can find a great public rehab provider in their area.
• 2:47
  Speaker 2: There's no paywall, there's no nothing.
• 2:50
  Speaker 2: It is just out there.
• 2:52
  Speaker 2: One thing that we have seen a ton of from those of you guys who are practice owners it might be listening now is the need to get your name out there.
• 2:59
  Speaker 2: If you are hiring, if you have been in our position, you have tried really expensive things that didn't work.
• 3:07
  Speaker 2: You've been on Indeed and paid hundreds of dollars for an applicant who wasn't even qualified, didn't even know what pelvic PT was, who had just graduated from a place in Timbuktu and tried to get a job at your place.
• 3:23
  Speaker 2: Then you ended up paying a couple hundred bucks for that application.
• 3:25
  Speaker 2: Or you've been on like a Herman Wallace directory where no one is looking for jobs.
• 3:30
  Speaker 2: We wanted to make this an easy thing and that's been an overwhelming response for you guys.
• 3:34
  Speaker 2: So if you are an employer and you are looking to hire, we now have a hiring directory feature on that map.
• 3:42
  Speaker 2: It ends up being 25 bucks a month.
• 3:44
  Speaker 2: You get your name out there and you know once you're hiring, you're always hiring.
• 3:48
  Speaker 2: So that is a really cool option for you guys.
• 3:51
  Speaker 2: So check that out.
• 3:52
  Speaker 2: You can find it to put your information on or to get on our hiring directory at pelvicptrisingcom slash map.
• 4:00
  Speaker 2: Nicole, did I miss anything?
• 4:01
  Speaker 1: No, I just feel like, though, if you are a practitioner and you're not hiring, just put your name on there and it is super awesome.
• 4:08
  Speaker 1: It's completely free, not behind a paywall.
• 4:10
  Speaker 1: For those of you who have been here for a while, you understand that we Jesse and I started the pelvic PT huddle.
• 4:15
  Speaker 1: I used to go in there all the time and do huddle ups.
• 4:18
  Speaker 1: We had a practitioner map going on in there which was awesome, and then one amazing hudler accidentally messed it up and it didn't allow people to add.
• 4:27
  Speaker 1: It erased a bunch of people, and it was at the time when we couldn't put that on a priority list.
• 4:32
  Speaker 1: And now we can and we have, and so we were like let's blow this shit up, let's just make it super awesome.
• 4:40
  Speaker 1: What would be amazing if it was free, if anybody could put their name on it, if public rehab providers could go there and learn where they could give their patients, and also, if you're hiring or you want to do practice, you put your practice on there as well, and then you can toggle on and off for cash-based practices, which we feel no surprise.
• 5:00
  Speaker 1: Here is the future of not only physical therapy, but public physical therapy and pelvic rehab in general.
• 5:07
  Speaker 1: There is not going to be a world in which insurance companies are all of a sudden being like you know what?
• 5:11
  Speaker 1: You guys, we've been getting it wrong this whole time.
• 5:14
  Speaker 1: We would love to increase your reimbursement.
• 5:18
  Speaker 1: Do you see that, jesse, in our future?
• 5:21
  Speaker 2: You know, honestly, this is the crazy part.
• 5:23
  Speaker 2: I kind of feel like we should, because there's been so many studies that show that physical therapy is so much more cost-effective.
• 5:30
  Speaker 2: I honestly don't understand why it's the way it is, but it is, and they're going to continue to screw everybody in the system over in search of their own profits.
• 5:40
  Speaker 2: That is the system that we have decided to adopt.
• 5:43
  Speaker 2: That is where it is going to be going.
• 5:45
  Speaker 2: That's where it's been going for the last 30 years and that's the future.
• 5:50
  Speaker 2: If you want to stick with that model, I feel like we're in the matrix, where everybody knows what's going to happen and we just are, like some people are just kind of okay with it.
• 5:59
  Speaker 2: Our reimbursement just continues to get cut and our jobs keep getting farmed out to PTAs or to AIDs.
