How to Choose the Right Associate for Your Optometry Practice: A Practical Guide for Women Optometrists

Hiring the right associate can be a game-changer for your optometry practice. As a female optometrist, the decision to bring on an associate often goes beyond skills and experience—finding someone who aligns with your values, work style, and practice goals is critical to fostering a collaborative, successful partnership. In this guide, we’ll explore key considerations, practical tips, and stories to help you find an associate who complements your vision and helps your practice thrive.

1. Define Your Practice Goals and Values

Why This Matters:
Before diving into the hiring process, clarify what you want to achieve with this addition to your team. Start with why you want to partner with an associate. Are you looking to reduce your workload, expand services, or increase patient care hours? Understanding your goals will help you identify the type of associate who can best meet those needs.

Tips to Clarify Your Goals and Values:

• Outline Your Vision, Mission, Purpose for Growth: Consider how an associate will support your long-term goals and enhance patient experience.
• Identify Core Values: Think about the principles that guide your practice, such as patient-centered care, community involvement, or innovative treatments, and profitability.

Example:
Dr. Sarah Michaels wanted to add a pediatric specialist to her practice. Her goal was to provide comprehensive care to families and foster a child-friendly environment. By defining this upfront, she was able to find an associate who shared her passion for children’s eye health and was enthusiastic about community outreach programs, and increase the practice cashflow.

Quote to Inspire:

“When you know what you stand for, it’s easier to find people who stand with you.” – Dr. Lauretta Justin, CEO of YOU™ Business Coaching Program

2. Look for a Complementary Skill Set

Why This Matters:
Hiring an associate with skills that complement (rather than duplicate) your own is key to diversifying the services your practice offers. For example, if you specialize in adult vision care, consider bringing on an associate skilled in pediatric optometry or vision therapy.

How to Evaluate Skills:

• Assess Your Practice’s Needs: Identify gaps in services or patient demand that an associate could fulfill.
• Review Credentials and Specializations: Ensure they have the qualifications to address your specific patient needs.

Detailed Story:
Dr. Emily Roberts, an optometrist specializing in sports vision, wanted to expand her practice to include vision therapy. She hired Dr. Rachel Adams, an optometrist with extensive experience in vision therapy. Dr. Adams not only introduced new services but also educated the team on best practices, leading to an increase in patient referrals and satisfaction.

3. Prioritize Cultural Fit and Interpersonal Skills

Why This Matters:
Even the most qualified associate can be a poor match if they don’t mesh with your team’s culture. In a small practice setting, it’s essential to find someone who shares your approach to patient care, communicates effectively, and contributes positively to the work environment.

Tips for Assessing Cultural Fit:

• Conduct Team Interviews: Involve key team members in the interview process to observe how the candidate interacts.
• Discuss Patient Care Philosophy: Ask open-ended questions to understand how they approach challenges and patient relationships.
• Observe Communication Style: Ensure they are approachable, adaptable, and open to feedback.

Example:
Dr. Linda Kim once hired an associate who was an outstanding clinician but struggled to connect with patients and the rest of the team. After much reflection, she realized the importance of finding an associate who prioritized teamwork and had a warm bedside manner. Her next hire, Dr. Janice Chen, became an invaluable part of the practice with her patient-centered approach and genuine enthusiasm for team collaboration.

Quote to Inspire:

“The strength of the team is each individual member. The strength of each member is the team.” – Phil Jackson

4. Invest Time in Thorough Interviewing and Vetting

Why This Matters:
The interview and vetting process is an opportunity to assess skills, but it’s also a chance to gauge their commitment to growth and alignment with your goals. Use this time to ask open-ended questions, involve your team, and conduct working interviews to observe their practical skills.

Questions to Ask:

• “What excites you most about working in this practice?”
• “How do you handle patient conflicts or high-stress situations?”
• “Where do you see your professional growth in the next five years?”

Dr. Lauretta Justin’s Tip from the CEO of YOU™ Program:
Dr. Justin encourages practice owners to dig deeper during interviews to understand not only the candidate’s experience but also their career aspirations and personal motivations. This helps to ensure that both the associate and the practice will benefit from a long-term, fulfilling partnership.

5. Negotiate Clear Expectations and Boundaries

Why This Matters:
Clear expectations about responsibilities, schedules, compensation, and career growth opportunities help prevent misunderstandings and maintain a productive relationship. Documenting these expectations in an associate agreement will protect both parties and ensure mutual respect.

Tips for Successful Negotiations:

• Discuss Workload and Schedule: Agree on a reasonable patient load and work hours.
• Outline Compensation and Incentives: Establish a fair pay structure that reflects their contributions and rewards growth.
• Define Performance Metrics: Regularly review their progress to offer constructive feedback and development opportunities.

Example:
When Dr. Megan Scott hired her first associate, she made the mistake of not clearly defining boundaries around time off and patient volume. After some initial confusion, she revised the contract to include specifics, allowing for a better work-life balance and a more satisfied associate.

Summary

Finding the right associate is a strategic decision that can have a profound impact on your practice. By defining your goals, seeking complementary skills, prioritizing cultural fit, conducting thorough interviews, and setting clear expectations, you can build a strong, supportive partnership that enhances your practice and helps you reach new levels of success. Dr. Lauretta Justin’s CEO of YOU™ Business Coaching Program emphasizes the importance of self-awareness, intentionality, and clear communication in this process, all of which are key to finding an associate who will help your practice thrive.

References:

• Rich Dad article on choosing business partners: Choose Business Partners
• Justin, L. CEO of YOU™ Business Coaching Program, Optometry Divas.
• Gerber, Michael E. (2024). The E-Myth Physician: A guide to effective practice management.
• Lencioni, Patrick. (2016). The Ideal Team Player: Insights into essential team qualities and cultural fit.
• Lehavi, Dorene. (2017). Business Partnership Essentials: A Step-by-Step Action Plan for Succeeding in Business With a Partner.

Disclaimer

This blog provides general information to assist optometrists in hiring an associate and is not a substitute for legal or HR advice. Always consult a professional when drafting contracts, conducting interviews, and making final hiring decisions.