Will Power Podcast by Will Humphreys

Scott Booher on Protecting Your Brand and Mastering the Growth Code

• Will Humphreys • Season 3 • Episode 26

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Live from day two of the Growth Code Conference, host Will Humphreys sits down with Scott Booher, the Chief Human Resources Consultant at Wellness Works Management Partners. Known as the "HR Guru," Scott pulls back the curtain on what it takes to scale a therapy practice without losing your mind—or your culture.

In this episode, Scott shares the raw origin story of the conference and why the "connection theme" is the secret sauce that keeps 40% of their audience new each year. They dive deep into the often-dreaded world of HR, exploring how Scott helps practice owners reclaim their time by outsourcing everything from recruiting and payroll to the "difficult conversations" of terminations. If you are a business owner feeling bogged down by $25-an-hour tasks, Scott’s "Go-Giver" approach is the roadmap you need to get back into your Zone of Genius.

Key Takeaways

  • Stop Doing "$25-an-Hour" Jobs As an owner, your time is your most valuable asset. If you are handling payroll, basic admin, or initial screenings, you are stalling your company’s growth. Identify your Zone of Genius and delegate the rest to experts.
  • The "Network is Your Net Worth" Rule Conferences like Growth Code aren't just for information; they are for transformation through connection. Meaningful relationships with peers and mentors provide the emotional and professional support needed to survive the "loneliness" of business ownership.
  • Human Relationships Over Human Resources Scott reframes HR from a corporate "compliance department" to a brand-building tool. Whether you are hiring or firing, every interaction is an opportunity to protect and project your company’s culture and reputation.
  • Protect the Brand During Terminations Letting someone go doesn't have to be a bridge-burning event. By using a professional third party (like a fractional HR consultant), you can handle terminations with empathy and finality, often leaving the former employee with a positive impression of the company.
  • The "Go-Giver" Business Model The success of Scott and Brandon’s conference—and their consulting firm—is rooted in radical generosity. By giving away value and focusing on the success of their clients first, they have built a community that "begs" to work with them.

Did this episode help you identify a "$25 job" you need to delegate? We want to hear from you! Share your suggestions for future guests or topics you want us to cover.

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Live From Growth Code

SPEAKER_01

This is the Willpower Podcast live at the Growth Code Conference. No scripts, no fluff, just real conversations with rehab owners in the room, sharing what's working right now. What if the secret to building something great had nothing to do with you? Today on the Willpower Podcast, I'm sitting down with Scott Boer, an HR and organizational growth expert, whose philosophy on leadership was forged in the coal mines of Western Pennsylvania. Scott's going to challenge the way you think about culture, connection, and what it actually means to serve the people around you. So whether you're building a team, running a practice, or just trying to lead with more intention, this conversation will stay with you. Well, Scott, thank you so much for being on the Willpower Podcast Growth Code. We're on day two together.

SPEAKER_00

Yes.

SPEAKER_01

It has been phenomenal. You guys had the most amazing keynote speaker yesterday to kick this whole thing off. Could you share with the audience who that who that was?

SPEAKER_00

Yeah, we're so fortunate to have Ellie Stroker here, Tony Award winner for uh the play Oklahoma. Um her energy, her, her, her storytelling, her singing was just unbelievable.

SPEAKER_01

People were sobbing.

SPEAKER_00

Sobbing, yeah, they're crying. Um, and she was so gracious with her time. I mean, not just a great person, but someone who actually shares their time with people is so special. I mean, she did a she was there for an hour and a half, scheduled for a book signing. She stayed an extra like 15 minutes. She took time to speak to every single person, took pictures, and really listened to their stories and that what it meant to them for hearing her. So it was awesome.

SPEAKER_01

It's a great cultural beginning to your event because this event is one of the single greatest events, and I don't say this lightly. It's why I wanted to bring my podcast studio is because I was here last year and blown away. Thanks, Will. There's a lot of uh events and conferences that people can go to. I can't recommend this enough for lots of reasons, but the way that you described her seeing and hearing each person individually is kind of the theme for me, this connection theme that people do. The information is, of course, phenomenal.

