What the 2025 State of Rehab Therapy Report Reveals

WEBVTT
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You're listening to the PT Pinecast,
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where smart people in healthcare come to
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make noise.
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Here's your host, Jimmy McKay.
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Thanks, Voice Guy.
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Big thanks to Sarah Health,
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the remote care platform helping clinics
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boost revenue without adding staff.
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I like this about them too.
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They automate daily patient check-ins via
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text.
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Because if I got to download one more
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app...
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And then no more app means no more
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login, which is also good.
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A simple way to meet RTM requirements,
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improve follow-through,
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and actually get reimbursed for care
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between visits.
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Easy to set up, simple to use,
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and patients, they seem to love it.
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SarahHealth.com, S-A-R-A-Health.com.
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I know people named Sarah are very
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particular.
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Sarah, Sarah with an H.
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s-a-r-a health.com our guest today not new
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to this show not new to the audience
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she's been here i think she was like
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episode twelve or twenty like something in
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the first twenty um and she's been part
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of the profession for a long time since
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this show is still finding its footing i
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don't know if we've found it yet but
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we're still working on it um and we've
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told her origin story before clinician
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founder builder leader but today isn't
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about really how she started today's about
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And what you want to know,
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where are we now?
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And the big we is you listening or
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watching, looking at you,
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but also like the profession.
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So her organization has been doing this
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state of rehab therapy report,
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which was just a really good idea,
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still is.
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But I remember thinking about it and
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saying, yes,
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you have access to all these people who
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have similar problems.
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And let's figure out,
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not just by like sort of figuring out
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which way the wind is blowing,
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like actually asking them questions, data.
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to clearly paint a picture, clinicians,
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leaders,
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might be experiencing two very different
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realities inside the same clinics today.
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Maybe burnout isn't the full story.
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Maybe misalignment is.
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Ooh, is that foreshadowing?
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Yes, it's always foreshadowing.
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So she's back, friend of the show,
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co-founder of WebPT,
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and someone who's never been afraid to
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challenge this profession to do better.
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Heidi Jananga,
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welcome back for I don't even know how
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many times to the show,
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to the PT podcast, Heidi Jananga.
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I stopped counting,
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but it's always a pleasure.
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Thank you so much for having me.
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I watched a recent episode of Saturday
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Night Live.
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I think it's the Five Timers Club.
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I know, it ain't a jacket.
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They get a jacket.
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It's a smoking jacket.
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Steve Martin, Martin Short,
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Justin Timberlake.
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When you see who's in the Five Timers
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Club, it's pretty legit.
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You have to be well beyond.
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The jacket's in the mail.
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I'll get my assistant.
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I think you should do some sort of
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mug.
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You are the pint cast, right?
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It needs to be some kind of cool
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mug.
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That's what it is.
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Just throwing it out there.
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All right, good.
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All right, so let's get to this data,
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right?
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So you guys,
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how long have you been doing this,
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the state of therapy rehab report?
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You guys have been doing this for a
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while now.
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Yeah,
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I want to say this is like year
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twelve that we've actually done it and
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pulled it together,
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created this beautiful report and
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published it for all of our members,
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but also to the public to really access
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this information and data.
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It really shows, I mean,
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even for twelve years where it used to
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be twenty five years ago.
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I don't know.
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I'm making numbers up.
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If you had information,
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the goal was hoard it.
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And if you wanted it,
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you had to join.
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And then all of a sudden somewhere because
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of these things, smartphones,
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it then became the absolute opposite,
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which is the more you give away like
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a boomerang, things come back.
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And it's like a bell curve, right?
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You got people who are never going to
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buy from you or use you.
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You got people who are already buying from
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you and who are lifers who are always
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going to buy from you.
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And then you're just thinking it's the
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middle.
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The middle is a jump ball.
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What can I give to that middle to
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get them to go, huh,
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let me see me in a different light.
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And you guys chose sort of the state
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of the union report for PT and give
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it away.
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Yeah.
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Selfishly,
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it was really for us to understand the
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industry a little bit better because a lot
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of where the data lay,
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was behind firewalls, right?
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That you had to have either an APTA
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membership, which I do,
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but a lot of people don't.
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And so how do you get this information?
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And frankly, we were one of the
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the earliest organizations to really start
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talking more about the business side of PT
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and really how to run your business more
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efficiently and not just only about the
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clinical information,
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clinical data that's going on with patient
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care.
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Okay.
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All right.
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So for someone who hasn't read it yet,
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and we'll put the link in the show
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notes and how they can get it.
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What are things that now you, I mean,
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you can now look at a report like
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this and see similarities and differences.
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What are a couple findings that pop up
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that should make clinic owners pause?
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What is the signal in the noise for
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this twenty twenty five report that just
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came out?
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Well,
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you did sort of drop some breadcrumbs at
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your intro here.
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We are hearing a lot about burnout in
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the industry,
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and we know that there have been a
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lot of clinicians that have left patient
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care.
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They may still carry their license,
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but they're not actually treating
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patients,
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or they may have left the industry as
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a whole.
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And so this year,
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we really kind of wanted to dig a
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little bit deeper into what are the
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underlying causes of that.
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And we found a couple of things that
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were fairly glaring.
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And you mentioned it,
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like the audience that were able to take
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this survey were leaders.
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They were clinicians.
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And in that clinician bucket,
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there were more newer grads versus some
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seasoned individuals.
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And I think, you know,
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maybe top three sort of things that stood
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out was the sort of gap or as
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you as you called it and we called
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it this this malalignment between
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leadership and, if you will,
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the working class.
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Right.
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And I think for the most part.
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we became physical therapists.
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You go to school to become a physical
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therapist because you want to treat
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patients.
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Um, and you know,
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providers really cite the work itself,
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like getting my hands dirty,
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getting my patients, uh,
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expressing my abilities and my, uh,
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ability to treat patients, um,
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is really what their top motivator is.
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While, um,
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Clinic leadership thinks a lot of the
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burnout is that they're treating too many
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patients and that they are really
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underestimating the providers really want
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to treat patients.
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It's just the how they're having to treat
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patients at this point in time.
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And that's a huge gap.
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It's like by a factor of forty six
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percent where clinic leadership is
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underestimating the importance of the work
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itself.
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Whereas the providers are saying, no, no,
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this remains my top motivator.
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It's not salary.
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It's not these other things.
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This still remains my top motivator.
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So that was the first thing.
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And then the second is really in the
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salary misconception.
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So owners and clinic leaders are
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consistently over indexing on salary as
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the demotivator.
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Oh,
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we can't we just can't pay people enough.
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And yet what clinicians and staff are
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reporting is that.
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while salary still remains important it's
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not our number one thing our number one
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thing is about the bureaucracy in a
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practice or the lack of decision making
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the poor working condition poor working
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conditions and in their eyes meaning a
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little bit about work-life balance um
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And also just do they have what they're
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seeing out there or experiencing and
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seeing at CSM, you know,
00:08:11.485 --> 00:08:12.704
some of the latest and greatest in
00:08:12.745 --> 00:08:13.545
technology?
00:08:14.805 --> 00:08:16.745
Or are they still, you know,
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very small percentage,
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but are you still documenting on pen and
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paper, right?
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Some of these really obscure sort of
00:08:24.028 --> 00:08:25.348
working conditions that you wouldn't
00:08:25.528 --> 00:08:27.247
necessarily think still exist,
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but it is out there.
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The private equity funds that have come
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into the industry over the last ten years,
00:08:34.889 --> 00:08:36.510
we have a lot of practices that are
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trying to scale,
00:08:38.551 --> 00:08:41.993
trying to get multiple clinics and even
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going from multiple clinics to a large
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number of practices.
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And so as as clinics try and do
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scale,
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the administrative complexity often grows,
00:08:53.220 --> 00:08:54.581
which can lead to.
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even higher levels of burnout in a decline
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in patient experience if it's not done
00:09:00.743 --> 00:09:03.484
well uh and so i think you know
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what we're seeing is this uh unfortunate
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you know coming together of
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companies wanting to grow which which you
00:09:16.337 --> 00:09:18.520
know costs money to do at the same
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time as you've got uh uh reimbursements
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continuing to decline and so you know when
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margins are are are lower it's it's harder
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to grow but you have this mandate to
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grow uh and so
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you're going to push forward with what
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you're poised to do.
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But oftentimes,
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leaving in the wake are some of the
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feel-good things that are necessary,
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I can think at this moment,
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from a retention standpoint,
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clinician experience,
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as well as patient experience.
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Yeah,
00:09:52.355 --> 00:09:53.276
so let's go into that a little bit.
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There were a few presentations that were
00:09:55.716 --> 00:09:59.738
actually at CSM about generations.
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And I'm always interested in this,
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and we should always be interested in
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this,
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because
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these kids today i feel like you could
00:10:06.215 --> 00:10:08.816
put that on a t-shirt and in one
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minute you're the kid that that's saying
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these kids today the next minute you're
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the person saying these kids today as the
00:10:15.279 --> 00:10:17.379
world changes generations change and
00:10:17.419 --> 00:10:19.980
what's important to those genera different
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generations is going to continually change
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so the report showing clinicians are
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motivated by things like purpose autonomy
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meaning and meaningful work.
00:10:30.885 --> 00:10:33.806
Yet sometimes leaders might assume,
00:10:33.966 --> 00:10:34.386
and again,
00:10:34.446 --> 00:10:36.007
we have this misalignment of an assumption
00:10:36.047 --> 00:10:36.687
or reality,
00:10:37.127 --> 00:10:38.988
that compensation might be their primary
00:10:39.028 --> 00:10:39.368
driver.
00:10:39.448 --> 00:10:40.449
Listen, we all want to get paid.
00:10:40.469 --> 00:10:41.369
We want to make sure we can pay
00:10:41.389 --> 00:10:42.430
rent and buy cornflakes.
00:10:42.670 --> 00:10:43.110
Important.
00:10:44.170 --> 00:10:44.911
So why does that
00:10:46.074 --> 00:10:48.615
disconnect persists and why is someone who
00:10:48.715 --> 00:10:50.616
understands it and reads this report and
00:10:50.756 --> 00:10:52.597
acts on it going to have a better
00:10:53.137 --> 00:10:56.098
position or going to going to probably do
00:10:56.178 --> 00:10:58.999
well in in twenty twenty six and beyond
00:11:00.960 --> 00:11:02.761
yeah so this is this is the inflection
00:11:02.801 --> 00:11:05.482
point that we talk about right when you
00:11:05.642 --> 00:11:09.564
if you don't truly understand what's
00:11:09.604 --> 00:11:11.965
happening right now and the pressures that
00:11:12.265 --> 00:11:14.286
practices are under from a financial
00:11:14.306 --> 00:11:14.926
standpoint
00:11:15.827 --> 00:11:17.689
And so you have the cost of living,
00:11:18.490 --> 00:11:20.131
cost of everything going up,
00:11:20.691 --> 00:11:23.174
while our reimbursement,
00:11:23.254 --> 00:11:25.376
if you're utilizing insurance,
00:11:26.637 --> 00:11:28.438
has significantly gone down over the
00:11:28.479 --> 00:11:28.599
years.
00:11:28.639 --> 00:11:29.760
We talk about this every year.
