The Therapy Business Podcast
We know how challenging growing a therapy practice can be, and don’t think it should require an accounting degree just to run your business. If you own a solo or a group practice, we’re here to help you build a business that creates more time, makes more money and serves more people.
The Therapy Business Podcast
Why Your Practice Needs a Virtual Assistant with Kate Lenihan
Kate Lenihan shares her expertise on how practice owners can successfully hire and work with their first virtual assistant, transitioning from doing everything themselves to strategic delegation.
• More than 95% success rate in matching VAs with business owners
• Calendar management and email are the first tasks most practice owners should delegate
• Just 5 hours of VA support per week can make a significant difference in stress levels
• US-based VAs typically bring more autonomy and contextual understanding than overseas assistants
• Initial 30-45 days of proper onboarding is critical for long-term success
• Stop looking for a "unicorn" VA and instead hire specialists for specific tasks
• Keep a running list of tasks that drain your energy or repeatedly get pushed to next week
• Record video tutorials of your processes to build an SOP library for future hires
• Clear communication about expectations prevents most delegation failures
• Treating your time with the same respect you'd give your best client
Get in touch with Kate:
Website: https://risehireconsulting.com/
Instagram https://www.instagram.com/risehireconsulting/
AI Prompt for Solo Business Owners: https://risehireconsulting.com/the-rise-audit/
Our Profit Coaching program is enrolling new practices now.
We specialize in helping therapy practices like yours achieve financial clarity, so you can focus on what you do best—helping your clients and managing your team- while we help handle all the businessy stuff they didn’t teach you in grad school.
To see if your practice might be a good fit, schedule a free consultation at therapybusinesspod.com.
Meet with one of our coaches
*Intro/outro song credit:
King Around Here by Alex Grohl
I remember when I made my first hire, it was a virtual assistant and, truthfully, I didn't know what I was doing. I didn't know what to give them and I felt kind of overwhelmed with even just getting some help taking things off my plate. I've learned over time that that is a common experience and today Kate Linehan joins me because she is an expert at not only helping you pinpoint what you can offload, what you can give to a virtual assistant, but how to make the most of it and how to find the right fit. My name is Craig and I'm the owner of Daisy Financial Coaching. Our team is on a mission to make your therapy practice permanently profitable. If you own a solo or group practice, we're here to help you build a business that creates more time, makes more money and serves more people. This is the Therapy Business Podcast. All right, we have Kate Linehan here. Kate, how are you doing?
Speaker 2:I'm good. Thanks, Craig. How are you?
Speaker 1:I'm awesome. I'm awesome. We were just complimenting each other on our backgrounds, so I'm a big fan of your background. We're saying how important it is, or just the pride we take in and what the aesthetic behind us.
Speaker 2:Absolutely. I can't tell you how many times I've been on an interview with somebody, usually a virtual assistant. They've got a pile of laundry or an unmade bed behind them, so it's always made me neurotic about my own background.
Speaker 1:Yes, very much. So. Now I can't attest to the rest of my room being really nice, but at least the frame around the camera looks really good.
Speaker 2:That's all that matters, right? That's all that matters. Am I wearing pajama pants on the bottom half of me, or no? Right, it's the COVID question.
Speaker 1:Absolutely Only what's in camera shot. So I know this is riveting for our audio listeners on Apple and Spotify, but let's pivot into what you do best. So tell us a little bit about you, what you do and how you help business owners.
Speaker 2:Oh well, how much time do you have? No, just kidding. So I'm a hiring and training coach and I help small business owners transition from doing it all themselves, being a solo business, to hiring successfully hiring their first virtual assistant. I, over the course of my career, which I've worked in digital marketing for over a decade now, I've worked with amazing entrepreneurs like Amy Porterfield, sue B Zimmerman, and I've helped to manage teams. I've helped to bring team members on and I've really seen what works and what doesn't.