SPEAKER_00

Yeah.

SPEAKER_01

Um, so from your perspective, you know, you are putting this thing on with Brandon.

SPEAKER_00

Yeah.

SPEAKER_01

And you guys are are having this. What do you think makes it so special?

SPEAKER_00

It's honestly the participants. It's really the people that come to this. I mean, we're just a connection, you know, they have to make the relationships. And I really feel that it it this is only be we only did this because the people that said they wanted it, they needed the outlet, they need that collaboration. And at honestly, Will, after the first year, we went into the first season uh or the first year of doing this, and Brandon came to me and goes, uh, it's a one and done. I'm not doing this again. This is too much work.

SPEAKER_01

They're have they're hard. I've done my heart, you've got it. And it's unbelievably hard.

SPEAKER_00

Yeah, and and literally after we did the first one, we liked it, we felt great about it, but it was the people that came out to us, the participants, and said, You know what? When you when's next year's? When are you doing this again? Yeah. And a week later, which we thought we'd never do this again, uh we Brandon's like, Yep, we're doing it again. And I'm like, Yeah, let's roll with it, you know, because and it was the people that continue to come back. You know, we'll we're so proud that we have so many people that's been here four years, and then we're excited because we had 40% new participants. You know, that's it. And so the words get now. People even even when people say, you know what, I'm so sorry I can't make it, they feel bad, but they're like, I'll be there next year. And it's like, this is great because it's we we have great people like yourself speaking and so many other great uh presenters, but it's really at the end of the day, they just love collaborating with one another. And I think it gives them that outlet which we love.

Choosing Topics That Matter Now

SPEAKER_01

I think that was a very humble answer. I agree with it 100%. The participants are phenomenal, they're some of the best participants of business leaders and owners of every PT, O T and SLP space I've seen. The thing about it though is that what you and Brandon do together is so I can't, I think again, that was a very humble answer because I was expecting like, well, we curate it with such detail. I have never been to an event that has less than a thousand people that feels as organized as these massive multi-day conferences. Like it's and in some ways better than than PPS to me. Yeah. So as you guys are going through this process and you're thinking about like content, how do you decide what you're gonna talk on? How do you create because there's three tracks you literally can't see and hear everything when you come? So how do you pick that what's gonna be covered?

SPEAKER_00

So we we look at like what's happening in the industry now, you know, like so. We we're looking like there's a lot of AI right now, so we have tracks on that. We look at people that we just respect that are is in the industry that you that just motivates people. Yeah, we take feedback from our our uh participants and we find out what m moves them, what they like, um, and then just honestly, just people that we feel that is good for to share the information. Um, you know, and that's the thing. I think at the end of the day, Brandon and I, um, you know, Brandon does a lot of this work, okay. I can't take credit for a a lot of it, but at the end of the day, we're not here to do it for us. I mean, you know, Will, do you see much of our promotion of oh and that's a last to a fault.

SPEAKER_01

I honestly would argue like like there's almost nothing that ties what you guys do professionally to serve the industry in a way that's because you're so conscious about serving them from a place of completely unattached giving. I will say that in the end, it's it's what I admire most about you guys. Oh, nice. And um, we'll talk a little bit about what you do offer because it is so powerful. Yeah, I think that this event is a perfect representation of how you guys do business. Uh Brandon said it on stage how he feels like a brotherly connection to me. And I I feel the same connection to both of you. I am so I so admire you both of you individually and collectively because of the heart that you guys have as you bring this to the to the industry. And and you're you're a little bit more behind the scenes, so people don't really know.

SPEAKER_00

No, no, Scott, that's okay with me. Yeah.

SPEAKER_01

Well, and I think what's that's that really says a lot about you. Yeah because the that loving given this really is even more so because you're you're you're not there getting the pat on the back.