• 6:05
  Speaker 2: Okay, I guess we'll just take that.
• 6:08
  Speaker 2: I guess because that's why we got a fucking doctorate.
• 6:11
  Speaker 1: You all know that if Jesse, the eternal optimist is understanding and coming over to my dark side of being a pessimist or a realist, as I shall say it's definitely going to happen then Anyways, bottom line is that it's really cool.
• 6:24
  Speaker 1: You can toggle on and off to search with what you want people that are hiring, people that are hiring in cash practices and just overall, a major, major, major map of all public rehab providers.
• 6:36
  Speaker 1: That is free.
• 6:38
  Speaker 1: I'm excited about that.
• 6:40
  Speaker 1: Add yourself publicptrisingcom forward slash map.
• 6:44
  Speaker 2: All right.
• 6:44
  Speaker 2: So, nicole, mentorship for employers we talk about why this is so important, and I think one thing that we've covered in this mentorship series is just that, as public rehab grows, potential employees especially if they listen to this podcast will be demanding this.
• 7:02
  Speaker 2: This is something that is super important to the way that people do their jobs, and if you don't have a mentorship program, you're going to put yourself behind the eight ball when it comes to hiring, recruitment, retention, all of those things that matter so much to us as we do it Not to mention.
• 7:19
  Speaker 2: It's probably just the right thing to do in order to mention make sure that people come into your practice, get good care.
• 7:24
  Speaker 1: It totally is just the right thing to do and you need to put your money where your mouth is and if you really value the personal professional development of your employees and you want your patients to get the best kind of care.
• 7:38
  Speaker 1: In a growing field there are going to be a variety of experience levels of practitioners and therefore, as an employer, is your responsibility to help make sure that everybody is getting good, great pelvic floor rehab and that is going to take, especially for a new grad or someone that is honestly less than five years of pelvic rehab experience.
• 8:03
  Speaker 1: That's going to take some extensive mentoring and even beyond that, anybody can learn.
• 8:07
  Speaker 1: We want people at our clinic and I feel like I want people in our field to adopt the mentality that there is always learning to be had.
• 8:17
  Speaker 1: There is never a point when you know everything, when you don't need to be rediving into the research or other new technologies or new things or new applications for something that's old, as we're seeing kind of with modalities and tens and all kinds of stuff.
• 8:34
  Speaker 1: It's just really important to invest in your people as people and also as public health providers.
• 8:43
  Speaker 2: I love that lifelong learning piece, nikol.
• 8:44
  Speaker 2: I mean, that's why it's so cool when you go to Pelvicon and you see speakers who have been paid and flown in to speak at the conference sitting in the back taking notes on other people's presentations.
• 8:53
  Speaker 1: Absolutely.
• 8:54
  Speaker 2: That's the attitude that will drive the growth of your career.
• 8:57
  Speaker 2: So a couple other reasons that this is so important is how well people do in your clinic and how well patients progress and get by, and all that stuff are huge factors in business.
• 9:09
  Speaker 2: They're absolutely monumental.
• 9:11
  Speaker 2: It's one of the reasons that one of the three pillars of what we teach in the accelerator program is clinical excellence.
• 9:16
  Speaker 2: You can't have a thriving practice if you're not providing great care and giving people a great product and one that's similar, despite whoever they see at your practice.
• 9:28
  Speaker 1: Yeah, it's so important to have an overarching we call it clinical ethos at your practice and then being able to respect the individuality of the clinician but also have a standard level of care that is high, a high standard level of care that is being implemented at your practice, regardless of who they see.
• 9:52
  Speaker 1: So if they see PT1, OT2, PT3, PT4, that the outcome is, we know is going to be good, regardless of who they see, and that responsibility is on the employer.
• 10:07
  Speaker 2: Here's reason number three.
• 10:08
  Speaker 2: We think that this is really important Is that it provides a satisfying job experience for your employees.