00:11:29.780 --> 00:11:31.421
We had another two point eight percent
00:11:32.162 --> 00:11:34.324
reduction in our overall Medicare
00:11:34.484 --> 00:11:35.385
reimbursement this year,
00:11:35.405 --> 00:11:38.407
which trickles down to all insurances.
00:11:39.508 --> 00:11:42.091
We continue to have practices that
00:11:42.758 --> 00:11:46.381
sign contracts to get paid less than what
00:11:46.861 --> 00:11:48.602
it costs to do business.
00:11:49.963 --> 00:11:54.767
And so we're sort of shooting ourselves in
00:11:54.787 --> 00:11:58.630
the foot when now the only option that
00:11:58.670 --> 00:12:02.453
you have is to increase volume in order
00:12:02.493 --> 00:12:05.335
to offset and meet demands that you might
00:12:05.375 --> 00:12:09.198
have from a revenue and a bottom line
00:12:09.238 --> 00:12:09.838
standpoint.
00:12:10.759 --> 00:12:11.920
And then you've got
00:12:12.823 --> 00:12:15.524
your generation that this generation who
00:12:15.564 --> 00:12:18.245
is looking for uh you know an autonomy
00:12:18.305 --> 00:12:20.006
is earned let me let's just let's just
00:12:20.126 --> 00:12:22.667
start there right so but you're coming
00:12:22.787 --> 00:12:24.428
into a place where there's not a lot
00:12:24.468 --> 00:12:28.170
of time to do mentorship because you're
00:12:28.230 --> 00:12:30.591
having to treat a boatload of patients so
00:12:31.071 --> 00:12:32.932
you know the the mentorship component that
00:12:32.972 --> 00:12:35.253
people are looking for uh isn't always
00:12:35.293 --> 00:12:38.654
there um and so what do we do
00:12:38.734 --> 00:12:40.315
you have a lot of practices that are
00:12:40.355 --> 00:12:42.136
now moving to more cash-based
00:12:42.776 --> 00:12:47.099
uh practice or which is great moving to
00:12:47.139 --> 00:12:49.681
towards technology to help offset some of
00:12:49.721 --> 00:12:52.843
those administrative burden issues where
00:12:52.863 --> 00:12:55.445
this is really where we're going again a
00:12:55.485 --> 00:12:57.547
little bit of misalignment because
00:12:57.747 --> 00:12:59.788
although this generation is very in tune
00:12:59.808 --> 00:13:00.629
with technology
00:13:01.421 --> 00:13:04.282
they still don't want to lose that patient
00:13:04.322 --> 00:13:05.642
provider interaction.
00:13:05.662 --> 00:13:09.323
And this is where hopefully AI is really,
00:13:09.423 --> 00:13:10.644
and it's showing now,
00:13:11.044 --> 00:13:13.464
showing up in a lot of different platforms
00:13:14.385 --> 00:13:16.225
to hopefully solve some of that problem
00:13:16.265 --> 00:13:17.605
where you've got the ambient,
00:13:17.625 --> 00:13:20.186
you've got other types of technology that
00:13:20.226 --> 00:13:23.227
are coming in to hopefully reduce the
00:13:23.267 --> 00:13:24.347
administrative burden,
00:13:24.467 --> 00:13:26.568
but still allow us to have that
00:13:27.698 --> 00:13:29.799
secret sauce of us as physical therapists
00:13:29.819 --> 00:13:31.219
that we get to do so much better
00:13:31.239 --> 00:13:33.720
than everyone else is put hands on
00:13:33.760 --> 00:13:35.841
patients, have that interaction,
00:13:35.881 --> 00:13:39.242
that human interaction that both patients
00:13:39.422 --> 00:13:40.602
and clinicians are craving.
00:13:41.102 --> 00:13:41.642
Yeah.
00:13:41.723 --> 00:13:43.383
A lot of the people in,
00:13:44.783 --> 00:13:46.004
we'll call them pundits, right?
00:13:46.044 --> 00:13:47.784
The Gary V's of the world are saying
00:13:48.365 --> 00:13:49.685
the pendulum only swings two different
00:13:49.705 --> 00:13:51.306
ways, right?
00:13:51.326 --> 00:13:52.626
Bell-bottoms are
00:13:52.934 --> 00:13:53.714
were super cool.
00:13:54.374 --> 00:13:55.335
And then they were not.
00:13:55.815 --> 00:13:56.855
And then they were cool again.
00:13:56.955 --> 00:13:58.355
And then guess what happened after that?
00:13:58.395 --> 00:13:59.616
Then they were not, right?
00:13:59.656 --> 00:14:01.116
So we went real, we had to,
00:14:01.136 --> 00:14:03.617
the world had to go digital everything out
00:14:03.697 --> 00:14:04.917
of necessity.
00:14:05.637 --> 00:14:06.977
Guess what's going to happen next?
00:14:06.997 --> 00:14:09.318
We're going to crave that other thing.
00:14:09.978 --> 00:14:10.958
And it sounds like you're saying,
00:14:11.018 --> 00:14:13.919
how can we keep the efficiencies of a
00:14:13.999 --> 00:14:16.400
scribe or some of this technology without
00:14:16.460 --> 00:14:19.300
losing this other stuff as I rub my
00:14:19.340 --> 00:14:21.081
hands together on a podcast to show you
00:14:21.101 --> 00:14:21.361
that
00:14:21.981 --> 00:14:23.882
That humanity part that we like to sort
00:14:23.902 --> 00:14:25.063
of plant our flag in.
00:14:25.824 --> 00:14:28.105
And so how do we gain without losing?
00:14:28.305 --> 00:14:29.666
Which is a good way to think about
00:14:29.726 --> 00:14:29.826
it.
00:14:30.607 --> 00:14:33.409
So do you think with the disconnect
00:14:33.429 --> 00:14:36.191
between clinicians and leaders,
00:14:36.791 --> 00:14:37.952
it's probably a little bit all three,
00:14:37.992 --> 00:14:38.172
right?
00:14:38.192 --> 00:14:39.793
So it always, it depends, right?
00:14:39.813 --> 00:14:40.593
It's always in the middle.
00:14:40.613 --> 00:14:41.654
Is it communication?
00:14:42.074 --> 00:14:43.375
Is it incentive structure?
00:14:44.056 --> 00:14:45.517
Is it just plain generational?
00:14:46.037 --> 00:14:47.858
Is it, are we talking past each other?
00:14:48.379 --> 00:14:50.460
Like where can someone capitalize?
00:14:50.480 --> 00:14:51.661
Like this information is good.
00:14:52.794 --> 00:14:53.895
But if you were to wave a wand,
00:14:53.915 --> 00:14:55.536
if you weren't working where you are,
00:14:55.556 --> 00:14:56.777
if you weren't sitting where you are and
00:14:56.817 --> 00:14:57.798
you were running a clinic,
00:14:58.158 --> 00:15:00.620
how would you operationalize this
00:15:00.660 --> 00:15:01.160
information?
00:15:01.180 --> 00:15:03.322
What would you do with it?
00:15:03.402 --> 00:15:03.762
Well,
00:15:03.962 --> 00:15:05.924
the first step is to take a moment
00:15:06.304 --> 00:15:07.605
to listen, right?
00:15:08.425 --> 00:15:12.288
And not just be autocratic and think that
00:15:12.308 --> 00:15:13.189
you know everything.
00:15:14.038 --> 00:15:15.500
everything that this is how you're going
00:15:15.520 --> 00:15:17.402
to do it in your practice out of
00:15:17.422 --> 00:15:17.763
the gate.
00:15:18.384 --> 00:15:20.466
Really, at this point in time, you know,
00:15:20.506 --> 00:15:22.849
clinicians and which are, you know,
00:15:23.070 --> 00:15:25.453
mostly in the younger generation or the
00:15:25.653 --> 00:15:27.155
generation below leaders.
00:15:29.737 --> 00:15:31.058
You've got to take time to listen.
00:15:31.098 --> 00:15:32.539
It can't be command and control.
00:15:34.099 --> 00:15:36.700
That autonomy, wanting autonomy is real.
00:15:37.121 --> 00:15:41.402
Coming to the table with good ideas is
00:15:41.703 --> 00:15:42.803
definitely happening,
00:15:42.863 --> 00:15:45.104
but you've got to take time to listen
00:15:45.524 --> 00:15:46.565
before you're acting.
00:15:47.465 --> 00:15:50.907
So having more of a distributed leadership
00:15:50.947 --> 00:15:52.307
sort of model, if you will,
00:15:52.367 --> 00:15:55.388
to where you want people to feel like
00:15:55.449 --> 00:15:56.789
they have...
00:15:59.150 --> 00:16:02.073
some options to provide ideas like they
00:16:02.193 --> 00:16:03.274
are in it with you,
00:16:04.496 --> 00:16:06.097
not just working for you.
00:16:07.018 --> 00:16:11.282
And so that sort of shared decision making
00:16:11.322 --> 00:16:13.244
when it comes to, you know,
00:16:13.304 --> 00:16:15.226
different possibilities in a practice,
00:16:15.286 --> 00:16:16.868
I think is really important at this point
00:16:16.908 --> 00:16:17.348
in time.
00:16:17.388 --> 00:16:19.310
And that sort of bridges that generational
00:16:19.350 --> 00:16:19.650
gap.
00:16:19.991 --> 00:16:22.273
And then also every individual is
00:16:22.373 --> 00:16:23.354
motivated differently.
00:16:23.614 --> 00:16:24.714
And we can't forget that.
00:16:24.794 --> 00:16:26.675
It's not just a blanket thing where all
00:16:26.715 --> 00:16:27.635
PT is just one.
00:16:27.655 --> 00:16:28.315
And this is, I think,
00:16:28.335 --> 00:16:31.616
part of the the model alignment is that,
00:16:31.776 --> 00:16:34.456
you know, perhaps in in our day,
00:16:34.496 --> 00:16:36.757
like salary was was the thing.
00:16:38.577 --> 00:16:39.758
And I will also say,
00:16:39.838 --> 00:16:42.858
how did we get more salary in the
00:16:42.878 --> 00:16:44.699
past was you had to move into the
00:16:44.779 --> 00:16:46.079
administrative roles, right?
00:16:47.525 --> 00:16:49.887
And what we're seeing in this report is
00:16:50.267 --> 00:16:51.608
they love treating patients.
00:16:51.648 --> 00:16:54.010
They don't want to have to only move
00:16:54.050 --> 00:16:56.111
to administration and away from patient
00:16:56.151 --> 00:16:57.112
care to earn more money.
00:16:57.172 --> 00:16:59.393
So how do we create, you know,
00:17:00.574 --> 00:17:03.196
a better compensation model around being
00:17:03.216 --> 00:17:06.038
just an excellent, excellent clinician?