Speaker 2:And over the course of my career, I also worked at a virtual staffing agency. I've made over 200 matches with a 95% success rate. So there's that, um, what I do in matching someone successfully is really take into account the entire person, the entire organization, not just the job that needs to be done and that is such a differentiator for bringing a team member on and stepping into leadership for the first time, going from doing it all yourself right. So there's so many nuances and when I coach my clients, it's not just about the job and it's not just about the candidate. It's also about the journey and the communication and the onboarding and the training to really immerse them into your business.
Speaker 1:Man, I wish I knew of you when I started, because that was my first hire, was a virtual assistant, and I just didn't know what I was doing. I really didn't, I knew. When I started my business I was like, oh, I'm just gonna be self employed. And then I slowly grow, grew a team and no one tells you what to do or how to do it and you don't know what to look for. And you're right. And I got my person and I was very task-based and then I was struggling to even figure out what should I be giving them?
Speaker 1:And I was so it was this mess that I kind of wish I had somebody guiding me through and that sounds like that's. That's your wheelhouse.
Speaker 2:It really is and it's so true, right, Like you're not alone, Like it's such a common thing that I hear well, what would I even have them do? Or it's faster if I just do it myself, rather than take the time to train somebody. And, and you know, I know your audience is therapists, and and I would challenge them to kind of say well, what would you say to a client who was on the verge of burnout or who needed to? Like? My therapist always tells me I'm, I over-function, and so are you over-functioning in your business, right, You're seeing clients all day and then perhaps trying to fit in scheduling or social media or tech or any of these other pieces of the puzzle on the back end, squeezing it in in between clients after clients when you're already mentally tapped out. And so those kinds of things are the things we start with when we're thinking about who to hire, and then we take into a lot of personality pieces too when we're talking about hiring.
Speaker 1:Yeah, absolutely Well, and I know, for me I waited too long because I was nervous. I was still trying to juggle everything. Partially. I was nervous. I'm like what if this person messes up my brand, sometimes even that fallacy of oh, it's just faster if I just do it, instead of teaching someone else how to do it? How do you know when it's time to hire? Besides, like, oh, my goodness, I'm burnt out and I should have hired a year ago.
Speaker 2:Yeah, that's such a good question. So my biggest thing is, if you find yourself doing things that don't bring you joy, that drain your energy, or that you know, but you know enough to be dangerous at that is when it's time to hire right, like just because you know how to do it or you can do it doesn't mean it's the best use of your time. And so, instead of waiting until you've spent five hours trying to build the web page, hiring somebody just in the temporary to build that web page or that landing page, whatever it is that you're working on, really kind of audit yourself and what does this do to my time? Do I have the proper skills for this, the proper knowledge and, realistically, what would I be willing to pay for this? Because that, what would I be willing to pay for this If you're not willing to pay your hourly rate for somebody to do that same task? That's how you also know it's time to hand something off.
Speaker 1:Yeah, absolutely 100%. I think that's great advice. That even brings up a question for me too, because I know one of the most common questions I was asking and that I hear a lot, and I'm sure you do too is the the difference between us based or you know somebody who is, uh, in our country versus outsourcing it to somebody who might be a lower hourly rate. Do you work with both? Do you recommend one or the other? What's, yeah, what's your advice in that realm?
Speaker 2:Yeah. So primarily I've worked with US-based assistants. Not to say that you can't find an incredible team. I know people who have had incredible success with their assistants overseas. My personal experience with overseas talent has been incredible and they don't have the same level of autonomy and direction that perhaps a US-based assistant would.
Speaker 2:So what I mean by that is if I say to you, can you build me a content calendar, a US-based assistant might be like sure, here's a couple of content pillars you can use. Here's a few hook ideas. Here's what I would suggest they're going to in my experience. Put more into it and really, if you have the right person, treat your content calendar as if it were their content calendar. My experience with overseas assistance has been they will take that very literally, builds the content calendar, and then they will require a lot more follow up or redirection, edits, things like that, which then can create a more frustrating experience as you're stepping into leadership. And then you're proving yourself right like see, it would have been faster if I did it myself. Right. So it and again, I'm not like this is a generalization, but it has been my experience and my observation 100% and I know somebody who works with.