• 10:15
  Speaker 2: No one likes feeling overwhelmed, no one likes feeling like they're doing a crappy job.
• 10:20
  Speaker 2: No one likes feeling that they can't go someplace for answers, and so if you're looking for reasons for burnout and frustration and job hopping in our field, look no further than feeling like you're doing a crappy job with your patients.
• 10:37
  Speaker 2: That sucks.
• 10:38
  Speaker 1: Yeah, that sucks, I mean.
• 10:39
  Speaker 2: I've done a crappy job in a lot of things my whole life and it's not great.
• 10:44
  Speaker 1: Yeah, and especially if you understand the type of person we all talk about, personality, types of patients, all these type A people, these people that are so overwhelmed or hyper focused, or people that come in with their binder and they hold our feet to the fire on every little thing that we say.
• 11:02
  Speaker 1: I mean, if that isn't the pot calling the kettle black, I don't know what is.
• 11:05
  Speaker 1: Us pelvic rehab providers are completely like this as well.
• 11:09
  Speaker 1: We are perfectionists.
• 11:11
  Speaker 1: We're people pleasers.
• 11:12
  Speaker 1: For the most part, we don't wanna do anything wrong, we don't wanna look dumb and we want to do a good job.
• 11:19
  Speaker 1: We got into this field to help people.
• 11:21
  Speaker 1: We wanna help people.
• 11:22
  Speaker 1: If we're not helping people and objectively in public health it's difficult, because people are complex, not only in their symptom presentation but in their own personalities and with their nervous systems in a mess, like all of that stuff makes for a very complex patient, and that can be just being in the clinic.
• 11:44
  Speaker 1: Saying hi to a patient that is can't sit down can be very overwhelming.
• 11:50
  Speaker 1: And you can't expect a new grad or even somebody that's new to pelvic health and has a ton of experience in rehab.
• 11:56
  Speaker 1: You can't expect them to just walk in and be able to handle all that goes along with treating pelvic pain, pelvic rehab patients and pregnancy, postpartum, all the things.
• 12:07
  Speaker 1: There is no such thing as a simple patient.
• 12:10
  Speaker 2: So the fourth thing I love that, nicole.
• 12:12
  Speaker 2: The fourth thing I wanna say just on the importance here, and hopefully, if you're listening to this podcast, this is probably wasted breath because you don't need to be convinced that a mentorship program is helpful.
• 12:22
  Speaker 2: You're probably like get to the fucking point already.
• 12:24
  Speaker 2: But here's the fourth reason that I want you guys to remember is that this is one of the best ways to compete with the big box employers.
• 12:31
  Speaker 2: And if you really take again the crystal ball we've been talking about looking at what the future of healthcare looks like, big practices are snatching up a lot of mid-sized practices, hospital programs they're all consolidating and you're gonna end up with Amazon and then a bunch of small mom and pop shops like you are in the rest of the economy.
• 12:51
  Speaker 2: That's where this thing is going.
• 12:54
  Speaker 2: And if you're an employer and you're trying to compete with a big box place that has incredible healthcare benefits because they probably own a fucking healthcare HMO Like you literally cannot compete with that.
• 13:07
  Speaker 2: Now I will say there is this myth that cash practices you don't get any benefits, that you're paid less.
• 13:13
  Speaker 2: Actually, a lot of times you're paid more and some of the benefits are actually better than what you're getting.
• 13:17
  Speaker 2: But a lot of times, when you're trying to compete with these big box employers, you're trying to compete in their sandbox and instead I would much rather compete on you know what?
• 13:28
  Speaker 2: If you want to learn, if you want to do right by your patients, if it matters to you, if mentorship is important to you, then Public Sandy is a place for you to come and get that.
• 13:38
  Speaker 2: We value it, we have a detailed program with it and if you don't give a shit about that thing, great, we don't give a shit about you.
• 13:47
  Speaker 1: Well, I mean okay.
• 13:48
  Speaker 2: But in a hurry really right, if the first thing you're doing.
