The Promotion Isn’t the Hard Part
You promoted them because they were your best clinician. Good call — and also the beginning of the problem. Nobody teaches a PT how to read a P&L, delegate to people they used to be a peer to, or have a hard performance conversation with someone they had lunch with last month. Most new managers figure it out the slow, painful way. Some don’t figure it out at all.
60%
of new managers
Fail Within 24 Months
Not from lack of talent — from never being taught the job. This is a well-replicated finding across industries, and healthcare is no exception.
Source: Gartner (formerly CEB) research on first-time manager transitions
57%
of employees
Have Quit Because of a Manager
Not the job, not the pay — the person managing them. A struggling new manager doesn't just risk their own success; it risks the team underneath them.
Source: DDI (Development Dimensions International) research
20%
more likely
To Leave the Organization
Teams reporting to a struggling first-time manager are meaningfully more likely to disengage or leave than teams under an experienced one.
Source: Gartner research on new manager impact
Eight Weeks. One Hour a Week.
Built Around Your Clinic’s Schedule.
This isn’t a weekend seminar that pulls your manager out of the clinic for two straight days, and it isn’t a video library they’ll start and never finish. It’s a live, 60-minute cohort session once a week for eight weeks — built specifically for someone who just stepped into their first management role, taught by someone who’s actually directed multi-clinic operations, not just consulted on them.
Eight Weeks. Eight Real Shifts.
Not eight disconnected topics — one path, week by week, from “what did I get myself into” to a plan they’ll actually use.
Week 1
Congratulations, You're a Manager. What Did You Get Yourself Into?
The identity shift nobody prepares you for — name it before it derails you.
Week 2
The Hardest Patient You'll Ever Manage Is Your P&L
Read a P&L like you read a chart: confidently, no translator needed.
Week 3
Referrals Aren't Luck. They're a System.
Build a referral engine that doesn't depend on you personally hustling for it.
Week 4
People Don't Quit Jobs. They Quit Managers.
Hire, coach, and retain the team that makes or breaks your clinic.
Week 5
Know These Five Numbers Cold
The exact metrics that tell you if your clinic is healthy — before it's a crisis.
Week 6
You're Not Their Friend Anymore. You're Their Manager.
Have the hard conversation without losing the relationship.
Week 7
Patients Don't Come Back for the Treatment. They Come Back for How You Made Them Feel.
Turn every patient interaction into a reason they stay, and refer others.
Week 8
The Plan You'll Actually Use
Walk out with a real 90-day plan, not a binder that gets shelved.
They Don’t Just Attend.
They Walk Away With a Plan.
Every module builds toward one deliverable: a real, working business plan for their role — not a binder that gets shelved after week one. By week eight, your new manager has a concrete plan for their team, their numbers, and their next 90 days.
First Cohort: September 2026
Format & Cadence
Cohorts run quarterly, capped at 15–20 seats, so every session stays interactive.
Pricing
Pricing is scoped to how many people you’re sending — let’s talk about what that looks like for your practice.
Reserve a Seat for Your New Manager
Book a 30-Minute Discovery Call
Tell us about the person you promoted. We’ll figure out if the September cohort is the right fit.
Book a 30-Minute Discovery Call