Speaker 1:They're big on working with VAs out of the Philippines and part of what he does in coaching his team of VAs that he outsources is that the self-starting, the problem solving on their own because culturally is what he shared with me is that it's just culturally it's to always ask for direction and to try and do it. Exactly as said, my first VA was outsourced overseas and they were awesome at what they did if it was clear and lined up, but we would have issues sometimes if it required some troubleshooting and that was largely why we ended up going parting ways was because it's did you have what have you tried already instead of coming?
Speaker 1:to me directly for help, and so sometimes I think that's a breakdown and I agree with what you're saying. I know obviously we're not speaking that every single overseas VA is going to have that, but I think there's probably something to it just in how they approach problems. So I think that's huge and, as we're talking to therapists, I'm sure with a lot of compliance issues, that US based is probably the right direction to go anyway for most of what you're trying to offload.
Speaker 2:Yeah, exactly I would say with therapists too, just understanding kind of more of the lay of the land, both from a healthcare perspective and how healthcare functions in this country and all the nuances that go along with therapy in the US. It would be helpful to have somebody who has that scope of knowledge.
Speaker 1:Yes, 100%, 100%. And then the last piece that I've heard and maybe you could tell me right or wrong is I know it's more affordable to go overseas, but typically you can expect it to take more hours than what a US based person would be. Just simply because of the training and all those things and then also my experience, I found I do a lot of YouTube content. I do a lot of podcasting content.
Speaker 1:My VA was limited with internet capabilities on being able to it would take five or six hours for a five minute video to upload to YouTube for them, where? It would take me a minute or two or three minutes. So there were a lot of things that I wanted to offload that I couldn't. He didn't have access to chat GPT.
Speaker 2:There was a lot of different resources and things that were required, that they were limited on, and so I found that to be a barrier as well. Yeah, absolutely that makes sense and and you know, it's just something that you would if you were weighing kind of, if you were in the interview process and you had a candidate from the U? S and you had a candidate from overseas and you're really comparing kind of apples to apples. In a specific scenario like that, where you know it's YouTube or chat, gpt or upload speeds, all those kinds of things, those are pieces that you can build into the interview and vetting process and a follow up process that you do after the interview to help really ascertain that information before you fully bring them into the business.
Speaker 1:Which is good to know. Yeah, those are things I never would have thought of. It wasn't until I assigned the task that I found out and they told me that he's a candidly, I can do it. It's just this is how long it's going to take me and you're like, okay, well, I'll just do it myself because it's quicker.
Speaker 2:Right. And then you become a self-fulfilling prophecy Like Right. And then you become a self-fulfilling prophecy Like what do you do?
Speaker 1:Totally so. Well, I know I took us on a tangent there, but going back to you talked about, alluded to not knowing what to offload to them, what to give these people. What are some ways that we can figure that out? Or what are some common tasks that you see people delegating to their VA? That might be a good way to jumpstart it.
Speaker 2:It can be so nuanced. My most general answer is calendar and scheduling is the first thing to hand off right, and I say that because in most scenarios, the calendar dictates everything else about your day. So I have my clients sit down and say, okay, when do you want to be working? When do you want to be hosting calls? When are you going to be client facing? When are you going to be behind the scenes, creating social, writing emails, doing invoicing, whatever it is that's on your agenda?
Speaker 2:Really figuring out how you want your calendar to run optimally is step number one, and handing that off to somebody so that they're handling it and you're not making excuses as to why you're canceling on yourself or squeezing in that one more client or that one more meeting.
Speaker 2:Those are the pieces I always want my clients to be like, and I didn't coin this term or this phrase, but like treat yourself like you would treat your best client, meaning if you're not going to cancel on your best client, don't cancel on yourself.
