Who is the Boss in Shared Practices?
There are no doubts that a shared practice has many advantages.
Each clinician earns their own income, and the more hours he or she is willing to put in, the more successful they will be.
There is also the advantages of sharing the expenses of running a practice.
However, while shared practices sound fair, anecdotally, they are more prone to interpersonal conflicts than any other model.
Who is the Boss in Shared Practices?
No Conflict Resolution System
It’s natural that human beings will have differing ideas and opinions in any given situation. More so when career aspirations and income are involved.
There seems to be more conflicts in shared model. This is because there isn’t any means to resolve conflict between individual clinicians if issues arise.
In other practice models there is often a third party - a senior, more experienced practitioner - to resolve conflicts, or there is simply the owner.
Shared Practices Need to Have a Conflict Resolution Sytem in Place
Too Many Chefs
The main issue which arises in this type of practice is the fact that everyone is the boss, opening the potential to disagreements to develop.
There may be problems with sharing rooms equitably. Some clinicians may feel they are paying for services or goods they are not getting, and others may be promoting marketing efforts which others haven’t contributed to.
Like any relationship, being a successful clinician in a shared practice will take a lot of give and take.
To make it work there will need to be agreed-to guidelines and rules, and an accepted conflict resolution strategy put in place which everyone agrees to.
Help relieve some of the stresses of working in a shared practice by getting your client notes right with Therasoft.