• 13:50
  Speaker 1: I was like I'm with you, I'm with you, I was like whoa, it's a little bit, I got a little bit nuts.
• 13:53
  Speaker 1: So every once in a while Jesse gets a little nuts.
• 13:55
  Speaker 2: That escalated quickly, but I do feel you will attract what you are putting out and if you are really invested in mentoring your people and pouring into them and educating and just being there for them, you're going to attract the kind of person who values that and, for us at least, that's the kind of person that we want.
• 14:16
  Speaker 2: So take that for what you will.
• 14:18
  Speaker 1: And of story we can just good job, jesse.
• 14:22
  Speaker 1: Another way to look at this, too is that, like those bigger hospital based programs right, they have mentorship in different ways.
• 14:28
  Speaker 1: A lot of times they might not have a robust public health, specific public rehab, specific mentorship.
• 14:34
  Speaker 1: They might package that up differently and being like oh, you can talk with all these doctors, you can go to rounds, you can do all this stuff, which is objectively also fine and good and for some people that's great and that's something.
• 14:49
  Speaker 1: But how are we going to both compete and yet be a little bit different?
• 14:53
  Speaker 1: And this, honestly, like putting a mentorship program into what you offer your staff, is part of how you can do that.
• 15:01
  Speaker 1: That's how you compete in a different way, with your skill set at the forefront.
• 15:06
  Speaker 2: So let's talk about nuts and bolts.
• 15:08
  Speaker 2: How do we actually make this happen?
• 15:10
  Speaker 2: So here are some different things that we have done and tried at public sanity that we have seen be effective, and you can piecemeal these different things together into a comprehensive program.
• 15:20
  Speaker 2: So ideas include one on one mentoring.
• 15:24
  Speaker 2: That's probably what most people think of right.
• 15:26
  Speaker 2: When we're talking about mentorship, it's like you and your mentor sitting down in a room working on some technique, talking through stuff, like and that's super valuable.
• 15:38
  Speaker 1: Totally, and that can be a part of it, and we would just as a too long don't read version like we would hope that you would incorporate multiple aspects of this that tick off different boxes.
• 15:48
  Speaker 1: So one of the other things you could do is a group mentoring session.
• 15:51
  Speaker 1: Can we crowdsource stuff?
• 15:53
  Speaker 1: Can we get together and talk cases or something in that fashion that that involves everybody, so it's in a group setting.
• 16:03
  Speaker 1: You could do different things with that.
• 16:04
  Speaker 1: Even a skills lab or some form of it can be better when it's in a group.
• 16:10
  Speaker 1: It could also be achieved one on one, so you can have that skills type mentorship in different forms.
• 16:19
  Speaker 2: Here's another one that I think people often forget about.
• 16:21
  Speaker 2: But you can cure a content for your people Sometimes.
• 16:25
  Speaker 2: I think we believe that mentorship all has to come directly from you as the business owner, that you have to be the one doing all this stuff.
• 16:31
  Speaker 2: Sometimes this is just guiding people to great resources, to great courses, to great podcasts, to great interviews, to information, to books, to things that you want people to be exposed to, but you don't necessarily have to be the person who is doing every ounce of that.
• 16:48
  Speaker 2: You don't have to integrate that and be the one who's teaching it.
• 16:52
  Speaker 1: And I feel like it can be really great to do something that we do at Public Sanity.
• 16:55
  Speaker 1: Sometimes it's like we get Medbridge subscriptions for our staff.
• 16:58
  Speaker 1: There is a Medbridge affiliate link in the show notes if you want to get money off on that.
• 17:04
  Speaker 1: But the cool thing is is like there's a lot of stuff in there that's not even public health specific, but some ortho stuff.
• 17:11
  Speaker 1: That's some SI joint things, some pain science stuff from Adrian Laugh, like some awesome stuff in there that isn't necessarily public health specific.
• 17:20
  Speaker 1: But can we watch that all together?
• 17:22
  Speaker 1: And then the mentorship portion is guiding conversation around.