Speaker 2:And so handing somebody your calendar to handle all that scheduling, all those reschedules, any appointments that you have outside of work, any other creative blocks that you may be trying to really be intentional about, allows you to become a little bit removed from it, which allows you to adhere to it a little bit better. So calendar is first, email is a close second. I actually have a piece of content coming out this week. It's kind of a silly, funny one. But if your calendar or, excuse me, if your inbox feels risky, if it feels like, oh my God, I have to answer those emails and I have 5,431 on red emails in my inbox, that's your sign. That's a little tiny red flag. That's a little tiny red flag that you need somebody in there to help you organize and really understand what to do, what to delete and what to actually pass off to an assistant.
Speaker 1:Yes, I think, and I think, as people are listening to this, this that's such great advice and as they're considering it and I know this was almost like it's that and I can't remember the actual term for it but it's like when you're looking at a car, you're wanting to buy a certain car and you're like looking at this certain model and then all of a sudden, you see them everywhere. It's everywhere you go. It's like all of a sudden they're popping up and you so. It's it's because you're researching or thinking about it that all of a sudden your eyes are open to it. As I was thinking about bringing somebody on, I would be doing just regular things throughout the day and immediately I'd be like this is something that I could give somebody else.
Speaker 1:And I had like a little list going and it's like, okay, if I hire them, they can post these blog posts and they can do X, y and Z or prep. You know my filter, my email. So those are all the pieces that I started creating this list, as even just before I was ready mentally, ready financially to go out and hire someone, I was just compiling a list because it's what I was thinking about already financially to go out and hire someone.
Speaker 2:I was just compiling a list, because it's what I was thinking about already. Well, and that's so. So I'm so glad you said that, because that is actually when I first start working with a client. We don't even talk about what role they're hiring for until like week two or three, because we do that exact exercise where I'm like, well, I'll have them do a brain dump on our first call of everything that they work on. And then, when we get off of our call, I'm like I want you to go rate everything. I want you to say how long it takes you, how often you have to do it and how much energy it takes you.
Speaker 2:And when we get back together and we review it, I'm like, okay, well, these that are sucking all your energy, these are the first things that we're going to delegate Because they're not the best use of your time. You're procrastinating on them anyways. And these are the things that tell us this is where we need to start. That also helps paint a really clear picture of who to hire. Right, because we want to group together like tasks. We're not, more often than not, you're not going to find a unicorn who can edit your podcast and also be an exceptional executive assistant. Right. Those are two different skill sets typically, and so we really want to be strategic and again intentional about the role we're putting together and what is most important most important to fill right now in your business.
Speaker 1:I love that. Yeah, I think that's great advice, because I think when I started I was looking for a unicorn. I think I had in my head that they're an assistant, they'll just do whatever I ask them to do, and then I eventually learned, okay, a little maybe I should have learned more, but some things like. So I ended up getting a second VA who was our video editor, and so that was her primary focus for YouTube and um.
Speaker 1:And then, as my other person was, it's kind of just realizing what's his wheelhouse and how can we maybe take the things off his plate that are not his wheelhouse or the things that he's coming with me with a lot of questions and maybe that means we get another person to pass that off to. I don't know.
Speaker 2:Well, and so I'm. So I love hearing you talk about it because that it brings up another kind of conversation point in my head, where it's where I, a lot of times, entrepreneurs, solopreneurs, therapists, the real estate agents that I work with as well all have a misconception that like, well, what do you mean? Hire? That seems like a luxury. What would I give somebody for even part-time hours.
Speaker 2:But the beauty of what you just covered is that you can hire somebody for five hours a week. For five hours a week, and five hours a week can make a massive difference because they're taking five. You're giving you five hours back, essentially, and they're giving you five hours back where you're not fiddling around with a YouTube video or fiddling around the podcast editing. They're putting up the blog post. That's five hours where you can be gaining new clients, that where you can be hosting new calls, where you can be hosting a calls, where you can be hosting a mastermind, where you could be focusing on sales or marketing or lead generation in those aspects. And so that's another really important thing is like oh my gosh, craig, you have five VAs. Well, sure, but they all work, maybe five to seven hours a week, so, and they're all. They all have a very specific skill set which makes a big difference and creates a super efficient mechanism behind the scenes.
