When To Bring On An Associate – Strategic Growth and Freedom Planning

Course Objectives

1. Recognize the Early Yellow Flags That Signal Associate Readiness
   Learners will identify workload overwhelm, patient access delays, production bottlenecks, and cultural fatigue as early indicators that it’s time to plan for an associate.
   
   
2. Evaluate Metrics That Drive the Associate Decision
   Learners will monitor key indicators like total number of exams, hygiene production percentage, new patient intake, and treatment plan acceptance rates to assess readiness.
   
   
3. Understand the Costs and Timelines of Hiring and Training Associates
   Learners will anticipate the financial “haircut” during ramp-up periods and learn how to strategically adjust production goals and mentor associates for faster profitability.
   
   
4. Assess Practice Capacity Beyond Patient Volume
   Learners will evaluate operatory availability, team infrastructure, and personal clinical efficiency to ensure the practice environment can support an additional doctor.
   
   
5. Develop Confidence to Move Forward Despite Fear
   Learners will explore common fears (loss of reputation, financial loss, team disruption) and adopt a growth-mindset approach that frames hiring as a calculated, correctable business move.
   
   
6. Learn How to Calibrate Philosophy and Treatment Planning With Associates
   Learners will design onboarding systems that align case acceptance standards, patient communication styles, and productivity expectations between owner and associate.
   
   
7. Use Strategic Hiring and Recruiting Techniques
   Learners will craft compelling, differentiated job ads, leverage rep networks, and consider creative incentives (signing bonuses, tuition assistance) to attract high-quality candidates—especially in rural areas.
   
   
8. Create a CEO Day Structure to Mentor Associates and Tighten Systems
   Learners will design a non-clinical workday focused on associate mentorship, operational improvements, and cultural leadership, accelerating associate ramp-up and increasing practice profitability.
   
   
9. Approach Associate Hiring as Delegation and Freedom Building
   Learners will shift from a scarcity mindset to a freedom-building mindset, understanding that scaling provider capacity is essential for long-term sustainability and owner autonomy.
   
   
10. Prepare for and Embrace Non-Permanent HR Decisions
    Learners will understand that not every hire must be permanent, and that early intervention and structured onboarding can minimize risks while maximizing potential practice growth.