SPEAKER_00

No, and I'm I'm good with that too. I mean, I I know I'm comfortable with what I do and provide to people. Yeah. So I I you know, well, there's never a day I don't go to bed sleeping fine because I give everything I can to my clients. I'm probably too much to a fault, okay? But it's the passion and care that I have because I just want, I mean, the people that I get to work with, I'm fortunate too, because they're out there changing lives. Right. They're making communities, families so much better. I'm not a therapist, I can't do that, or a doctor or a skill school teacher that we work with those companies, but I get at least to help them.

SPEAKER_01

Yeah.

SPEAKER_00

And I like to be, you know, last night I was at an event with uh some of the team members, and and one of them came up to me and he's like, You're like the best cheerleader for us. And it's like interesting, thank you. Uh and that's what you need sometimes. These owners uh do amazing work and they don't get a lot of credit. And I'm there that's like, shake it off, you're doing good, you know. Or if you know what, we'll get there. Don't worry about it. Let's do it together.

SPEAKER_01

Right.

SPEAKER_00

And and and I think we all need that at times. So I just love doing that.

SPEAKER_01

Yeah, a cheerleader. You know, owners need each other. And what's interesting is the attendance here. There's 150 or so. Yeah, and you've got people who have like one location, but you have many people who have multiple locations. Yeah. And like we're talking dozens or hundreds of employees. Yeah. So this is a very powerful conference. Who do you think it's for? Like, I've heard like Rick Gwenda was just on the show and he's like, this is a PEEDS conference. I'm like, well, is it? I wonder what you think. Like, who's this really for?

SPEAKER_00

I think it's developed into a PEEDS, but we like, you know, I think it gets a little stereotyped. I think we're really just honestly, therapy definitely. You know, our company does more than just therapy, but this conference I think is for any therapist from adults to kids, in-home to virtual to telehealth, whatever, I mean, um, or in clinic, whatever it is. I think it's for all of them.

SPEAKER_01

I believe the same thing. I've, you know, I always see the lens wherever I go from where I was trained, which is adult physical therapy practices. Yep. This is some of the best information that is out there on all regards, because there's reimbursement updates, there's all this AI information, there's tons of HR help from recruiting down to retaining. There's um every marketing, marketing was a big one this year. Like so, marketing, sales, like all these things. And many of your people, this is a big compliment, I think. Okay. Is that many of your attendees bring their teams?

SPEAKER_00

Yes.

SPEAKER_01

Like this isn't like a bunch of single owners. Some of the people here have brought up to eight people.

Networking That Actually Changes Careers

SPEAKER_00

Yeah, we had I think our most this year was nine. And uh, yeah, we love that. And it's like, and that just shows that those owners feel so strongly about what we're doing that they want to share with their teams. Yeah. And I I we're very proud of that. And you know what? We're okay if it's just you the single two, because they're smaller companies, you know. But yeah, I think there's so much for everyone to gain. And I think what it does with the people that bring the teams, it's like I want to show you what my vision is as an owner, and I want you to hear it from other people. Yeah, and I think that's what I think that really moves the needle with them.

SPEAKER_01

I will tell you, and I want my rock stars to really pay close attention to this, is that we are I am a product. My success, I contribute to a couple of things. Any success I've had is directly proportionate to the number of difficult conversations I was willing to have and meeting people at conferences. Network is your net worth, is by far the biggest piece of advice I give anyone who's wanting to get started in business. My sons, they've asked me what's the great and so conferences are explosive for developing relationships. Uh Rick Gwenda and I were just talking for an earlier episode, and we were getting teary. Yeah. And we met where? At a conference 12 years ago. Oh wow. And I see him once every couple of years, only at conferences. Yeah. And there's a brotherhood there. Like conferences are great for information, great for team development, great for um networking most of all. Yeah. But they can also be fun. Like we had this amazing dinner last night at Fogo de Chow. You guys do it so right with the fun. Let's talk about the fun element.