Speaker 1:That's such great advice and I think that's something that's overlooked easily, because I think you're right. It's when you think five VAs, you're like I can't afford that many VAs, but it's. It's taking a 20 hour a week person and dividing them across, you know again four or five people. Hour a week person and dividing them across, you know again four or five people, and it's same out of pocket. You know investment or cost to get a better, stronger output. I'm sure, because, again, it's their strengths, it's their wheelhouses. Yes yes, absolutely.
Speaker 2:Awesome.
Speaker 1:Okay. So I'm super curious as we pivot into, let's say, they make their first hire, even as they're thinking about it, I know we, this is our baby, our business is our baby, and we know how to do everything. We've worn all the hats for however many years, and so I'm sure the tendency can be to micromanage or to feel like you.
Speaker 1:You just still never quite let go of it. What, what mindset shifts need to happen. How can? What do you? What do people need to be aware of? Or do you have any tips for maybe not becoming a micromanager and allowing your people to thrive?
Speaker 2:Yeah, so there's a couple of things that I do with my clients specifically in the process that I take someone through, and they're all very specific to exactly this, and they're also almost always missed when you go through the hiring process alone for the first time, and not through any fault of your own, just because you don't know what you don't know. And so the first is after we've gone through the interview process and we've talked not only about skill, but personality, right, responsiveness. I use personality assessments in my vetting process because it helps me to further corroborate what somebody says on paper about themselves and also perhaps what they could gloss over in an interview, and so I like to use as many different aspects to help vet a candidate as possible. Assuming all of that, once we get this candidate accepted into a role, I have a really extensive onboarding process, and it's funny because I was just on a call with a client this morning and she was like, oh my God, I'm not ready for all of this. I'm like we're taking it one step at a time and your VA is going to actually be the one using the templates and tools, more so than you are, but I want you to be aware of them, and so the first thing that I have both my client and the VA do is I have them fill out an intake questionnaire so that both have an unbiased document to help them understand the personality nuances of who they're working with, communication preferences, how they like to be managed, how they like to receive feedback, when they like to be communicated with, how and where they like to be communicated with Is it text, is it email, is it Slack? What tools are you using? And that really helps to alleviate any strain right at the beginning, because if I'm the type of person that's like, hey, craig, quick question, hey Craig, like at the end of the day you're going to be like, oh my God, I can't do this, whereas maybe your document says I like to receive a digest of what you've worked on and any outstanding questions at the end of each day Great, then, that's what I'm going to do. And so it alleviates that initial strain and that's just kind of like one example, right, I also put a lot of emphasis on and I mean this in the least corporate way possible, but I put a lot of emphasis on how are you as the boss, as this new leader, how are you going to measure success.
Speaker 2:What does success look like to you? Because when your VA is set up and understands what that success looks like, how they're being measured, what measuring stick they're using, how you're saying great job or crappy job, that's going to help them perform better as well, and it's going to have you both on the same page. And, in addition to that, I've got templates, because over-functioning and um, but I've got templates. I've got a meeting agenda template to help walk through the weekly meetings that I recommend, and I also have a task delegation template.
Speaker 2:That, again, is like okay, craig, so what I hear you saying is you want me to upload your YouTube video, and that entails making sure it's tagged properly and it's got hashtags and it's got captions and it's got timestamps and it's got all the links in the bio. And these are the software and platforms I need access to and you need it by this date and success looks like it gets published on this date at this time, right, then it's documented. So the VA isn't like oh well, I thought you said Friday was okay, I didn't know you needed it Wednesday, or oh, there's no, there's less room for miscommunication, misunderstanding and mistakes.
Speaker 1:Yeah, I think that's amazing. That's something I learned later Too late, I'll say, but you're right, I think I would just back to the YouTube example.