• 17:26
  Speaker 1: How does that apply to our public health patients?
• 17:32
  Speaker 1: That in and of itself is intellectually stimulating.
• 17:36
  Speaker 1: It's interesting.
• 17:37
  Speaker 1: It's something different than we're hearing.
• 17:39
  Speaker 1: So it's not all public health related all the time.
• 17:42
  Speaker 1: It jives with your ethos.
• 17:44
  Speaker 1: If we're going to treat the whole body, it's all the things.
• 17:46
  Speaker 1: So can you do something like that?
• 17:49
  Speaker 2: So another great one here that we've implemented at Public Sandy are bringing guest speakers Again.
• 17:54
  Speaker 2: Kind of getting out of that.
• 17:55
  Speaker 2: You have to do everything yourself.
• 17:57
  Speaker 2: It always has to be in your voice.
• 17:58
  Speaker 2: Sometimes it's great to hear from other folks.
• 18:00
  Speaker 2: So some of our most recent quarterly meetings have been people you've brought in Nicole, an ortho PT with an IPA background, who was talking about thoracic spine and how to assess and treat that area.
• 18:12
  Speaker 1: Rib cage and the sternum.
• 18:13
  Speaker 1: And then we had a couple of different midwives from around the area speak on different parts of labor, delivery and birth and the midwifery model of care and stage one and two pushing.
• 18:24
  Speaker 1: What are they looking at?
• 18:25
  Speaker 1: So not only I mean a little added bonus too, it's a little bit of marketing as well, because you're reaching out to practitioners, you're having them come in, you meet your staff all the things like that is an added benefit.
• 18:36
  Speaker 1: But the cool thing is is that that's really an amazing cool thing for your staff too.
• 18:41
  Speaker 2: With a hormone expert, come in and talk about like vaginal estrogen and pros and cons and what to be thinking about with all of that.
• 18:47
  Speaker 2: So there's a lot that you can do around that to.
• 18:51
  Speaker 2: Again, it is a little bit of a marketing benefit.
• 18:53
  Speaker 2: You get a better relationship with some of the people you're bringing in if they're local, but you can also be providing these different perspectives to your staff.
• 19:00
  Speaker 2: And then there also is like an importance I think, nicole, we found at least of individual like one off communications.
• 19:07
  Speaker 2: What do you do when you have that patient who is just a lot, who has a lot going on, or super complex, and how do you actually get help with that?
• 19:18
  Speaker 2: And so I want you guys to just be thinking is there a plan for that?
• 19:21
  Speaker 2: So we use an app called Boxer where you can send voice memos but where somebody could have this really tough evaluation, pop out, say goodbye to the patient, make sure they were scheduled out and then go back into our break room at lunch and be like Nicole, what the hell just happened?
• 19:36
  Speaker 1: What just happened.
• 19:36
  Speaker 1: I don't understand anything that I just said to this person, all the things.
• 19:40
  Speaker 1: So there is that that is a super valuable tool that you can provide is just your availability for that kind of stuff, and I really personally I really like having that be not in a text message or group text or something like that, so their phone isn't blowing up all the time.
• 20:00
  Speaker 1: That it's something that can be outside of a personal type of communications.
• 20:05
  Speaker 1: That's why we, like Foxer there's some people also use Slack for that in office, like communication type strategies for that but I really liked the ability to text and voice memo, so that's great.
• 20:18
  Speaker 2: So a couple other things you can be thinking about.
• 20:20
  Speaker 2: Here are things like case studies.
• 20:21
  Speaker 2: We ripped down those a little bit earlier in this podcast series, but those who have a place and they can be helpful.
• 20:28
  Speaker 1: I mean P.
• 20:29
  Speaker 1: Everyone thinks they like them.
• 20:30
  Speaker 1: So I mean, I feel like you just got to make sure that the case studies and go off the rails, like we talked about in the other podcast.
• 20:35
  Speaker 1: If you want to hear a rant on me going off on case studies, why don't you go ahead and go back there?