SPEAKER_00

How do you guys weave in the fun? Well, you have to. And and and what the best thing about like that event you're sharing, you know, Will, is is that it lets people cut loose a little bit. I mean, we're here in this conference, and it's like, you know, people very share openly, but when you're outside an event, you know, we're having fun, we catered it, we got lucky last year, we're like, this is an amazing event, let's do it again. And just sitting in in, you know, that lounge area that we have. Yeah, it just it lets everyone cut loose a little bit. It like we let the hair down. The owners can just actually just joke and share and lighten up and everyone, and us too. And you know, we have a little bit of fun talking crap, you know, whatever. Oh my gosh. It's it's just a lot of bit of fun. But it's it's it's the relationships, it's the family, it's the passion. And that's the end of the day. Like Brendan and I try to focus on we're yeah, we we have a business and we want to make money, of course, but we want to bring people together. Yeah, and that's really what moves our needle. It's like, wow. And and it's like if people can come back and say, you know, we love your conference, we love talking to you guys because you guys keep it real, you guys just have fun, you don't you don't sugarcoat things. That's all we're trying to accomplish.

SPEAKER_01

Yeah, people leave with really clear tactical executional pieces. I remember Brandon saying yesterday, you guys are gonna focus on one thing. Yeah, you're gonna learn about 80, you're gonna take the biggest, most important information that will help your biggest constraint. Yeah, and then boom, you're gone. Yeah. And the fun is is really cool. Last night, me and my team were out in the streets actually like goofing around. And I remember thinking, oh yeah, you gotta change the environment. And it's not like we we don't have to be friends with our team members. No, no, no. I I am, but it's that's evolved after the professional side was developed. Yes. But even if you're just connecting in a more meaningful way, you can still keep that professional connection, but it suits all things at these conferences. I I really love that part. Like for you, what's your favorite part?

SPEAKER_00

Uh my favorite part's just actually just seeing the people and hanging out with them. Um, honestly, I mean, I'm stoked to just be with you. I mean, I love hanging out and talking to you. I love your team. I mean, you have such a great team, but then I mean, Rick is a friend. Um, you know, we used to live next to each other. I mean, we've gone out to dinner. Yeah, we've gone to dinner, and he's just a great guy. Um, and just seeing, like, I mean, I have some clients here, love seeing them, catching up with them. But just seeing people and hearing them and seeing their faces, honestly. Will seeing their faces. That's going back to the Ellie thing. It's like, I love it because it's like I saw people in line doing the books and how much it meant to them. And it's like, yes, yes, that's what it's about. This is what we need to focus on. More of the good. There's enough crap out there. Let's I like to come here and let's just focus on good stuff and let's have some fun.

SPEAKER_01

Yeah, I you know, I think it starts from that heart that you and Brandon both have of being go-givers. Um, I say this objectively and not from a sales perspective. I get nothing for saying any of this. I, this is the best event in the PTOT SLP space, and I have an event that I run. So but the reason I'm proud about that is because my event has DNA that comes from Growth Code. Brandon, without I met him a year and a half ago.

SPEAKER_00

Yeah.

SPEAKER_01

I he was introduced to me, and I don't remember who, I need to look that person up. But that person introduced me to Brandon, and he's like, Hey, you have a conference. Brandon does conferences, maybe he can give you some tips. And Brandon spent hours, Scott. I know it doesn't surprise you because you would do the same thing. He spent hours with me helping create the very first ever Rockstar Summit. Yeah. And so as we had that summit, I had people come up to me and like, I can't believe this was your first year. This feels like an event that's been around for years. I'm like, it's because I'm building on a foundation that you and Brandon built here with Growth Code.

SPEAKER_00

Yeah.

SPEAKER_01

And that DNA runs through it. So that's why I'm so proud about this being this is the event that I'm chasing to be better. And and and like I love that relationship. I want to be around people that lift me up and inspire me, which is again a metaphor for why we go to conferences in the first place. Exactly.

SPEAKER_00

Exactly.

SPEAKER_01

So I mean, how do you um do you get that feedback as well that people are just blown away?

SPEAKER_00

Yeah, we for the most part we do, you know, and and and I think 99% of it's all positive, you know, and then you get that one or two percent. And but we take that. I mean, I love I'd rather you give it to me straight. You know, how can we improve? Because it is for you, not for us. You know, at the end of the day, you know, like we this is like a break-even event for us. I mean, it's not like a money, like I know some people think this and that, but we invest a lot. I mean, um, even the food quality that we put out is the cost of that, and you know, Will, because you run a conference, but the level, I mean, from an omelet bar to a cappuccino machine, look, we're we're putting as much as we get, we're putting it right back out.