Speaker 1:You know I could say, Kate, will you upload this YouTube video for me? And that can mean so many things to you. That can mean cool. I'm going to go upload it. I'm not going to write a description or I'm not going to put timestamps. To me, it's no. I want the title SEO optimized, I want the text in here, I want links to whoever I interviewed, I want you know X, y and Z, and so so much can get lost in that. What I think uploading YouTube video is might be different than what you think uploading a video, a YouTube video, is. So I think that's huge. I think it's amazing. Even just getting into what does success look like for me, what do I think is a good job? And that kind of helps you suss out the details. Is that right?
Speaker 2:Yes, exactly Because so often, what where where I see hiring truly falter is people are like all right, great, I hired my assistant, my work is done and my business is going to grow and everything's going to be beautiful. And the truth of the matter is, is the biggest impact happens in a really strong onboarding and training process, and it will like no, no lies here full transparency. A deep, strong onboarding and training process is going to feel tedious. It is going to feel like a lot of work for the first 30 to 45 days, but then after that, then you're off to the races, and so that initial investment in the initial 30 to 45 days of somebody starting with you will set up the relationship and the working partnership for long term success.
Speaker 1:I think that keyword there is is investment. I mean, any investment you make is going to be, you know, financial. Investment is money out of your pocket today. There's a little financial sting today so that you can have exponentially more money down the road and that's with your VA. It sounds like it's you're going to give up some time. This month You're probably going to be spending two, three, however much more time doing these things to get them off the ground running, so that you know next month or three months from now, you have so much more hours in your week because they are doing it well and you're not having to to monitor it super closely.
Speaker 2:Well, and that's exactly it too right, like by paying this person $25 an hour for five hours, let's say. If that ultimately allows you to take on three additional clients at $160 an hour as a therapist, well then, great, that's exactly how it should be. Your VA should be freeing you up to make more money and essentially pay for their salary and then some, and not costing you money. So that's the other kind of flip that I like to share with folks.
Speaker 1:That's so true, and I, as we're talking about this and like I say, I, you, you alluded to it that and I did too that I waited too long until I was burnt out and I got to a point where I felt like I was just my business, was a failure factory in a sense of.
Speaker 1:I wasn't, I was dropping the ball, I was doing too many things, and so I felt like I would forget to follow through with something for a client, and then I wasn't following up with leads and prospects and I wasn't doing marketing and I a month would go by and I haven't uploaded a video, and it's just like ah, like I'm trying to plug all these holes, and it just felt like I wasn't doing anything. Well, because I was all of a sudden there was just too much to do, and that's a good thing. I just my client load grew and then, all of a sudden, these responsibilities that I had time to do, I no longer did, and so I love that idea of looking at it Like I'm going to offload, pay somebody, you know, again $25 an hour, so maybe a hundred to 150 bucks a week, so that I can take on two or three more clients, which might be another three to $600 a week. So it's really a great investment.
Speaker 2:Yeah, absolutely, cause it allows you to grow. It allows you to create more impact and continue growing serving at the same level, because somebody has your back on the back end.
Speaker 1:Yeah, love it, love it. Okay. So to our solo therapists out there who have been maybe toying with this idea what do you recommend? Their first step is into getting yeah, if they have all they've done is thought about I need some help. I don't even know what to do. What's what's the best first action they can take?
Speaker 2:I mean listen, you touched on it earlier best first action they can take. I mean, listen, you touched on it earlier, it's the first step that I have my clients take. It's just kind of keeping a pad of paper and a pen by your keyboard and just keeping track of all the little micro things you do during the day. When you're not face-to-face with clients. What are you doing in between? I mean, besides having a snack and using the restroom, what else are you doing? That's taking up your time or your attention, right? Carry this notepad around with you when you're laying down in bed at night and you're like, oh, I didn't post my Instagram post. Grab that pad of paper and pen and write it down.