00:17:07.295 --> 00:17:09.277
um and you know there's a there's a
00:17:09.317 --> 00:17:11.498
lot of issues that are swirling around
00:17:11.538 --> 00:17:13.880
that how this can be done um and
00:17:13.960 --> 00:17:16.162
also why it's very difficult to be done
00:17:16.682 --> 00:17:18.423
mainly because of the cost of education
00:17:18.483 --> 00:17:19.945
right now people are coming out with
00:17:20.065 --> 00:17:22.827
higher debt than ever before and they're
00:17:23.047 --> 00:17:25.789
they are looking for paths and avenues to
00:17:26.229 --> 00:17:28.911
be able to uh make more money right
00:17:29.371 --> 00:17:31.453
and right now that's just really hard to
00:17:31.493 --> 00:17:32.654
do when you're
00:17:33.461 --> 00:17:35.962
reimbursement is not changing as a matter
00:17:35.982 --> 00:17:38.323
of fact in the wrong direction right so
00:17:38.683 --> 00:17:41.905
being creative in ways that you can uh
00:17:42.085 --> 00:17:45.126
reward uh and allow people to become
00:17:45.246 --> 00:17:47.567
better clinicians and at the same time
00:17:47.627 --> 00:17:50.148
like we have got to continue to advocate
00:17:50.288 --> 00:17:52.049
not just for more pay but how do
00:17:52.069 --> 00:17:56.251
we change uh compensation with regard like
00:17:57.691 --> 00:18:00.552
why do people get residency program or go
00:18:00.572 --> 00:18:01.673
through a residency program
00:18:03.073 --> 00:18:04.235
You're not making more money.
00:18:05.436 --> 00:18:06.979
Somebody who's residency trained
00:18:07.039 --> 00:18:09.462
definitely is not making any more money in
00:18:09.482 --> 00:18:11.846
the eyes of an insurance company, right?
00:18:12.445 --> 00:18:15.807
And so how do we change our model
00:18:15.948 --> 00:18:19.530
to actually improve and advocate for
00:18:21.071 --> 00:18:22.172
outcomes, right?
00:18:22.512 --> 00:18:23.873
If you're going through residency,
00:18:23.913 --> 00:18:25.534
the thought process should be that you
00:18:25.774 --> 00:18:27.496
actually could treat patients better,
00:18:27.536 --> 00:18:29.297
whether it's more efficiently or with
00:18:29.337 --> 00:18:30.098
better outcomes.
00:18:30.578 --> 00:18:31.719
How do we get to a place where
00:18:31.759 --> 00:18:35.321
we're actually compensated for, you know,
00:18:35.341 --> 00:18:36.862
the outcomes that we're actually having
00:18:36.882 --> 00:18:39.064
with patients rather than just
00:18:40.110 --> 00:18:41.491
Everybody gets paid the same,
00:18:41.631 --> 00:18:44.313
no matter what level of PT you are.
00:18:44.813 --> 00:18:44.893
Oh,
00:18:45.333 --> 00:18:47.154
I had a post on LinkedIn last week
00:18:47.194 --> 00:18:48.195
that said this.
00:18:48.535 --> 00:18:48.915
And of course,
00:18:48.935 --> 00:18:49.876
I like to poke the bear.
00:18:50.216 --> 00:18:51.357
My job is not to be right.
00:18:51.417 --> 00:18:53.198
My job is to ask people questions and
00:18:53.238 --> 00:18:54.899
have them let's discuss,
00:18:55.059 --> 00:18:56.860
as they did on a great Saturday Night
00:18:56.880 --> 00:19:00.783
Live skit with Mike Myers, coffee talk.
00:19:01.403 --> 00:19:03.304
And the thing that I was shining a
00:19:03.344 --> 00:19:05.325
light on was you could give poor care
00:19:05.345 --> 00:19:06.426
or great care and you get paid the
00:19:06.466 --> 00:19:06.606
same.
00:19:06.646 --> 00:19:08.247
And that's dot, dot, dot.
00:19:08.427 --> 00:19:09.348
And that's not fair.
00:19:10.445 --> 00:19:11.165
And that sucks.
00:19:11.986 --> 00:19:13.647
One thing I'll say that I think I've
00:19:13.707 --> 00:19:14.587
noticed is,
00:19:15.888 --> 00:19:17.529
I think if I were to ask someone
00:19:17.789 --> 00:19:18.789
early in their career,
00:19:21.011 --> 00:19:22.771
describe or give me like a line,
00:19:23.712 --> 00:19:24.332
a great leader.
00:19:24.933 --> 00:19:26.313
And I think how I would have described
00:19:26.353 --> 00:19:27.834
a great boss, fifteen years ago,
00:19:27.854 --> 00:19:29.295
would have been, they're a great leader,
00:19:29.555 --> 00:19:30.616
they're very knowledgeable,
00:19:30.756 --> 00:19:32.757
and all those things still should be true.
00:19:33.217 --> 00:19:34.618
What I hear more often is,
00:19:34.998 --> 00:19:35.778
I feel like they get it.
00:19:36.419 --> 00:19:37.839
And that sounds like a dumbing down of
00:19:37.859 --> 00:19:38.400
a compliment,
00:19:39.464 --> 00:19:40.806
But what I hear is that they get,
00:19:41.367 --> 00:19:42.630
when someone says they get it,
00:19:43.010 --> 00:19:43.551
what they mean,
00:19:43.571 --> 00:19:44.994
what I take that for meaning is they
00:19:45.034 --> 00:19:45.455
get me.
00:19:46.429 --> 00:19:47.709
like when you sit down with a really
00:19:47.749 --> 00:19:49.170
good leader and you walk out, you're like,
00:19:49.210 --> 00:19:49.650
they get it.
00:19:49.910 --> 00:19:51.730
It's like, whatever, whatever I said,
00:19:51.810 --> 00:19:53.710
they heard me, they understand it.
00:19:54.011 --> 00:19:55.111
Then hopefully they're going to
00:19:55.131 --> 00:19:56.111
operationalize that.
00:19:56.411 --> 00:19:57.571
And that's when people buy in.
00:19:57.591 --> 00:19:59.232
That's when people feel like I don't need
00:19:59.812 --> 00:20:00.612
autonomy.
00:20:01.012 --> 00:20:02.972
I want autonomy in my little sphere,
00:20:03.092 --> 00:20:04.973
like with my patients or my tasks.
00:20:05.593 --> 00:20:07.053
I want to feel like whatever I'm doing
00:20:07.153 --> 00:20:08.554
matters to the ship too.
00:20:09.094 --> 00:20:09.274
Right.
00:20:09.334 --> 00:20:10.354
Or where the ship is going in a
00:20:10.374 --> 00:20:11.614
direction I'd like to go into.
00:20:11.854 --> 00:20:12.694
We're on the rise here.
00:20:12.714 --> 00:20:13.675
We go in the right direction.
00:20:13.955 --> 00:20:15.435
So when I hear, when I hear,
00:20:16.580 --> 00:20:17.900
They get it, right?
00:20:17.960 --> 00:20:19.181
Like, why do you like your CEO,
00:20:19.221 --> 00:20:20.681
your clinic director or your manager,
00:20:20.721 --> 00:20:21.821
anybody, your coworker?
00:20:21.982 --> 00:20:22.482
They get it.
00:20:23.162 --> 00:20:25.483
Like that says that's a two way thing
00:20:25.503 --> 00:20:26.143
and not a one way.
00:20:26.243 --> 00:20:27.603
They're a great leader is great for the
00:20:27.643 --> 00:20:28.243
organization.
00:20:28.523 --> 00:20:29.924
They get it is great for both of
00:20:30.004 --> 00:20:30.184
us.
00:20:30.344 --> 00:20:32.024
And I think that's what it sounds like.
00:20:32.044 --> 00:20:33.425
That's what people are looking for.
00:20:33.805 --> 00:20:34.605
And they stick around.
00:20:34.685 --> 00:20:35.985
I don't know what the data I would
00:20:36.025 --> 00:20:36.186
bet.
00:20:37.726 --> 00:20:39.126
We could have a whole gambling thing
00:20:39.146 --> 00:20:39.767
before this, Heidi.
00:20:39.787 --> 00:20:40.927
This could be like an inside thing.
00:20:40.947 --> 00:20:41.807
We'll bet what the data is.
00:20:42.107 --> 00:20:44.468
I bet that people who feel that stay
00:20:44.508 --> 00:20:44.768
longer.
00:20:48.980 --> 00:20:49.300
Oh yeah.
00:20:49.461 --> 00:20:50.081
Clinic, uh,
00:20:50.462 --> 00:20:53.286
clinician retention for sure has so much
00:20:53.326 --> 00:20:56.590
to do with your liking people that you
00:20:56.630 --> 00:20:57.051
work with.
00:20:57.957 --> 00:21:00.880
That's been a staple in all of these
00:21:00.900 --> 00:21:03.423
different surveys for a long time with
00:21:03.463 --> 00:21:07.448
regard to why you stay in a position.
00:21:07.648 --> 00:21:10.572
You may even take less money on a
00:21:10.612 --> 00:21:13.455
salary basis if you really feel rewarded
00:21:14.476 --> 00:21:16.418
in the work that you're doing and the
00:21:16.459 --> 00:21:17.620
people that you're doing it with.
00:21:18.287 --> 00:21:20.209
And so when you ask, you know,
00:21:20.229 --> 00:21:21.370
what should owners be doing?
00:21:21.631 --> 00:21:22.492
And I think at this point,
00:21:22.532 --> 00:21:23.853
it's stop assuming and just start
00:21:23.893 --> 00:21:24.334
listening.
00:21:26.476 --> 00:21:29.119
And each individual person that's in the
00:21:29.179 --> 00:21:31.321
practice might be motivated in a slightly
00:21:31.361 --> 00:21:31.942
different way.
00:21:32.022 --> 00:21:33.904
And, you know, as a leader,
00:21:33.924 --> 00:21:36.547
we need to be thinking about people as
00:21:36.587 --> 00:21:39.210
individuals and not necessarily just as a
00:21:39.430 --> 00:21:40.431
customer in a group.
00:21:41.043 --> 00:21:41.243
I mean,
00:21:41.944 --> 00:21:43.665
I'm nodding along almost to the point
00:21:43.685 --> 00:21:45.246
where I'm hurting my neck because when I
00:21:45.266 --> 00:21:46.006
was in radio,
00:21:46.486 --> 00:21:47.807
there were people at the radio station
00:21:47.827 --> 00:21:51.229
that sold ad time and they drove BMWs.
00:21:51.709 --> 00:21:52.350
And I didn't.
00:21:52.930 --> 00:21:54.011
But I got to go to work every
00:21:54.031 --> 00:21:55.752
day and play rock music loud and give
00:21:55.772 --> 00:21:56.893
away beer and concert tickets.
00:21:57.233 --> 00:22:01.015
And I was elated to do so.
00:22:01.075 --> 00:22:02.656
I would have crawled through a mile of
00:22:02.676 --> 00:22:05.998
broken glass to keep doing that because
00:22:06.058 --> 00:22:07.839
the different things mattered to different
00:22:07.879 --> 00:22:08.219
people.
00:22:08.620 --> 00:22:10.041
And the people that pay attention to
00:22:10.081 --> 00:22:10.421
those...
00:22:10.921 --> 00:22:12.683
we'll keep the better people and better
00:22:12.723 --> 00:22:15.065
meaning a better fit for you and them
00:22:15.145 --> 00:22:17.587
when it's a two-way street man and i
00:22:17.627 --> 00:22:19.989
never realized this i ran a radio station
00:22:20.009 --> 00:22:21.750
i was just a radio guy how much
00:22:21.810 --> 00:22:24.072
replacing someone costs because where i
00:22:24.112 --> 00:22:26.854
worked i had fifty people outside that
00:22:26.874 --> 00:22:28.476
would have again crawled through broken
00:22:28.516 --> 00:22:30.417
class to take the job for less money
00:22:31.118 --> 00:22:32.839
but that's not always the case i never
00:22:32.940 --> 00:22:35.061
understood that until i came to healthcare
00:22:35.101 --> 00:22:36.663
and realized what replacing
00:22:37.715 --> 00:22:41.506
a good or bad employee actually costs and
00:22:41.526 --> 00:22:43.833
how that can hurt an organization or a
00:22:43.873 --> 00:22:44.375
business.