• 20:41
  Speaker 1: But you know, a kind of thing is like a little lunch and learn thing.
• 20:44
  Speaker 1: You know we talk about brown box lunch sort of situations where you would go over a recent research article.
• 20:49
  Speaker 1: If that's your deal, if you love that, then great, then provide that you can do an anatomy hour.
• 20:55
  Speaker 1: You can do all kinds of cool little things.
• 20:57
  Speaker 1: So I hope this gets your little brain.
• 20:59
  Speaker 1: This is not an exhaustive list by any means, but I hope it gets your brains as an employer going.
• 21:03
  Speaker 1: For what can we do?
• 21:04
  Speaker 1: What can we add into a mentorship program that is going to be beneficial to everybody?
• 21:11
  Speaker 2: Right, you're mixing and matching those to come up with something that works for you, for your employees and your practice.
• 21:16
  Speaker 2: So I mean just to give you guys, pull back the curtain and give you what it looks like at pelvic sanity.
• 21:20
  Speaker 2: So we do several combination of these different things.
• 21:24
  Speaker 2: We do a monthly clinical collective in skills lab where we block off a lunch and a patient hour and Nicole and some of our team members like present information and they go over techniques, skills, all the rest of that stuff that you guys want so badly to be able to learn and grow as clinicians.
• 21:41
  Speaker 1: Yeah, I will say this.
• 21:42
  Speaker 1: This is like just being super honest.
• 21:45
  Speaker 1: I used to have a really hard time with blocking off patient time for my staff to do something that I felt should be something that they wanted to do.
• 21:55
  Speaker 1: I felt that part of that sort of like valor situation is that valorous right word Like the.
• 22:03
  Speaker 1: Do you know what I'm?
• 22:04
  Speaker 2: trying to say A little bit of like a martyr thing.
• 22:06
  Speaker 1: No, just like the part of the thing that I was like I want someone who want it's like I want someone to want to wash the dishes.
• 22:12
  Speaker 1: Do you remember that?
• 22:13
  Speaker 1: Oh, that was like a friend's thing.
• 22:15
  Speaker 1: I feel like that was Chandler in there.
• 22:17
  Speaker 2: I don't think it was a friend's thing.
• 22:18
  Speaker 2: It wasn't.
• 22:18
  Speaker 2: No, it was a friend's fault thing.
• 22:20
  Speaker 1: I want somebody who want, oh whoops anyways this is really going bad, but anyways we're.
• 22:24
  Speaker 1: Oh, jennifer Aniston, that's why I got friends.
• 22:26
  Speaker 2: Oh yeah, there you go, hey good, you brought it back nicely done.
• 22:28
  Speaker 1: Yay.
• 22:28
  Speaker 1: So Jennifer Aniston, right when Vince Vaughn, they're having this fight and they're like I just want you to want to wash the dishes.
• 22:34
  Speaker 2: Nobody wants to wash the dishes.
• 22:35
  Speaker 2: What the hell are you talking about?
• 22:36
  Speaker 1: I want you to want to want to wash the dishes, so anyways, but this is like kind of the thing I wanted somebody to like want to come in and take their own time because they're so dedicated and they took their own learning into their own hands and I just wanted all of this like perfect world situation and at the end of the day it was like that is just unrealistic and not fair and if you really do value the personal professional development of your employees, you need to put your money where your mouth is and fricking pay them for their time for a mentorship program period, even if you do the math and you realize, holy shit.
• 23:15
  Speaker 1: It's a shit ton of money.
• 23:16
  Speaker 1: It's a shit ton of money and they will never and honestly like employees.
• 23:20
  Speaker 1: You will fucking never understand how much of an actual like dollar amount it is to provide something like this that is.
• 23:29
  Speaker 1: I mean, it's expensive, it's fucking expensive.
• 23:32
  Speaker 2: Yeah.
• 23:33
  Speaker 1: Because it's not only that what you're getting paid, but it's the you're blocking off patient time for it.
