If you’re constantly putting out fires, fixing mistakes, and handling things your team should be handling, let’s be real—you’re not leading. You’re babysitting. And that’s a fast track to burnout. So, let’s dig into why this happens, how to shift your mindset, and what steps you can take to build a culture where your team steps the hell up.

Why do our best-laid plans fall apart? Why do we set goals with full confidence only to see them collect dust a few months later? And, most importantly—how do we actually make goal setting work in our practices? Let’s get into it.

Conflict. It’s gonna happen. Whether it’s a passive-aggressive email, a team member with a grudge, or someone constantly stirring the damn pot, conflict is just part of running a group practice.

But here’s the deal—conflict itself isn’t the problem. Bad leadership is.

If you’ve ever made a hire that felt like a dream at first but turned into a total nightmare (been there), you’re not alone. Hiring is hard. And hiring the wrong person? Even harder—on your time, your money, and your team’s sanity.

The good news? You can stop making these mistakes before they cost you. So, let’s talk about the top four hiring pitfalls that trip up practice owners and, more importantly, how to avoid them.

Today, we’re getting real about the top four struggles that make group practice owners question their life choices. If you’ve ever felt like you're drowning in hiring headaches, role confusion, caseload overload, or financial uncertainty, you’re in good company. But don’t worry—I’ve got some solid fixes to help you navigate this mess.

If you’re a practice owner drowning in hiring struggles, retention headaches, and why-the-hell-is-everyone-doing-their-own-thing moments, this is your space. I’m here to talk about the stuff no one tells you when you start this whole practice ownership gig–and, more importantly, how to get it right.

Hey hey! Welcome to Culture Focused Practice, where we cut through the fluff and get real about what it actually takes to run a successful group practice. We’re talking about the good, the bad, and the holy shit, why didn’t anyone warn me about this? parts of practice ownership.

Vision planning isn’t just some fluffy, pie-in-the-sky exercise (although I love those, too #OwnItTara). Vision planning serves as a major foundation for building a thriving, sustainable group practice. By starting with the end in mind, you’re not only defining where you want to go, but you’re also creating a roadmap to get you there.