00:22:45.008 --> 00:22:45.728
Absolutely.
00:22:45.768 --> 00:22:46.968
Especially in our,
00:22:47.168 --> 00:22:49.109
our world of relationships, right?
00:22:49.129 --> 00:22:50.849
So somebody who's been with you,
00:22:50.889 --> 00:22:52.630
it has physician relationships,
00:22:52.670 --> 00:22:54.810
have community relationships,
00:22:54.870 --> 00:22:55.910
those types of things.
00:22:56.430 --> 00:22:59.131
If they go away and also they,
00:22:59.271 --> 00:22:59.491
I mean,
00:22:59.831 --> 00:23:01.251
I'm not saying that you have to retain
00:23:01.291 --> 00:23:03.772
people just because they are, you know,
00:23:03.832 --> 00:23:05.372
the, the rainmaker in your,
00:23:06.012 --> 00:23:08.253
in your organization, especially if,
00:23:08.433 --> 00:23:09.113
you know, they're not,
00:23:09.193 --> 00:23:11.293
they somehow they're not all of those
00:23:11.854 --> 00:23:12.014
things.
00:23:12.034 --> 00:23:13.874
I'm definitely not saying that, but
00:23:14.374 --> 00:23:15.455
For sure, you know,
00:23:16.517 --> 00:23:18.219
those things need to be rewarded.
00:23:18.359 --> 00:23:22.223
And again, reward is very personal.
00:23:22.704 --> 00:23:25.147
And one of the things that I've been
00:23:25.227 --> 00:23:27.349
really talking about is looking at when we
00:23:27.389 --> 00:23:27.890
talk about
00:23:28.500 --> 00:23:31.422
compensation which includes salary you
00:23:31.442 --> 00:23:34.044
look at the total compensation and this is
00:23:34.104 --> 00:23:38.486
an education for new grads and early uh
00:23:38.526 --> 00:23:41.288
you know uh recent grads as well getting
00:23:41.328 --> 00:23:44.330
their first jobs that it's it's not yes
00:23:44.370 --> 00:23:45.991
you might motivate it for salary and you
00:23:46.051 --> 00:23:47.892
definitely need to look at that when you
00:23:47.932 --> 00:23:49.533
have a student debt you have to pay
00:23:49.613 --> 00:23:51.314
off i i get it like you're looking
00:23:51.375 --> 00:23:53.176
at how much cash is coming in right
00:23:53.796 --> 00:23:55.017
and so if that's true
00:23:56.048 --> 00:23:58.614
You also need to say, okay, well,
00:23:58.714 --> 00:24:00.238
if they're gonna pay me upfront,
00:24:01.661 --> 00:24:04.006
I need to also recognize that maybe some
00:24:04.046 --> 00:24:05.289
of these other benefits
00:24:07.482 --> 00:24:09.103
Health care is important.
00:24:09.243 --> 00:24:09.503
Right.
00:24:09.543 --> 00:24:11.924
But maybe you're not going to get the
00:24:11.944 --> 00:24:13.525
health care that you only have a twenty
00:24:13.545 --> 00:24:16.066
five dollar copay.
00:24:16.287 --> 00:24:16.547
Right.
00:24:16.607 --> 00:24:17.607
Maybe you're going to have to pay a
00:24:17.647 --> 00:24:19.768
little bit more on the deductible side.
00:24:21.349 --> 00:24:24.010
You know, your your your PTO,
00:24:24.611 --> 00:24:25.851
everybody needs PTO,
00:24:25.971 --> 00:24:26.192
but
00:24:27.721 --> 00:24:29.302
Those are some things that might be
00:24:29.362 --> 00:24:30.343
negotiable as well.
00:24:31.604 --> 00:24:32.985
CEUs, right?
00:24:33.025 --> 00:24:34.066
If we're going to pay you a bunch
00:24:34.086 --> 00:24:34.887
of cash up front,
00:24:34.947 --> 00:24:36.288
maybe we're not going to pay you as
00:24:36.348 --> 00:24:38.470
much for the number of CEUs.
00:24:39.210 --> 00:24:41.792
The full compensation package has to be
00:24:41.852 --> 00:24:42.453
looked at.
00:24:43.273 --> 00:24:46.136
And those are things for me that you're
00:24:46.256 --> 00:24:48.537
able to sort of dial up or change.
00:24:49.038 --> 00:24:50.279
I like the a la carte method.
00:24:50.739 --> 00:24:50.999
Right.
00:24:51.019 --> 00:24:52.580
There's obviously some bottom line,
00:24:52.600 --> 00:24:54.300
baseline things like health care, I think,
00:24:54.920 --> 00:24:57.201
is really important for everyone to have
00:24:57.221 --> 00:24:57.661
the option.
00:24:57.701 --> 00:24:59.361
And it's mandatory most of the time at
00:24:59.381 --> 00:25:01.002
a certain size of the business.
00:25:01.042 --> 00:25:05.863
But you can dial things up and down
00:25:05.943 --> 00:25:07.083
across a line.
00:25:07.183 --> 00:25:07.484
Right.
00:25:07.924 --> 00:25:08.964
When you're thinking about,
00:25:09.044 --> 00:25:10.644
let's just say, you know,
00:25:10.724 --> 00:25:12.205
eighty five thousand dollars of total
00:25:12.225 --> 00:25:12.845
compensation.
00:25:14.723 --> 00:25:16.484
Maybe that equals a higher number of
00:25:16.924 --> 00:25:17.764
salary up front.
00:25:17.944 --> 00:25:19.845
And maybe it means a little bit less
00:25:20.005 --> 00:25:22.205
of CEU funds on the backside of that.
00:25:22.545 --> 00:25:24.626
Maybe in two years when you have paid
00:25:24.646 --> 00:25:27.227
down your debt and you're much more about
00:25:27.287 --> 00:25:30.248
trying to be a specialized clinician,
00:25:30.728 --> 00:25:33.629
maybe those CEU dollars mean a lot more
00:25:33.649 --> 00:25:34.709
to you, right?
00:25:34.749 --> 00:25:37.870
So maybe we add more there rather than
00:25:38.150 --> 00:25:39.470
just upping your salary.
00:25:39.670 --> 00:25:40.411
Does that make sense?
00:25:40.871 --> 00:25:41.411
Yeah.
00:25:41.951 --> 00:25:45.512
so anyway i'm just i think owners need
00:25:45.552 --> 00:25:46.992
to be a little bit more creative when
00:25:47.012 --> 00:25:48.793
they think about total compensation you
00:25:48.813 --> 00:25:50.713
just can't throw everything at people
00:25:50.773 --> 00:25:53.574
because a um you know the research on
00:25:53.634 --> 00:25:55.175
choice like when you give people too many
00:25:55.215 --> 00:26:01.256
choices they're like and so and they're
00:26:01.276 --> 00:26:02.777
going to over dig index on wanting
00:26:02.837 --> 00:26:03.317
everything
00:26:03.801 --> 00:26:04.881
Sure.
00:26:05.202 --> 00:26:06.222
I guess this goes into...
00:26:07.342 --> 00:26:08.243
As a business owner,
00:26:09.203 --> 00:26:11.044
and Marcus Limonis is someone I found
00:26:11.104 --> 00:26:11.824
later in life.
00:26:12.444 --> 00:26:13.665
He's like, if you don't know your numbers,
00:26:13.805 --> 00:26:15.045
I won't work with you.
00:26:15.065 --> 00:26:16.486
Because if you don't know what it costs
00:26:16.566 --> 00:26:17.946
to do all these things,
00:26:18.646 --> 00:26:20.127
you can't have that conversation that
00:26:20.147 --> 00:26:21.828
Heidi's talking about, which is okay.
00:26:22.268 --> 00:26:22.368
So...
00:26:23.168 --> 00:26:24.768
You value flexibility.
00:26:24.828 --> 00:26:26.689
You can't work with me unless I'm flexible
00:26:26.729 --> 00:26:28.209
because of your family situation.
00:26:28.549 --> 00:26:28.830
Okay.
00:26:29.290 --> 00:26:31.610
But you understand that now you working
00:26:31.850 --> 00:26:32.951
less hours for me,
00:26:33.231 --> 00:26:34.631
you're willing to take less salary.
00:26:35.351 --> 00:26:36.712
If the answer is yes,
00:26:37.032 --> 00:26:38.472
you have to know your numbers of what
00:26:38.572 --> 00:26:40.093
each one of those hours is worth.
00:26:40.373 --> 00:26:41.433
So you both win.
00:26:41.913 --> 00:26:44.234
So you're able to cover that person's cost
00:26:44.714 --> 00:26:47.275
and still make margin because the line
00:26:47.295 --> 00:26:49.416
that I stole from someone else is usually
00:26:49.936 --> 00:26:51.197
it's designed for nonprofits,
00:26:51.257 --> 00:26:52.077
but it's for everything.
00:26:52.517 --> 00:26:53.578
No margin, no mission.
00:26:54.641 --> 00:26:56.862
If there's no money coming in above what
00:26:56.902 --> 00:26:57.962
it costs to operate,
00:26:58.222 --> 00:27:00.003
there's no lights or internet.
00:27:00.303 --> 00:27:01.524
I promise I paid my internet.
00:27:01.564 --> 00:27:02.564
It was just a power outage when I
00:27:02.584 --> 00:27:02.944
cut out there.
00:27:03.224 --> 00:27:04.865
But if there is no margin,
00:27:04.885 --> 00:27:05.925
there is no mission.
00:27:06.025 --> 00:27:07.886
So you have to be smart about this
00:27:07.986 --> 00:27:08.446
data,
00:27:08.526 --> 00:27:09.907
which is almost full circle to what we're
00:27:09.947 --> 00:27:12.008
talking about is you could have a hundred
00:27:12.028 --> 00:27:14.729
and fifty KPIs,
00:27:14.769 --> 00:27:16.989
but that doesn't make them very K anymore.
00:27:17.009 --> 00:27:17.470
It's not very,
00:27:17.710 --> 00:27:18.870
you can't have a hundred and fifty keys.
00:27:18.930 --> 00:27:19.650
That's a bad key.
00:27:19.670 --> 00:27:20.531
That's a bad key ring.
00:27:21.091 --> 00:27:21.731
Understanding,
00:27:21.791 --> 00:27:23.632
knowing your numbers has to be step one.
00:27:26.267 --> 00:27:26.668
Yeah.
00:27:26.688 --> 00:27:26.768
Yeah.
00:27:26.788 --> 00:27:28.070
And I'll just say on the flip side
00:27:28.110 --> 00:27:28.932
of that, you know,
00:27:29.373 --> 00:27:32.418
the new grads and the clinicians who just
00:27:32.458 --> 00:27:34.421
want to jump to the next place because
00:27:34.441 --> 00:27:35.884
they're willing to pay you, you know,
00:27:35.904 --> 00:27:38.288
five dollars more an hour costs you.
00:27:39.410 --> 00:27:40.410
It does cost you.