• 23:37
  Speaker 1: It's also the lack of revenue that's bringing in on that too.
• 23:40
  Speaker 2: I'm just gonna say it it's $2,000 a month.
• 23:41
  Speaker 2: Public Sandy $2,000 a month.
• 23:43
  Speaker 2: $24,000 a year.
• 23:44
  Speaker 2: Yeah, that's what that one part of our one part of the mentorship is one part of it.
• 23:50
  Speaker 2: Yep, one part of it.
• 23:51
  Speaker 2: So be ready to invest is what we're saying Right.
• 23:54
  Speaker 2: So every two months we do a one-on-one With our staff and Nicole, so Nicole will actually go in.
• 24:02
  Speaker 2: We'll do it all in a single day.
• 24:03
  Speaker 2: Back to back to back.
• 24:04
  Speaker 2: That's most of the day now Public sanity with the size of our team, but that gives them the chance to bring up questions that they have go over in tough cases, do their case load management stuff with you, nicole, and that's really a valuable time to be able to bring stuff to you, and you know they can do it in between stuff.
• 24:22
  Speaker 2: But that really sets aside time to make that happen.
• 24:24
  Speaker 1: Yeah, I love that part.
• 24:26
  Speaker 1: It's another time to just kind of get to know like, hey, how you do in and how's life?
• 24:30
  Speaker 1: Also because that is part of mentorship too is this is making sure that what they're doing is Fitting in with their life and being at work, is it doesn't feel super overwhelming and and all the things, so it matters.
• 24:43
  Speaker 2: And then every quarter we do a larger, longer group Speaker topic.
• 24:48
  Speaker 2: Usually that's an outside speaker who comes in or a topic that Nicole really prepares, but that's a little bit more of a deep dive into an area of public health that our people may or may not be familiar with or may need a reminder on and really kind of moves the needle forward and like what we're focusing on.
• 25:03
  Speaker 1: Yeah, so this last time.
• 25:05
  Speaker 1: So we had partially, we had the midwife come in and talk about first and second stage labor, but before I had created a little bit of a mini presentation on the three aspects of our birth prep program and let's dive into the research on tens during labor, let's dive into the research on perennial massage and Look at what we're actually teaching.
• 25:28
  Speaker 1: Are we, you know, so that people have a background of what does the research actually say?
• 25:34
  Speaker 1: How do we actually implement it?
• 25:36
  Speaker 1: What are the parameters for the tens unit?
• 25:37
  Speaker 1: Where do we put them, all that kind of a stuff?
• 25:40
  Speaker 1: And then we had the midwife come in, so that was the mentorship Quarterly meeting just recently, like last week or whatever, so hope that gives you a picture of what it looks like.
• 25:50
  Speaker 2: We also do, as Nicole mentioned, boxer.
• 25:52
  Speaker 2: So for individual people, everyone has an individual boxer channel with Nicole so they can ask questions that they don't necessarily want to put in the group.
• 25:59
  Speaker 1: And we also have a group of boxer chat, which is great for topics where we're wondering it's anybody know, a great practitioner or crowdsourcing more information like what's everyone's favorite blank, what's everyone's favorite vaginal moisturizer, what is someone's favorite analogy, all that kind of stuff.
• 26:13
  Speaker 1: So I feel like, does that sound like a lot?
• 26:16
  Speaker 1: Yet it does sound like a lot, it is.
• 26:19
  Speaker 1: It is a lot, it should be a lot.
• 26:21
  Speaker 1: I feel like all the things, and we hope that Anybody that works for us really values that as well.
• 26:29
  Speaker 1: We hope to marry those two things.
• 26:31
  Speaker 1: We value it.
• 26:32
  Speaker 1: We would like to provide it.
• 26:33
  Speaker 1: We hope that we find people that want that in a job and also value it and are grateful for it as well, because it does go both ways.
• 26:42
  Speaker 1: And, by the way, just as an aside, if Just he's looking at me like, what are you gonna say?
