You want to do less, but you don’t want to stop. Is there a way to do that? Yes. In fact, there are several.
Many practice owners who come to us say the same thing: ‘I love working with patients.’ I love my team. But I no longer want to work 55 hours a week, and I want to have a life outside the practice again. That’s exactly what smart life planning is all about: recognising when it’s time to take the next step, and taking matters into your own hands.
Model 1: Gradual handover whilst remaining active
You’ll gradually hand over the business responsibilities to your successor, but you’ll continue to see patients. Two or three days a week, in your practice, with your patients. You are no longer responsible for bookkeeping, recruitment and marketing. But you’ll remain where your patients need you.
This is one of the models most frequently chosen within the SPP network. Because it offers both: a better quality of life for you as the practice owner and genuine continuity for your patients and your team.
Model 2: Transition to a mentoring role
You know your field better than almost anyone else. It would be a waste not to share this knowledge. As a mentor in the network, you can pass it on without having to shoulder the burden of running a practice. Young therapists benefit from what you have built up over decades.
What is often overlooked is that this role also gives you something in return: a sense of purpose, a sense of relevance, and a connection to what originally drew you to this profession.
Model 3: A complete withdrawal with dignity
Some practice owners wish to step down completely in the foreseeable future. After 30 years of running a practice, this is a legitimate goal and a well-deserved culmination of a lifetime’s work. It is important to note that a dignified handover means that patients continue to be cared for, the team has job security, and you are fairly compensated for what you have built up. One key factor determines whether this process is successful or delayed: at least one successor must be in place, ideally already trained and familiar with the practice.
If no one is ready yet, the search starts from scratch. That can easily take one to two years. That’s why early planning is key. Someone who starts at 58 has more options than someone who starts at 67.
What all models have in common
Finding the right succession plan is a personalised process. The best way to find it is to know what you want and what really suits you, your practice and your circumstances.
That’s why every career path at SPP begins with a face-to-face chat. We want to understand where you’re at and where you want to go. Then, together, we’ll look at which Model that’s the right thing to do.
Does that sound like just what you need right now? Then let’s have a chat.
Let's talk about your future
Partnership
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