00:27:40.530 --> 00:27:41.691
It costs you as an employer,
00:27:41.711 --> 00:27:43.231
but it also is going to cost you
00:27:43.351 --> 00:27:46.452
as a provider because there are tradeoffs
00:27:46.752 --> 00:27:48.473
for that extra five bucks an hour.
00:27:48.673 --> 00:27:49.973
Maybe you're going to see an extra three
00:27:50.013 --> 00:27:51.954
patients, three patients in a day.
00:27:52.474 --> 00:27:52.674
Right.
00:27:52.874 --> 00:27:55.115
So really understanding what motivates you
00:27:55.155 --> 00:27:57.255
coming to the table with with your truth.
00:27:57.295 --> 00:27:58.576
Like, hey, these are the things.
00:27:59.056 --> 00:28:00.316
Are we a good match?
00:28:01.757 --> 00:28:04.378
But but not in recognition of, hey,
00:28:04.498 --> 00:28:06.238
if I want to see less patients in
00:28:06.298 --> 00:28:06.758
a day,
00:28:07.018 --> 00:28:08.219
I'm going to have to do some sort
00:28:08.259 --> 00:28:08.899
of tradeoff.
00:28:09.799 --> 00:28:12.942
on what my total competition might be.
00:28:12.962 --> 00:28:13.122
Yeah.
00:28:13.162 --> 00:28:15.143
You said that technology used to feel like
00:28:15.163 --> 00:28:18.505
a trade-off, efficiency versus human.
00:28:19.226 --> 00:28:22.208
And I feel like we're not there anymore.
00:28:22.248 --> 00:28:23.569
You've said it's no longer true.
00:28:24.209 --> 00:28:25.730
Feels like these things are now pointed in
00:28:25.750 --> 00:28:26.551
the same direction,
00:28:26.651 --> 00:28:27.712
not against each other.
00:28:28.072 --> 00:28:29.713
What changed to get us here?
00:28:30.306 --> 00:28:31.427
Well, that's the promise.
00:28:31.447 --> 00:28:32.947
And that's what we're starting to see
00:28:33.067 --> 00:28:36.129
early with as as AI is starting to
00:28:36.169 --> 00:28:37.309
mature and, you know,
00:28:37.609 --> 00:28:40.731
more platforms and more technology is
00:28:40.771 --> 00:28:42.771
coming into the health care space.
00:28:43.572 --> 00:28:45.553
And it's looking more like at least it's
00:28:45.713 --> 00:28:46.973
I think the hope is.
00:28:47.353 --> 00:28:48.754
And I think we're in, like I said,
00:28:48.794 --> 00:28:50.275
in the early sort of going,
00:28:50.315 --> 00:28:52.216
it's starting to show this as a relief
00:28:52.256 --> 00:28:52.556
valve.
00:28:53.416 --> 00:28:56.177
uh for some of the documentation some of
00:28:56.197 --> 00:28:58.438
the coding compliance burdens that you
00:28:58.458 --> 00:29:01.159
know were so manual or still had to
00:29:01.179 --> 00:29:03.940
be you know embedded in but still a
00:29:04.000 --> 00:29:06.681
lot of manual process involved in it um
00:29:06.761 --> 00:29:09.622
even scheduling today is getting a little
00:29:09.642 --> 00:29:10.663
bit easier i think that's
00:29:11.897 --> 00:29:13.398
I know everybody wants the auto
00:29:13.438 --> 00:29:14.818
scheduling, but as we know,
00:29:14.958 --> 00:29:17.019
especially if you are taking insurances,
00:29:17.059 --> 00:29:18.459
how complicated that can be,
00:29:18.639 --> 00:29:20.339
especially with multiple therapists in a
00:29:20.379 --> 00:29:22.980
practice with specialty on each one.
00:29:23.040 --> 00:29:23.800
But, you know,
00:29:24.200 --> 00:29:26.501
these are the types of things that we're
00:29:26.541 --> 00:29:30.562
looking to AI to really start to relieve
00:29:31.222 --> 00:29:33.263
ourselves of the percentage of time that
00:29:33.303 --> 00:29:35.764
we're spending on this administrative work
00:29:36.124 --> 00:29:38.324
and allowing us to have more time for
00:29:38.504 --> 00:29:40.265
actual patient care.
00:29:42.465 --> 00:29:43.405
Yeah.
00:29:44.005 --> 00:29:45.226
It's always a trade-off.
00:29:46.346 --> 00:29:48.247
What's the pain that you're alleviating,
00:29:48.667 --> 00:29:48.987
right?
00:29:49.188 --> 00:29:50.988
I mean, Glenn Gary,
00:29:51.008 --> 00:29:53.409
Glenn Ross taught us that someone's being
00:29:53.489 --> 00:29:54.770
sold in any conversation.
00:29:54.930 --> 00:29:56.531
You're either selling them or they're
00:29:56.551 --> 00:29:57.771
selling you one while you're not.
00:29:58.212 --> 00:29:59.172
And I think when you try to
00:29:59.392 --> 00:30:00.453
overcomplicate,
00:30:00.713 --> 00:30:02.854
and it's not to minimize everything to a
00:30:02.954 --> 00:30:03.374
sale,
00:30:04.034 --> 00:30:05.115
but are you helping me
00:30:05.915 --> 00:30:09.116
better faster or cheaper because better
00:30:09.136 --> 00:30:10.856
faster and cheaper can make things easier
00:30:10.896 --> 00:30:12.337
for me i can do more or do
00:30:12.497 --> 00:30:15.878
or do less in certain situations and it
00:30:15.918 --> 00:30:17.738
feels like i got a palm i got
00:30:17.758 --> 00:30:19.379
a palm pilot when i was in college
00:30:20.059 --> 00:30:21.799
and i realized how many little clicks with
00:30:21.819 --> 00:30:23.160
the little fake pen it took me to
00:30:23.500 --> 00:30:25.220
put someone's phone number in a book i
00:30:25.240 --> 00:30:27.041
was like i can write this down with
00:30:27.121 --> 00:30:29.562
a pen faster or the famous story about
00:30:29.622 --> 00:30:30.462
how the americans
00:30:31.342 --> 00:30:32.644
tried to figure out how to make a
00:30:32.704 --> 00:30:34.907
pen work in space and they're like to
00:30:34.927 --> 00:30:36.268
the russians like how'd you figure it out
00:30:36.288 --> 00:30:37.650
and they're like we used a pencil and
00:30:37.670 --> 00:30:39.472
they were like oh yeah like we over
00:30:39.512 --> 00:30:41.755
complicated that it feels like the tech
00:30:42.876 --> 00:30:45.279
isn't a pen in space anymore it's even
00:30:45.419 --> 00:30:47.582
simpler than the pencil now and that's
00:30:47.622 --> 00:30:48.803
when we start working in the scene i
00:30:48.823 --> 00:30:50.265
don't work for the tech the tech works
00:30:50.305 --> 00:30:50.846
for me now
00:30:52.667 --> 00:30:54.229
yeah i mean that's where we're we're
00:30:54.249 --> 00:30:56.631
headed i think it's it's definitely um
00:30:56.931 --> 00:31:00.595
it's happening um and it's learning uh and
00:31:01.035 --> 00:31:02.597
i i think what you're gonna see in
00:31:02.617 --> 00:31:06.521
the next eighteen months or so is is
00:31:06.541 --> 00:31:11.666
a real shift in our ability uh to
00:31:13.167 --> 00:31:15.289
be a little more hands-off of the computer
00:31:15.409 --> 00:31:15.890
itself
00:31:16.686 --> 00:31:18.488
um and a lot of things will be
00:31:18.528 --> 00:31:21.871
happening where you're in edit mode um and
00:31:21.891 --> 00:31:23.953
you're in review and assessment mode
00:31:24.533 --> 00:31:28.777
versus having to do the the subjective the
00:31:28.857 --> 00:31:32.460
the objective uh inputs um those will be
00:31:32.880 --> 00:31:36.123
collected as you're doing them um and then
00:31:36.223 --> 00:31:36.844
your where
00:31:37.524 --> 00:31:39.245
our brains really need to be functioning
00:31:39.325 --> 00:31:41.407
at the highest levels in the assessment
00:31:43.088 --> 00:31:44.729
and even plan for this particular
00:31:44.769 --> 00:31:46.109
individual and patient who's sitting in
00:31:46.149 --> 00:31:46.690
front of you.
00:31:49.271 --> 00:31:51.513
Even the concepts of clinical decision
00:31:51.533 --> 00:31:52.553
support, right?
00:31:52.653 --> 00:31:55.055
In learning how you do things with this
00:31:55.095 --> 00:31:57.776
particular diagnosis and this patient's
00:31:57.816 --> 00:31:58.757
past medical history.
00:31:58.777 --> 00:31:59.077
I mean,
00:31:59.557 --> 00:32:01.959
it's really going to be really freaking
00:32:01.999 --> 00:32:02.179
cool.
00:32:02.199 --> 00:32:04.040
Some of the things that are going to
00:32:04.060 --> 00:32:04.100
be
00:32:04.480 --> 00:32:07.781
out here and already starting to show up
00:32:08.341 --> 00:32:10.602
in EMRs and other platforms today.
00:32:11.162 --> 00:32:13.962
I agree.
00:32:14.142 --> 00:32:17.083
It feels like it's the Wild West.
00:32:17.143 --> 00:32:18.764
It's like the Oklahoma Sooners out there
00:32:19.164 --> 00:32:20.164
staking claims, right?
00:32:20.184 --> 00:32:23.585
The minute really AI became operational,
00:32:23.625 --> 00:32:24.665
there was a hundred and fifty
00:32:25.895 --> 00:32:26.836
Everybody was doing it, right?
00:32:26.896 --> 00:32:27.977
Here's this scribe, this scribe,
00:32:28.017 --> 00:32:29.719
this scribe, just focusing on scribe.
00:32:30.580 --> 00:32:31.821
And I said,
00:32:32.021 --> 00:32:33.543
I remember talking to someone who wasn't
00:32:33.563 --> 00:32:34.544
in healthcare and they said, well,
00:32:34.584 --> 00:32:36.346
how will this change how people do things?
00:32:36.926 --> 00:32:37.227
And I said,
00:32:37.307 --> 00:32:39.249
I think probably pretty minimally,
00:32:39.569 --> 00:32:40.590
because I think we're already thinking
00:32:40.610 --> 00:32:41.331
about these things.
00:32:41.731 --> 00:32:42.631
They're already in our head.
00:32:43.092 --> 00:32:44.472
Then we need to breathe and then type
00:32:44.512 --> 00:32:44.853
them out.
00:32:44.993 --> 00:32:46.013
Now we necessarily don't.
00:32:46.053 --> 00:32:47.494
I said the only way I could see
00:32:47.554 --> 00:32:48.875
it is you need to be more of
00:32:48.895 --> 00:32:49.955
a verbal processor.
00:32:50.575 --> 00:32:51.856
So now instead of having to sit down
00:32:51.876 --> 00:32:52.556
and type it out,
00:32:52.957 --> 00:32:54.497
if you're verbally processing while it's
00:32:54.517 --> 00:32:54.918
going on,
00:32:55.038 --> 00:32:57.399
you don't have to do that initial first
00:32:57.439 --> 00:32:57.759
pass.
00:32:58.019 --> 00:32:58.920
You are doing it.
00:32:59.420 --> 00:33:02.421
You're doing it without your hands.