Outsourcing HR To Remove Headaches

SPEAKER_01

Yeah, yeah. And I think that's what's great about that. You build that goodwill and then of uh karma takes care of itself. Yeah, exactly. Alecher Mosey says you give and you give and you give and you give until people beg to find out how to work with you. And so let's talk about that element. Yeah, because um one of the things that really I'm passionate about is HR. Yeah. You know, I hate the word HR, human relationships or human resources, because it feels very um corporate, it feels very disconnected from the actual meaning of it. But I do love the phrase and I love this that your nickname is the HR guru.

SPEAKER_00

Yeah, yeah.

SPEAKER_01

You are the HR guru, and that to me, like the guru word brings back expertise but also connection to that.

SPEAKER_00

Yeah.

SPEAKER_01

So what do you do to serve the this audience?

SPEAKER_00

Yeah, so I I provide all kinds of HR services to our clients, um, you know, from it whether it's like fractional HR or whether it's like a monthly uh monthly mentorship or whether it's just online growth code groups, you know, where we do online learning. But I really get in there and I find out what their needs are. So I like to have what we call, I call it a discovery call. I said, what's your needs? What's your goals? What you try and accomplish, and what can I do to help you with that?

SPEAKER_01

Yeah, yeah.

SPEAKER_00

One of the sayings I tell my owners all the time I work with, I said, look, I'm not here to change your whole world. I'm here to help improve you.

SPEAKER_01

Yeah.

SPEAKER_00

If at the end of the day, it's your decision. If you're driving the bus, I'm just giving you the directions. If you go left and I tell you to go right, we're gonna go left. That doesn't mean that I'm gonna like write you off. I'm gonna say, all right, we went the wrong way. How do we do this the best possible way? Sure. How do we adjust and what makes the most sense there? So it's really just listening to them. Um, you know, like anything with within that HR realm, it's like you're also half a counselor as well, too. And and it's also I can get down with the nitty-gritty. What is a little easier for me is I'm removed. I love people, I love passion, I love all that stuff.

SPEAKER_01

But you don't look them in the eyes 24-7.

SPEAKER_00

But I don't have to look them in the eye 24-7, and I can fire you on the spot, you know, because I don't have that relationship. And if you can't do it, wait, did you say that you fire people for people? Fire people for the people.

SPEAKER_01

Okay, let's get into this. Sorry to interrupt you, but I think we got I think people are listening need to hear this. What are the things, the specific things that you do? I'm sure there's a million. But that's the problem, is that when people are like, well, HR Goober, what does that mean? Yes. So what are like the top five things that you do for people that they're like, wow, thank you.

SPEAKER_00

I would say legal compliance, um, you know, making sure they're compliant. Uh I would say uh correcting their onboarding processes, um, recruiting kind of I'm gonna show that here.

SPEAKER_01

So you'll develop some of their onboarding processes.

SPEAKER_00

I can do onboarding, I do recruiting, and you'll do the onboarding interview. And I do the interview. Yeah, I'll do the initial interviews.

SPEAKER_01

So they can outsource all of this.

SPEAKER_00

All of it to me. Yeah. Oh my gosh. And and it's at what level they're comfortable with, right? So then it's also I run payroll for companies. So I also do the payroll piece. I do um performance improvement plans for employees. I do um, of course, the the discipline progression steps, you know. Um so really anything that they need, that's what I'm there for, you know. And that's and and and they're like, I, you know, it's so hard. And then it's uh it's easy for easier for me because I don't, like you said, I don't have to see them face to face every day, but I don't have that relationship.

SPEAKER_01

Yeah.

SPEAKER_00

And I personally, like if be if my client uh clients ask me, I'd rather if we have to get to this point where we have to let someone go, I'd rather it be me. Because I know how to do it, I know how to take that worry off them, and I know that when to cut it off. Because I don't, I mean, I don't go home like like it doesn't you don't lose lose sleep the night before.