• 26:48
  Speaker 2: here we got.
• 26:50
  Speaker 1: If you're an employee and your boss provides this for you, right, and you do get paid to do it, it doesn't hurt to also say thank you, so much like it's a big time commitment for the person that's curating all the things, so you can throw a little thank you on there every once in a while, even though you're getting paid, even though it's part of your job.
• 27:10
  Speaker 2: Yeah, this is gonna go on your tombstone.
• 27:12
  Speaker 2: Why the fuck did no one say thank you, nicole.
• 27:17
  Speaker 1: 1981 to whenever.
• 27:20
  Speaker 1: Okay, you guys, this is probably because I grew up With my mom was listening to this, what she does listen to most of our podcast and then she always talks about how much I swear and like please don't do that.
• 27:31
  Speaker 1: And I say you know what, look it, I'm going to anyways.
• 27:34
  Speaker 1: But I grew up that like you say thank you and please and like even if it's something that Should be done anyways, you're like appreciative of it.
• 27:47
  Speaker 1: Maybe my mom was showing line gratitude before gratitude was a hashtag.
• 27:52
  Speaker 2: That was literally on this podcast.
• 27:53
  Speaker 2: Guys, for the first time I've ever heard Nicole say please, in my life.
• 27:57
  Speaker 1: I Actually do have a problem saying it to you.
• 28:00
  Speaker 1: I don't know why, whatever, damn it.
• 28:04
  Speaker 1: I gotta talk to my therapist about this now.
• 28:06
  Speaker 1: Welcome to my brain, you guys.
• 28:09
  Speaker 1: Welcome to my brain but I do.
• 28:10
  Speaker 1: I do hope this has been.
• 28:17
  Speaker 2: I Do hope this has been really helpful for you guys as Employers or as business owners who are anticipating being employers.
• 28:24
  Speaker 2: But this really is important.
• 28:26
  Speaker 2: It really is.
• 28:27
  Speaker 2: It's the thing that develops the next generation of people in the field, and those of you guys who have been in this for a while I would hope have had a Mentor who has kind of poured it into you like.
• 28:38
  Speaker 2: This is an opportunity.
• 28:39
  Speaker 2: It's something we feel obviously really passionate about, about being able to pour into our employees and not leave them Stranded as the only person at an ortho clinic with no one to learn from, or feeling overwhelmed or Feeling some kind of way about not being able to provide the kind of care that they want.
• 28:55
  Speaker 2: And that's one of the things that we're so Passionate about is wanting to give people the kind of opportunities and kind of mentorship that we believe should be provided if we want to see the kind of patient outcomes and the kind of job Satisfaction that we want for everybody who has entered the public rehab space.
• 29:14
  Speaker 1: Yeah, and also, as an employer, just realize it's not gonna be perfect and it's not gonna hit everyone's boxes all the time, and that's okay, and we still got to do it anyways, and this is something like we said at the top of the podcast.
• 29:26
  Speaker 1: But man, we fucked this up royally.
• 29:28
  Speaker 1: I did.
• 29:29
  Speaker 1: I'll say I will take that 100%.
• 29:31
  Speaker 1: I fucked this up royally with that and so there was just a huge miscommunication problem.
• 29:37
  Speaker 1: So, at the very least, even if you only have one of these aspects on there, just make sure that you are communicating what you're providing, what you're not providing and what's expected of your people in terms of Participation and all that stuff.
• 29:51
  Speaker 1: That communication goes a long way With this stuff absolutely so.
• 29:57
  Speaker 2: I hope this has been helpful for you guys.
• 29:58
  Speaker 2: If you have questions about this, if you are wondering what to add to your program, if you have had an experience with this, either positive or negative, we would absolutely love to hear from you.
• 30:07
  Speaker 2: It really does make our day to hear what your guys's reactions are to these podcasts.
• 30:11
  Speaker 2: So, as always, we want to keep this conversation going and let's continue to rise.