00:33:02.541 --> 00:33:03.002
Right.
00:33:03.022 --> 00:33:03.342
And Jimmy,
00:33:03.362 --> 00:33:04.723
there's going to be growing pains.
00:33:04.763 --> 00:33:07.344
Don't get me wrong because, you know,
00:33:08.008 --> 00:33:09.269
People will want to,
00:33:09.349 --> 00:33:11.810
and we see this already happening in
00:33:11.970 --> 00:33:13.931
colleges and high schools and such,
00:33:13.971 --> 00:33:16.412
where people want to be completely
00:33:16.432 --> 00:33:19.994
hands-off and allow the AI to write things
00:33:20.034 --> 00:33:21.975
for them and to do things for them.
00:33:22.035 --> 00:33:24.096
And it's going to make mistakes.
00:33:24.396 --> 00:33:25.397
It's not perfect.
00:33:25.537 --> 00:33:27.558
And it is still a computer without
00:33:27.578 --> 00:33:29.899
feelings and without empathy.
00:33:30.439 --> 00:33:35.442
And so really making sure that we continue
00:33:35.522 --> 00:33:35.802
to
00:33:36.865 --> 00:33:39.668
be a part of the plan be a
00:33:39.768 --> 00:33:42.831
part of and really exercise our knowledge
00:33:42.891 --> 00:33:46.514
into that assessment um and you know just
00:33:46.554 --> 00:33:48.716
like anything else bad inputs equal bad
00:33:48.776 --> 00:33:50.778
outputs and so if you're not getting the
00:33:50.818 --> 00:33:55.042
front end correct um those things are are
00:33:55.062 --> 00:33:55.783
are going to spit out
00:33:56.728 --> 00:33:58.069
bad things on the other side.
00:33:58.169 --> 00:34:00.450
So there's going to be some learning that
00:34:00.931 --> 00:34:02.412
as we move through this process,
00:34:02.452 --> 00:34:05.213
but it looks very promising in terms of
00:34:05.674 --> 00:34:07.575
that relief valve as people are looking at
00:34:07.635 --> 00:34:09.396
it from an administrative burden side.
00:34:10.236 --> 00:34:11.037
So let's flip.
00:34:11.517 --> 00:34:13.138
So a minute ago, we talked about, hey,
00:34:13.178 --> 00:34:13.899
if you're a leader,
00:34:14.439 --> 00:34:15.660
you said your advice would be listen.
00:34:16.995 --> 00:34:20.057
If you're a clinician working with
00:34:20.117 --> 00:34:20.658
someone,
00:34:21.138 --> 00:34:23.079
what would your advice for them be who
00:34:23.139 --> 00:34:26.121
maybe you feel that unheard disconnected
00:34:26.161 --> 00:34:26.921
from leadership?
00:34:27.462 --> 00:34:29.183
What would your advice be for them?
00:34:29.243 --> 00:34:31.064
If the advice for the leader is listen,
00:34:31.104 --> 00:34:32.645
what's the advice for the clinician?
00:34:33.465 --> 00:34:34.366
Yeah, for the clinician,
00:34:34.406 --> 00:34:38.708
it's really formulate and understand what
00:34:38.749 --> 00:34:41.130
your motivation factors are and what is
00:34:41.170 --> 00:34:43.091
important to you to articulate.
00:34:43.171 --> 00:34:44.312
It's not to complain.
00:34:45.672 --> 00:34:48.813
Like it's action in a way that means
00:34:48.853 --> 00:34:49.793
that, hey,
00:34:50.533 --> 00:34:51.993
here's the things that motivate me.
00:34:52.113 --> 00:34:53.213
Here's what I want.
00:34:53.233 --> 00:34:55.114
Because I think that when you think about
00:34:55.614 --> 00:34:58.954
the goal of what both the clinic leader
00:34:59.194 --> 00:35:01.195
and a clinician at the end of the
00:35:01.215 --> 00:35:01.435
day,
00:35:01.475 --> 00:35:02.795
we want to treat patients and we want
00:35:02.815 --> 00:35:03.655
to get people better.
00:35:04.255 --> 00:35:08.776
Like those two things, you know,
00:35:08.876 --> 00:35:11.597
while I think the clinic owner has to
00:35:11.677 --> 00:35:13.997
always also think about financial issues.
00:35:14.545 --> 00:35:16.627
um and i want to make money doing
00:35:16.687 --> 00:35:19.049
it right which is what's fine we're
00:35:19.349 --> 00:35:21.051
majority of us work in for-profit
00:35:21.071 --> 00:35:25.234
companies um the thing i would say about
00:35:25.274 --> 00:35:27.496
from the clinician side is is understand
00:35:27.536 --> 00:35:29.277
be able to articulate what motivates you
00:35:29.337 --> 00:35:32.680
but also understand what you don't know
00:35:33.501 --> 00:35:35.342
and when you don't know and you don't
00:35:35.422 --> 00:35:37.624
understand the business side take the time
00:35:37.704 --> 00:35:40.326
to to spend some time with that clinic
00:35:40.406 --> 00:35:42.068
owner to really understand
00:35:43.245 --> 00:35:44.846
what it takes to run a business in
00:35:44.886 --> 00:35:45.686
today's market.
00:35:46.246 --> 00:35:47.487
It is not freaking easy.
00:35:47.527 --> 00:35:52.429
And so while you may understand and all
00:35:52.469 --> 00:35:54.489
of the student debt and all the things
00:35:54.509 --> 00:35:56.610
that are happening on the clinician side
00:35:56.630 --> 00:35:57.551
and new grad side,
00:35:58.171 --> 00:36:00.512
just take a pause to really understand and
00:36:00.572 --> 00:36:01.212
respect
00:36:01.976 --> 00:36:04.260
what has transpired and allowed this
00:36:04.300 --> 00:36:05.662
clinic owner to be in business,
00:36:05.702 --> 00:36:07.986
to have had success over time,
00:36:08.006 --> 00:36:09.688
but understand that the market forces
00:36:09.728 --> 00:36:12.493
today and the constraints that we're under
00:36:12.573 --> 00:36:15.217
are significantly different and causing a
00:36:15.237 --> 00:36:15.958
lot of stress, right?
00:36:17.351 --> 00:36:18.692
I'll give a nod to one of the
00:36:18.712 --> 00:36:20.553
organizations I used to work for because
00:36:20.713 --> 00:36:22.575
we just assume if it's a big company,
00:36:23.115 --> 00:36:24.856
the people at the top are swimming around
00:36:24.936 --> 00:36:27.578
Scrooge McDuck style in pools of money.
00:36:27.618 --> 00:36:27.998
And I'm like,
00:36:28.159 --> 00:36:29.099
I got to be honest with you, man.
00:36:29.439 --> 00:36:30.340
That ain't it.
00:36:31.541 --> 00:36:33.402
I worked for Fox Rehab for a while
00:36:33.482 --> 00:36:35.163
and I was communications,
00:36:35.624 --> 00:36:38.486
but they were overly transparent
00:36:39.106 --> 00:36:41.688
in my viewpoint in how do we decide
00:36:41.728 --> 00:36:42.509
what to pay you?
00:36:42.609 --> 00:36:43.769
The goal is not to pay you as
00:36:43.789 --> 00:36:44.690
little as possible.
00:36:45.050 --> 00:36:46.411
The goal is pay you as much as
00:36:46.471 --> 00:36:48.653
possible so we can still support this.
00:36:49.253 --> 00:36:52.256
And they would show when the dollar comes
00:36:52.376 --> 00:36:52.556
in,
00:36:52.896 --> 00:36:54.197
how many different ways does it need to
00:36:54.217 --> 00:36:56.238
be sliced before we get to you?
00:36:57.179 --> 00:36:58.960
And having, I think,
00:36:59.060 --> 00:37:03.804
more of that transparency and explanation
00:37:04.164 --> 00:37:06.025
kept the right people around.
00:37:06.346 --> 00:37:08.007
If you're not willing to understand that,
00:37:08.733 --> 00:37:08.878
Um,
00:37:09.737 --> 00:37:11.458
I can't make more money fall out unless
00:37:11.538 --> 00:37:12.539
more money is falling in.
00:37:12.579 --> 00:37:13.279
And let me show you.
00:37:13.339 --> 00:37:14.260
I know if you're like,
00:37:14.280 --> 00:37:15.741
but these are millions of dollars.
00:37:15.761 --> 00:37:16.762
I'm like, yes, yes, yes.
00:37:17.462 --> 00:37:19.383
Divided by how many different things or
00:37:19.423 --> 00:37:19.784
people.
00:37:19.804 --> 00:37:21.245
When you say you want a new laptop
00:37:21.285 --> 00:37:21.765
every year,
00:37:22.065 --> 00:37:23.786
it's a new laptop times a thousand
00:37:23.826 --> 00:37:24.407
clinicians.
00:37:24.927 --> 00:37:27.729
Or when you hit a certain level,
00:37:27.809 --> 00:37:30.170
now your administration has to get wider
00:37:30.210 --> 00:37:31.491
and why that costs something.
00:37:31.892 --> 00:37:33.172
And these are simple things,
00:37:33.252 --> 00:37:34.974
but not easy to understand.
00:37:35.514 --> 00:37:37.115
But when you can start to understand them,
00:37:37.695 --> 00:37:38.396
I think the people...
00:37:42.324 --> 00:37:43.987
And this isn't a communication principle.
00:37:44.609 --> 00:37:46.091
When there's no information,
00:37:47.149 --> 00:37:48.710
we fill it in with bad information.
00:37:49.390 --> 00:37:50.790
Well, then there's something nefarious,
00:37:51.230 --> 00:37:51.450
right?
00:37:51.931 --> 00:37:53.651
When you over-communicate,
00:37:54.111 --> 00:37:55.472
those are the people who are better
00:37:55.512 --> 00:37:55.812
leaders.
00:37:55.892 --> 00:37:57.332
They're not actually better or worse.
00:37:57.513 --> 00:37:59.853
They understand that no information breeds
00:37:59.893 --> 00:38:00.514
contempt.
00:38:01.814 --> 00:38:02.974
Somebody gave me a statistic.
00:38:03.074 --> 00:38:04.975
Most mid-size organizations
00:38:05.495 --> 00:38:08.236
under-communicate by a factor of four
00:38:08.336 --> 00:38:09.196
hundred percent.
00:38:09.417 --> 00:38:10.777
So when you think you've said it,
00:38:11.217 --> 00:38:13.618
you're still four hundred percent behind.
00:38:14.458 --> 00:38:16.199
When you think it's been understood,
00:38:16.799 --> 00:38:18.101
we know how it is, you know,
00:38:18.121 --> 00:38:19.542
like you're hearing it is not
00:38:19.603 --> 00:38:20.283
understanding.
00:38:20.644 --> 00:38:21.124
So I think,
00:38:21.965 --> 00:38:23.107
I think from the leader side,
00:38:23.127 --> 00:38:24.048
it's over communicate,
00:38:24.068 --> 00:38:26.271
but from the clinician or the employee
00:38:26.311 --> 00:38:28.413
side, it's ask, show up,
00:38:29.114 --> 00:38:30.296
lean in to understand.
00:38:30.736 --> 00:38:32.678
And then magically those people just wind
00:38:32.739 --> 00:38:33.780
up doing in the magical,
00:38:33.820 --> 00:38:35.942
those people wind up doing better in their
00:38:35.962 --> 00:38:36.243
roles.