SPEAKER_01

You don't worry about it on the back end.

SPEAKER_00

Yeah, it's I feel I have empathy, but at the end of the day, you know what? If you got to this point, it it it's it needed to happen, and I need to look out what's best for this company, and that's the most important thing.

SPEAKER_01

I want to get with you off this call and like do something on the marketing side that we could talk about in terms of your messaging, because I never knew that. I've known you for a year, and it's like I'm getting so clear. If we could just say, I went, I think there was a Facebook ad that just said, Are you tired of firing your people? Let us do it for you. I would I you'd be like all these people opting in, going, Yeah, tell me more. Because and again, it's such a personal thing because you want to make sure it's you have the right clients. But people have to have the right trust with you.

SPEAKER_00

Yes, they do.

SPEAKER_01

So for people who trust me, I don't give my trust openly and easily. I would trust you with my life. Like if I had a PT practice, I I'm actually mad that I'm meeting you now. Because years ago, this could have been such an energy gate giver to me. Having to figure that out was so hard. And now that I can do it, I'm happy I can do it. But man, Scott, it was just not cool. It's not my superpower. No. It's such a drain. And like the and it all starts with on so it's I can see where onboarding and payroll and all those things go together.

SPEAKER_00

Yeah.

SPEAKER_01

So even though people, I'm sure, can piecemeal elements of it, I'm guessing the best results you get are when people are doing all the above.

SPEAKER_00

Yeah, it it it typically is, you know, and those are the ones that are, you know, you know, provide I provide more services to, you know, more hours to. So that I think it's better because then it's more aligned. Um, at the end of the day, you know, I it's it's it's some people have a harder time delegating things, right? And you know that too. So it's it's more about like what can you delegate, what can we do, and here's what I can offer you. Um, but yeah, no, it's it's just one of those things where I'm there to try to reduce these headaches for you. Yeah, I want the clients that we work with are working with patients, school children, all that stuff. I need them to be focusing on that. I don't need them to be hung up on these other things. Let me do that groundwork. One of my favorite statements that I heard you say uh during a uh we were doing a session together, uh there was five of us online doing some education, is it's like you talk to owners, I'm not gonna say it the right way, you said it, you said it better. Um, stop spending the$25 job, stop doing the$25 jobs. If it isn't worth your hourly rate, yeah, man. Then you need to stop and you need to figure out who can do that. And I love that piece because I have too many people that I work with ownership-wise that they're doing the smallest like$25 jobs,$20 jobs. I'm like, stop it. Yeah, you're not being productive with your business. You need to grow it, you need to think with it. Let me do this or let us outsource this, you know, let's talk about it, but you gotta stop it, you know. And I love that by you saying that because it's like put a value on you, and that's the problem I see so many people don't do.

SPEAKER_01

Yeah, and this is the ickiest part of the business, man. Yeah, HR is the ickiest part because it's where all the discussions come in and like all these things, and it takes so much expertise to do it correctly. Yeah, um, having developed it for myself, I just don't care that I did. It's one of those like crazy things I know how to do that. Like it's I don't have I don't like that. I if I could have outsourced it in a second, I would do I would have done it because it's so easy to focus on what I love, which happens to make more money. Yeah, and happens to grow the vision and happens to free things up in all these other ways. And the really impactful people don't do their own they only they they focus on what their zone of genius is. So I love that and and knowing you as well as I do, yeah. This is so your zone of genius, man.

SPEAKER_00

Yeah. Well, and and yours, I mean, you're a creator. You you your content, your thoughts, you and I I wish I had some of that, you know. But what I do have is like my knowledge in HR, my grind, my work ethic, my love and my loyalty to my pe the people I work with. You know, anytime that I work with clients, I have to stop myself sometimes. Yeah. Because I use the word we. It's never your team, your people. We gotta do this. We need to put an ad out. We need to look at how we're gonna change your comp structure. We need to, you know, and it's like I catch myself, I'm like, you know, at the end of the day, I I mean they're a client, I know that, but it's like I'm invested in them because I think I need them to feel that. You know, whether I do a good job, whether they're happy, whether they're not, thankfully most of them are happy. Um it's it's I'm I give you me. And that's just the way I I don't know why, it's just the way I've always been. If you're gonna get it, you're gonna get the whole thing.