Speaker 2:Keeping a running list and not in a way that feels arduous or like it's an additional to do on your list, but keeping that running list to just gauge where am I burning it at both ends? What am I dropping the ball on, what don't? I have time for that. I know I still need to do. I've got things on my own task list that have moved from week to week to week to week, that I'm like I'm not that great at or I don't do, and so they just keep moving. That's another red flag. So just keeping that running list to bring more awareness and clarity to what you can eventually pass off.
Speaker 1:Love it. I think that's such great advice and that's actionable. Some people that can take away from listening to this to do that. I was given advice early on too and I mean you could tell me whether this is good or bad, I don't know, but it was. Somebody even told me. To take that a step deeper was as I'm doing. Some of those tasks is just to hit a little screen record and start talking through it and then just saving that video somewhere so that when we do hire them, we've got a library of things that they can refer to. On the how do I post to the blog, like, what do I actually do? What's the literal? How do I navigate WordPress Basically? The tutorial.
Speaker 2:Yeah, no, and that's a phenomenal, phenomenal suggestion as well. I, I do it with my clients. I give them a template that serves as an SOP index and I suggest to keep the. I like loom. I don't know what screen record software you use, but loom is my favorite. I use it exhaustively and I, yeah, just hitting record and recording yourself talking through it and what buttons you're clicking. Yes, eventually it builds that SOP library in a really easily accessible way for you, where you're not like, oh my God, now I have to think about all the tasks I do and how I do them and write it all down and document it all. And, oh my God, like now, I'm not even gonna do it. I might as well just do it myself. Right, like you go into this mindset spiral. When you're doing it one thing at a time, you're filing it away for that rainy day you're ready.
Speaker 1:You'll be in phenomenal shape when you're ready to hire. I think that's fantastic. Love it, Love it. So I wish I had found you before I hired my first person five or six years ago. I don't want listeners to make that same mistake. So talk to me about what you do and how people can get in touch with you.
Speaker 2:Yeah, so I have a 90 day coaching program that I take my clients through. I've worked. My very first client ever, um, for my own business was a marriage and marriage therapist who has been in business for 35 years. So I have a special place in my heart for therapists, um, and you can find me online. I'm on LinkedIn under Kate Lenahan. Uh, my Instagram is rise higher consulting and it's a little bit of a play on words. It's higher h-i-r-e but you know we rise higher by the right having the right hire. So a little play on words, because I'm a nerd like that and I would love to have you come find me on Instagram. I've got fun little things that you can in my links in my bio where I've got an AI prompt that helps you figure out what to delegate and if you decide to download that, you can get on a free 15 minute call with me.
Speaker 1:Love it, Love it. We will put links to all of those in the show notes. I encourage everyone who is considering hiring and I would imagine, even if they've already hired someone you're like I don't know what to do with this person. I'm sure you could help them.
Speaker 2:Yes, absolutely. I mean, I've gotten on calls with VAs before. There's just so many nuances. And when we are our own leaders, when we run our own business, we are so close to the business. It is your baby. You have poured so much time and effort and love. You want somebody who's going to treat it as their own. And finding that person is. It can be tricky and it can be scary, and it is also wildly worth it when you find the right person and I am always happy. I love having conversations like these because it's such a niche thing to talk about and to work with people on and the impact it has is has such a ripple effect that I love seeing.
Speaker 1:Love it. I completely agree. This has been super helpful. I know so many people are going to find value in this and, like I said, all the links are in the show notes. So everyone go connect with Kate and Kate. Thank you so much for taking time to let me just pick your brain and and learn about what you do and why. Having that first hire is so can be scary, but it's still so important.
Speaker 2:It was my pleasure, Craig. I'm so glad that this is valuable and I really appreciate being here for you.
Speaker 1:Thanks for joining us on the Therapy Business Podcast. Be sure to subscribe, leave a review and share it with a practice owner that you may know. If your practice needs help getting organized with its finances or just growing your practice, head to therapybusinesspodcom to learn how we can help.
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