00:38:37.172 --> 00:38:37.752
Absolutely.
00:38:37.772 --> 00:38:38.713
And they feel connected.
00:38:39.093 --> 00:38:40.353
They feel like they understand.
00:38:40.393 --> 00:38:41.914
They know where the business is going.
00:38:41.954 --> 00:38:43.595
They understand what the pain points are.
00:38:43.655 --> 00:38:44.916
So you're all in it together.
00:38:45.796 --> 00:38:48.017
It's a we, not just an I. Right.
00:38:48.197 --> 00:38:51.418
And so when you when you actually have
00:38:51.458 --> 00:38:53.339
that type of culture and you do get
00:38:53.379 --> 00:38:54.400
that transparency now,
00:38:54.520 --> 00:38:56.301
I will say you made a good point
00:38:56.341 --> 00:38:56.841
that it's.
00:38:57.221 --> 00:39:00.283
It's not just transparency because in the
00:39:00.343 --> 00:39:03.004
presence of too much information that is
00:39:03.424 --> 00:39:05.986
not understood, that can also,
00:39:06.026 --> 00:39:07.486
when you see these millions of dollars,
00:39:07.526 --> 00:39:09.528
then you can make assumptions about things
00:39:09.548 --> 00:39:10.608
because you don't understand.
00:39:10.648 --> 00:39:11.969
Well, if you look at the bottom line,
00:39:12.369 --> 00:39:14.090
post all of those expenses.
00:39:15.060 --> 00:39:15.480
Well,
00:39:15.960 --> 00:39:17.301
maybe that number is not in the millions
00:39:17.361 --> 00:39:17.761
anymore.
00:39:17.781 --> 00:39:22.443
And then, yeah,
00:39:22.543 --> 00:39:24.584
it's really important to also provide that
00:39:24.664 --> 00:39:27.185
education in the spirit of transparency
00:39:27.225 --> 00:39:28.425
comes education as well.
00:39:29.886 --> 00:39:30.126
Yep.
00:39:30.486 --> 00:39:31.787
Final question that we'll do.
00:39:31.847 --> 00:39:32.767
We'll do parting shot.
00:39:32.827 --> 00:39:33.067
Right.
00:39:33.127 --> 00:39:33.948
So parting shot.
00:39:34.068 --> 00:39:35.208
I'll set you up for this one.
00:39:35.248 --> 00:39:36.749
I won't just leave you open ended.
00:39:37.489 --> 00:39:38.990
You said the profession is really at an
00:39:39.030 --> 00:39:39.830
inflection point.
00:39:41.463 --> 00:39:44.164
You don't do these reports just to look
00:39:44.224 --> 00:39:44.985
back, right?
00:39:45.025 --> 00:39:46.225
That's nice to have.
00:39:46.505 --> 00:39:48.806
You do them so we understand now and
00:39:48.866 --> 00:39:49.847
five years from now.
00:39:49.987 --> 00:39:52.368
So I'll just pick an arbitrary point in
00:39:52.388 --> 00:39:52.688
the future.
00:39:52.748 --> 00:39:53.528
Five years from now,
00:39:54.149 --> 00:39:57.910
what decisions are we making today that
00:39:57.930 --> 00:39:58.771
will actually help us
00:39:59.873 --> 00:40:01.914
whether the profession becomes more human
00:40:01.994 --> 00:40:04.014
centered or more commoditized.
00:40:04.074 --> 00:40:04.294
I mean,
00:40:04.594 --> 00:40:06.255
where you sit has never really been at
00:40:06.275 --> 00:40:06.955
a company level.
00:40:06.995 --> 00:40:08.315
You've always sort of looked at it from
00:40:08.375 --> 00:40:09.956
professional level because where it goes,
00:40:10.216 --> 00:40:11.316
where the profession goes,
00:40:12.256 --> 00:40:13.497
we all goes right.
00:40:13.757 --> 00:40:14.057
So what,
00:40:14.157 --> 00:40:16.457
what is the decision or decisions that we
00:40:16.497 --> 00:40:19.238
can start to make now that can make
00:40:19.258 --> 00:40:20.498
that we, we,
00:40:20.538 --> 00:40:22.259
the future is more human and less a
00:40:22.299 --> 00:40:22.799
commodity.
00:40:25.480 --> 00:40:25.620
Well,
00:40:25.640 --> 00:40:28.582
let's just start first on producing
00:40:28.762 --> 00:40:29.462
providers.
00:40:30.103 --> 00:40:32.864
We know we have a shortage and we
00:40:32.904 --> 00:40:35.726
have the lowest amount of applicants to
00:40:35.786 --> 00:40:37.547
our PT programs that we ever had.
00:40:38.887 --> 00:40:43.910
And we must make sure that we are
00:40:43.950 --> 00:40:47.912
continuing to have the highest level of
00:40:47.992 --> 00:40:52.094
expectation of our educational system for
00:40:52.335 --> 00:40:54.736
the DPT program that we can have.
00:40:55.687 --> 00:40:57.970
That means that people are getting
00:40:58.150 --> 00:41:00.173
educated to be able to come out and
00:41:00.333 --> 00:41:02.215
immediately start treating patients and
00:41:02.295 --> 00:41:05.118
not believe that they still need to go
00:41:05.158 --> 00:41:08.222
to residency program or, you know,
00:41:08.242 --> 00:41:10.945
have additional education opportunities.
00:41:11.926 --> 00:41:13.067
And granted,
00:41:13.167 --> 00:41:14.588
everybody needs to continue to learn.
00:41:14.628 --> 00:41:15.408
I'm not saying that.
00:41:15.448 --> 00:41:16.989
But you should be able to come out
00:41:17.069 --> 00:41:20.050
and feel confident in being able to
00:41:20.110 --> 00:41:23.132
practice in an environment where you can
00:41:23.192 --> 00:41:26.053
have your own caseload out of school.
00:41:26.414 --> 00:41:26.674
Right.
00:41:28.135 --> 00:41:31.036
And have high expectations for those
00:41:31.076 --> 00:41:35.879
clinical affiliations and leaders that can
00:41:35.939 --> 00:41:36.619
see eyes.
00:41:37.459 --> 00:41:39.741
that are treating or that are teaching
00:41:40.061 --> 00:41:41.522
right at the highest level.
00:41:41.602 --> 00:41:44.364
So first and foremost, like, you know,
00:41:44.384 --> 00:41:45.144
cost of education,
00:41:45.164 --> 00:41:46.605
there's a lot of things going on in
00:41:46.645 --> 00:41:47.305
the front end.
00:41:48.546 --> 00:41:50.447
We're reaching lower and lower into the
00:41:50.507 --> 00:41:53.509
applicant pool with people, you know,
00:41:53.789 --> 00:41:55.290
having difficulty graduating,
00:41:55.370 --> 00:41:58.892
having difficulty passing the licensure
00:41:58.932 --> 00:41:59.993
exam that first time.
00:42:00.053 --> 00:42:02.935
So we've got to really focus on the
00:42:02.975 --> 00:42:04.316
front end of the clinicians that we're
00:42:04.356 --> 00:42:04.836
producing.
00:42:05.440 --> 00:42:07.461
in order to offset the shortage and also
00:42:07.521 --> 00:42:09.983
maintain the level of expectation that not
00:42:10.023 --> 00:42:10.944
only patients have,
00:42:11.384 --> 00:42:14.546
but we should have for therapists coming
00:42:15.066 --> 00:42:15.867
into the profession.
00:42:16.327 --> 00:42:17.007
So that's first.
00:42:17.628 --> 00:42:20.089
Second,
00:42:20.330 --> 00:42:24.352
the decisions we're making to move into a
00:42:24.392 --> 00:42:25.393
world of technology
00:42:26.219 --> 00:42:28.461
because we want to offset the
00:42:28.501 --> 00:42:29.602
administrative burden,
00:42:30.062 --> 00:42:33.125
we have to make sure that we don't
00:42:33.285 --> 00:42:37.168
lose that human centered care that we are
00:42:37.649 --> 00:42:39.170
absolutely, you know,
00:42:39.470 --> 00:42:43.113
still the best provider at giving where we
00:42:43.374 --> 00:42:44.995
are able to see the patient for,
00:42:45.135 --> 00:42:46.436
you know, multiple visits.
00:42:46.476 --> 00:42:48.698
We develop those types of relationships.
00:42:49.339 --> 00:42:52.101
If we go down the digital first,
00:42:52.701 --> 00:42:54.463
you know, or, you know,
00:42:56.198 --> 00:42:59.682
PTs as a human are only augmenting the
00:42:59.722 --> 00:43:01.443
care of a digital first,
00:43:02.484 --> 00:43:03.405
I think that's wrong.
00:43:03.966 --> 00:43:06.008
We're going to lose ourselves and become a
00:43:06.048 --> 00:43:09.211
commodity in a very short period of time.
00:43:09.812 --> 00:43:11.374
You've got the
00:43:12.394 --> 00:43:15.076
hinges and the swords and all of these
00:43:15.196 --> 00:43:17.838
that are putting digital first and we're
00:43:17.858 --> 00:43:20.980
just an adjunct to the AI,
00:43:21.661 --> 00:43:23.542
we're going to lose our ability to
00:43:24.002 --> 00:43:27.705
maintain ourselves as a primary physician.
00:43:28.944 --> 00:43:31.566
On the positive side of us,
00:43:32.026 --> 00:43:35.989
I do really believe in us putting a
00:43:36.049 --> 00:43:39.431
lot more emphasis on being primary care
00:43:39.631 --> 00:43:42.293
clinicians in the MSK world,
00:43:42.413 --> 00:43:43.674
and I think we need to be doubling
00:43:43.714 --> 00:43:44.395
down on that.
00:43:45.976 --> 00:43:49.218
Similarly to us having a shortage of DPTs,
00:43:49.902 --> 00:43:51.183
Primary care is also,
00:43:51.223 --> 00:43:52.784
there is a dearth of primary care
00:43:52.824 --> 00:43:53.324
providers,
00:43:53.425 --> 00:43:55.106
and we need to be filling that gap
00:43:56.186 --> 00:43:59.209
and elevating ourselves to be able to meet
00:43:59.529 --> 00:44:01.790
those demands of what is happening.
00:44:02.231 --> 00:44:04.452
More people want our services,
00:44:04.632 --> 00:44:05.993
and yet we just don't have enough
00:44:06.013 --> 00:44:08.035
clinicians right now to be able to do
00:44:08.075 --> 00:44:08.295
that.
00:44:08.355 --> 00:44:09.336
So by elevating,
00:44:09.636 --> 00:44:11.617
trying to elevate ourselves to get those
00:44:11.977 --> 00:44:15.060
patients cared for quicker,
00:44:15.840 --> 00:44:16.901
I think is really important.
00:44:19.284 --> 00:44:21.585
And then just on the final side,
00:44:21.605 --> 00:44:23.385
I mean, I do believe, you know,
00:44:24.926 --> 00:44:28.727
the adoption of the AI models and the
00:44:28.787 --> 00:44:32.127
transformation of EMRs into like WebPT,
00:44:32.287 --> 00:44:33.288
you know,
00:44:33.328 --> 00:44:35.928
bringing in AI to alleviate the
00:44:35.968 --> 00:44:38.229
administrative burden is going to allow us
00:44:38.269 --> 00:44:40.249
to have more time for patients,
00:44:40.669 --> 00:44:42.910
that more human-centered care that is so
00:44:42.950 --> 00:44:44.050
critical to our profession.