SPEAKER_01

Well, it goes back to you and Brandon being such go-givers. Yeah, I think that mentality is so core to what you do and your success. And it reminds me, you know, for me, one of the most measurable impacts that I had as a business owner. I remember the first time feeling true relief when Michelle Bambanek, who you know, and she's amazing. She shout out to Michelle. Yeah. She came in as a clinic director that rose to the ranks and started overseeing other clinic directors. She handled basically all the um HR components. All the relationship stuff that tied to anyone underneath her in the org structure. And I just remember her one time saying, Oh, but you know that person that I told you we were having problems with, just let you know we let her go and we've replaced her with somebody. I mean, I wasn't even involved. I was just being I was just being told. I had to, I mean, I had some approvals I needed to give. Yeah. But like that was it. It was like I was just double checking things and I saw that everything was meeting where it needed to go. She was way more compliant than I would have done things because as an owner, I just run a gun. So she dotted all the I's, crossed all the T's, and then the craziest thing, Scott, the next day after she fired this person, they left a positive review on Facebook. Oh my gosh. I remember thinking, Oh my, why would I try to be that person? Yeah. I would never be that person. And people like you and Michelle, it's like you love it because you're so good at it and you've earned your two, you know, 20,000 hours. Yeah. So you love sharing that with people who frankly like it they hate it or it drains them.

SPEAKER_00

Exactly. And and and yes, Michelle's amazing. I I got the chance to talk to her and meet with her. I think you know you're so lucky to have her part of your team. Very lucky. Yeah. And and um, but yeah, it's it's it's how do you let people down? Look, people are gonna be upset if you have to let them go. Understand that. How do we let them down and how do we protect our brand? And that's what I'm always thinking about. Like, how do we protect the brand? I'm very focused on all my clients' brand, and that's something that I really try to strive. I said, look, take the extra mile. So when when I'm doing interviews or I'm doing uh or like even if someone applies to a job and they're not qualified, they're gonna get a note from me. Yeah, they're gonna get an email from me, okay? I don't just blow them off. So many companies do that because it's like I don't know when the next person's coming on. If they have a good experience and they might refer another uh student, therapists are hard to find. So I'm always looking like, look, let's always put our positive energy out there. Even when we let people down, we thank them for their time. We appreciate them. Because who knows, maybe they'll refer their friend who's actually a great therapist to our company. How do we continue our our looking that way? So always looking at the brands, looking at how we can always be a positive thing in our in our industry. And when we let people down or let them go, not let them down, but let them go.

SPEAKER_01

We are kind of letting them down.

SPEAKER_00

Yeah, we're letting them down. You're right.

SPEAKER_01

You know, I think that I think I think those are interchangeable for sure.

SPEAKER_00

That's a great point. Yeah, and and we're trying to do it in a professional manner, a caring manner, but at the same time, the decision's final. Yeah. And that's what you had to say. You know, but I that's that's what I'd like to kind of get through to our our clients at times.

How To Find Scott And Grow

SPEAKER_01

Well, and I love how you've offered your your structure of of service because you have abilities of like there's entry-level points, there's scalable elements of that. I I personally think you undercharge what you guys for what you guys do. But anyway, so what tell me um if someone's listening to this and they're like, hey, I want it, I would like to learn more.

SPEAKER_00

Yeah.

SPEAKER_01

Um, how about either growth code or the service? How would they get how would they find that information?

SPEAKER_00

Yeah, really just our website, the wellnessworks mp. Wellnessworks M.

SPEAKER_01

M as in Mary.

SPEAKER_00

M is in Mary, P as in Paul.com. Got it. That's how we that's how you get the best uh in information about our company.

SPEAKER_01

And it is a pleasure to have you on the show.

SPEAKER_00

I appreciate you so much for coming on the show. Thank you, brother.

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Will Humphreys

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