00:44:44.814 --> 00:44:46.955
So those are decisions I think we're
00:44:46.995 --> 00:44:49.436
making all in the right direction at the
00:44:49.456 --> 00:44:49.756
moment.
00:44:50.556 --> 00:44:50.636
Yeah,
00:44:50.696 --> 00:44:57.098
and they need to be decisions we're
00:44:57.138 --> 00:44:58.059
consciously making.
00:44:58.179 --> 00:44:59.279
These can't be nice to have.
00:44:59.319 --> 00:45:00.860
These are to be directions we're moving
00:45:00.920 --> 00:45:01.000
in.
00:45:01.840 --> 00:45:03.681
You cannot leave until you at least give
00:45:03.701 --> 00:45:05.762
a nod about Rising Tide.
00:45:06.362 --> 00:45:07.242
More people need to know about it.
00:45:07.262 --> 00:45:08.323
So let's talk about that for a hot
00:45:08.363 --> 00:45:09.303
second before we let you get out of
00:45:09.343 --> 00:45:09.483
here.
00:45:09.903 --> 00:45:11.065
Yeah, thanks, Jimmy.
00:45:11.686 --> 00:45:14.070
It's a foundation I started six years ago
00:45:14.130 --> 00:45:14.330
now.
00:45:14.510 --> 00:45:16.093
It's actually pretty incredible.
00:45:16.173 --> 00:45:18.877
I know we've had ninety three scholars go
00:45:18.917 --> 00:45:19.758
through our program.
00:45:19.798 --> 00:45:21.901
We've deployed one point two million
00:45:21.941 --> 00:45:23.684
dollars in scholarship funding.
00:45:25.346 --> 00:45:28.129
we had such a blast at csm recently
00:45:28.189 --> 00:45:31.333
where um we got to to see a
00:45:31.393 --> 00:45:33.355
lot of our scholars in person not only
00:45:33.395 --> 00:45:35.337
that but they are shining stars in our
00:45:35.377 --> 00:45:37.800
profession up on stage i think if you
00:45:37.840 --> 00:45:41.604
saw the uh the generation um uh
00:45:41.945 --> 00:45:44.207
presentation then you saw two of our
00:45:44.247 --> 00:45:46.289
scholars holly brown and um
00:45:47.170 --> 00:45:49.392
Devin Morris up there on stage doing an
00:45:49.432 --> 00:45:50.993
incredible job presenting.
00:45:51.053 --> 00:45:53.735
So I could not be prouder and feel
00:45:53.775 --> 00:45:54.916
more rewarded, um,
00:45:55.036 --> 00:45:56.997
in this sort of give back era of,
00:45:57.137 --> 00:45:59.499
of my, uh, professional life, uh,
00:45:59.519 --> 00:46:01.800
as a physical therapist.
00:46:01.881 --> 00:46:04.042
Um, and anyone, yeah, sorry.
00:46:04.102 --> 00:46:05.403
And anybody, uh, you know, we're,
00:46:05.803 --> 00:46:08.125
we're growing, um, we have, uh,
00:46:08.145 --> 00:46:10.407
we're offering scholarships per year for
00:46:10.447 --> 00:46:12.928
DPT students and five scholarships a year
00:46:12.988 --> 00:46:13.709
for, um,
00:46:14.470 --> 00:46:17.071
for residency students and so we're
00:46:17.171 --> 00:46:18.991
obviously always looking to partner with
00:46:19.891 --> 00:46:23.272
anyone and everyone who is um you know
00:46:23.452 --> 00:46:25.432
on this wants to join in this mission
00:46:25.812 --> 00:46:27.553
help build our community whether it's
00:46:27.593 --> 00:46:29.713
through donation or or sponsorship where
00:46:29.833 --> 00:46:32.254
we're always looking for for more folks to
00:46:32.274 --> 00:46:35.114
to join in uh uh to support the
00:46:35.134 --> 00:46:37.295
mission so thanks for the opportunity
00:46:37.495 --> 00:46:40.275
who's the right person to apply for rising
00:46:40.335 --> 00:46:42.196
tide like who are you who who who's
00:46:42.216 --> 00:46:42.836
a great fit
00:46:44.063 --> 00:46:44.283
Yeah,
00:46:44.303 --> 00:46:48.106
so any DPT student from an
00:46:48.146 --> 00:46:50.467
underrepresented background who is a first
00:46:50.527 --> 00:46:52.429
year or you're about to start your first
00:46:52.469 --> 00:46:53.730
year in DPT school,
00:46:53.750 --> 00:46:56.852
you've been accepted to a DPT program or
00:46:56.952 --> 00:46:58.293
a rising second year.
00:46:59.314 --> 00:47:01.175
Our application cycle for our CRUS
00:47:01.195 --> 00:47:01.815
scholarship,
00:47:01.855 --> 00:47:04.077
which is worth up to fourteen thousand
00:47:04.117 --> 00:47:05.358
dollars per year,
00:47:05.498 --> 00:47:06.819
up to the two to three years that
00:47:06.839 --> 00:47:07.979
you're in your program,
00:47:08.320 --> 00:47:10.641
will open on April first and close at
00:47:10.661 --> 00:47:11.362
the end of May.
00:47:12.533 --> 00:47:13.153
Okay.
00:47:13.213 --> 00:47:15.454
And then who's the...
00:47:15.694 --> 00:47:17.775
Are you teaming with programs like you
00:47:17.815 --> 00:47:22.137
just mentioned for tuition remission or
00:47:22.237 --> 00:47:24.118
donations or both or...
00:47:25.753 --> 00:47:25.953
Yeah,
00:47:26.033 --> 00:47:29.415
so we actually provide scholarships for
00:47:29.515 --> 00:47:32.976
those that win our scholarships through a
00:47:33.436 --> 00:47:34.597
selection process.
00:47:35.978 --> 00:47:39.139
And it doesn't matter what program you're
00:47:39.159 --> 00:47:41.200
in as long as it's an accredited DPT
00:47:41.240 --> 00:47:41.840
program.
00:47:43.261 --> 00:47:48.583
And so we actually scholarship the student
00:47:48.623 --> 00:47:50.284
to the program.
00:47:52.046 --> 00:47:52.687
And, you know,
00:47:52.768 --> 00:47:55.151
obviously always working with programs to
00:47:55.191 --> 00:47:56.213
share our information,
00:47:56.233 --> 00:47:58.577
share our data and feedback that we get
00:47:58.597 --> 00:48:00.660
from our students to help them understand
00:48:00.700 --> 00:48:02.664
the burden of the cost of education.
00:48:04.578 --> 00:48:04.918
But, yeah,
00:48:04.998 --> 00:48:07.040
we we actually just are we provide
00:48:07.060 --> 00:48:07.481
scholarships.
00:48:07.521 --> 00:48:09.402
And I don't want to say the word
00:48:09.422 --> 00:48:11.404
just because we're so much more than that.
00:48:11.904 --> 00:48:15.107
Even those that everyone who applies into
00:48:15.147 --> 00:48:15.888
our program.
00:48:16.028 --> 00:48:17.049
And even if you don't win,
00:48:17.069 --> 00:48:18.871
the scholarship becomes part of our
00:48:18.931 --> 00:48:19.511
community.
00:48:19.851 --> 00:48:21.813
We just launched a platform called we call
00:48:21.853 --> 00:48:22.754
our tide pool program.
00:48:23.534 --> 00:48:26.475
which is essentially a technology platform
00:48:26.515 --> 00:48:27.855
that allows people to network.
00:48:27.915 --> 00:48:29.195
It has all of our resources.
00:48:29.235 --> 00:48:31.476
We provide monthly webinars on all kinds
00:48:31.516 --> 00:48:32.176
of fun things,
00:48:32.616 --> 00:48:33.776
like what you just talked about.
00:48:33.816 --> 00:48:34.056
Actually,
00:48:34.076 --> 00:48:36.137
our next webinar is with Jean Shirakabad
00:48:36.157 --> 00:48:36.557
and I,
00:48:37.117 --> 00:48:41.197
and we are doing a webinar on the
00:48:41.237 --> 00:48:42.438
life cycle of a dollar.
00:48:42.678 --> 00:48:44.638
So exactly what we just talked about,
00:48:44.718 --> 00:48:46.659
we are helping to educate our students at
00:48:46.679 --> 00:48:48.899
an early time in their career
00:48:49.579 --> 00:48:51.980
uh, to understand how does this work?
00:48:52.020 --> 00:48:53.360
How do you actually get paid?
00:48:53.420 --> 00:48:54.980
Where did those dollars come from along
00:48:55.020 --> 00:48:55.400
the way?
00:48:56.040 --> 00:48:58.041
And what does it really, uh, mean to,
00:48:58.081 --> 00:49:00.601
or how do you actually talk about,
00:49:00.681 --> 00:49:03.042
you know, your salary and, and, uh,
00:49:03.082 --> 00:49:04.202
where that actually comes from?
00:49:04.822 --> 00:49:05.222
Perfect.
00:49:05.482 --> 00:49:05.862
Excellent.
00:49:06.342 --> 00:49:06.382
Uh,
00:49:06.402 --> 00:49:08.283
we'll put the information for rising tide,
00:49:08.583 --> 00:49:08.663
uh,
00:49:08.703 --> 00:49:09.803
as well as the report in the show
00:49:09.823 --> 00:49:10.263
notes for this.
00:49:10.303 --> 00:49:10.503
Heidi,
00:49:10.543 --> 00:49:11.783
thanks so much for coming back on for
00:49:11.823 --> 00:49:12.223
doing this,
00:49:12.243 --> 00:49:13.884
for doing the heavy lift around the
00:49:13.924 --> 00:49:15.544
profession and then for coming on here to
00:49:15.564 --> 00:49:16.164
talk about it with us.
00:49:17.505 --> 00:49:18.826
Always, always a pleasure, Jimmy.
00:49:18.866 --> 00:49:20.588
Thanks so much for everything that you're
00:49:20.628 --> 00:49:22.570
doing to elevate our profession in so many
00:49:22.610 --> 00:49:23.330
different avenues.
00:49:23.370 --> 00:49:24.892
So really appreciate the time.
00:49:25.052 --> 00:49:26.053
Thanks.
00:49:27.510 --> 00:49:28.571
That's it for this one,
00:49:28.851 --> 00:49:30.512
but we're just getting warmed up.
00:49:30.993 --> 00:49:32.894
Smash follow, send it to a friend,
00:49:33.114 --> 00:49:34.776
or crank up the next episode.
00:49:35.296 --> 00:49:36.217
Want to go deeper?
00:49:36.657 --> 00:49:40.700
Hit us at pgpinecast.com or find us on
00:49:40.760 --> 00:49:43.302
YouTube and socials at pgpinecast.
00:49:43.722 --> 00:49:46.004
And legally, none of this was advice.
00:49:46.064 --> 00:49:47.845
It's for entertainment purposes only.
00:49:47.885 --> 00:49:49.447
Bulls**t!
00:49:49.487 --> 00:49:50.067
See, Keith?
00:49:50.287 --> 00:49:51.348
We read the script.
00:49:51.648 --> 00:49:52.289
Happy now?