Understand local telemedicine laws

On top of the major medical laws and regulations, healthcare professionals who want to practice medicine online need to follow additional rules. These rules can vary widely from one state to another, which is why it's vital that you look them up beforehand. For instance,Washington state has an audio-only telehealth law, which requires that payers only reimburse providers at the same rate as in-person care if the consultation is delivered via audio technology alone. In some cases, states do not permit healthcare providers to see a patient for the first time via a virtual visit or prescribe controlled substances, like Adderall, during a telehealth appointment. So before you start to operate, make sure that you know all the telemedicine regulations in your area.

Choose licensed staff

You and your staff members must have the appropriate state licenses and training to practice virtually. Such training includes lessons on navigating platforms for telemedicine consultations and showing proper virtual bedside manners. Suppose you live outside Ohio and wish to employ nurse practitioners to treat patients from that state. In that case, you'll need to consider that remote nurse practitioners in Ohio have to undergo additional training to earn a license therespecifically by taking a one-year course in an approved school in the state and passing the NCLEX-PN exam. Meanwhile, if you're an out-of-statehealthcare worker in Florida, you must register with the Florida Department of Health before practicing. Though the requirements vary, they guarantee that patients receive the best virtual care possible.

Ensure patients feel safe

Even if its online, your patients should feel safe when attending virtual consultations. There are a few ways you can do so. If youre working from home, its best to have a dedicated working space where you wont be disturbed. When securing patient privacy through technology, be sure youre using a secure wireless network and that your equipment is regularly updated with the latest anti-malware and antivirus applications. Once you open your clinic, you can also inform your patients before each session that their appointments are not recorded, that no one else will overhear your conversations, and that your internet connection is secure and cannot be breached. All these strategies can help make your clinic a safe space for patients.

Select HIPAA-compliant software

When choosing software for your telemedicine clinic, select those that adhere to the Health Insurance Portability and Accountability Act (HIPAA). Aside from being reliable healthcare platforms, they guarantee that your patients health information is protected and will not be disclosed without their consent. You can also use Cisco Webex or Zoom for Healthcare for video conferencing applications since theyre both HIPAA-compliant products. And if youre looking for a HIPAA-compliant text messaging platform for your phone, you can install OhMD, which allows you to directly send and receive intake forms, surveys, images, and files with your patients.

Dr. Tonya Caylor found an area in medicine that could benefit from coaching but whose needs were not being addressed: the resident. Medical residents may benefit from coaching because they are often overwhelmed by the amount of work that has to be completed within their shift. Coaching enables them to achieve this objective as it helps them become more organized and efficient in what they do.

Coaches also show medical residents how they can improve their communication skills so that they can better collaborate with other health care providers. She founded Joy in Family Medicine Coaching Services after realizing the power of physician coaching, and developed a curriculum to give physicians the tools early in their training to sustain a life-long career and find wholeness and joy in the journey. Youll learn from her amazing journey to tap into an audience that was previously ignored.

Dr Tonya Caylor offers a 6 week reset 1:1 coaching program for the struggling resident or faculty, along with a 6 session hybrid coaching for resident or faculty groups that involve some short toolbox talks, group coaching along with 1:1 coaching for each physician in the group. Learn more at www.joyinfamilymedicine.com

Follow Dr. Tonya Caylors blog at: https://www.joyinfamilymedicine.com/blog

Dr. Tonya Caylors Physician Coaches Profile: /coaching-category/tonya-caylor

Dr. Mike Woo-Ming: .

Hey guys, this is Dr. Mike Woo-Ming. Welcome to another edition of BootstrapMD. This is the podcast for physician entrepreneurs. We're continuing our series on physician coaching. I'm such a big fan of it, and I'm so excited to have my next guest. She is also a family medicine, family physician. We trained around the same time.

We just found out she spent a lot of time in academic medicine. And then when. Clinical practice. And then she decided to become a coach and she's a certified coach. And what's very interesting is she works primarily with residency programs and her goal is to make quality coaching available to the incubators or primary care in order to empower them with clarity, confidence, and joy that will span a lifetime.

I'm so excited to have on the program today. Dr. Tanya Taylor, how are you doing today?

Dr. Tonya Caylor MD: Hi, Mike. Thanks for having me. I am doing really well. It's a little rainy and overcast here in Anchorage, Alaska, but still always beautiful.

Dr. Mike Woo-Ming: Like I said, you were my first Alaskan guest on this podcast over 130 episodes. So congratulations on that.

When we were, when I was reading your bio, I was just like, when you're saying about making quality coaching accessible to the incubators of primary care in order to empower them. I just got back and I'm having flashbacks to my residency days. I'm not going to say the number I told you that what the number was say more than 20 plus years ago.

And I went, where were you at Tanya? When we needed this back then. So tell me, you were you went here in family medicine. You went to you're from Alaska originally, is that correct?

Dr. Tonya Caylor MD: No, actually I'm from Florida.

Dr. Mike Woo-Ming: Okay. That's maybe for another story and how that worked, but then you went to residency in Alabama.

So I guess I got to know. So how did that, what did you say to go? You say what is the most extreme temperatures I can have in the us? And you go that way?

Dr. Tonya Caylor MD: I think the most concise way to put it is that I'm just a really good wife, Mike. Oh,

Dr. Mike Woo-Ming: Okay. So there's a partner that had, that...

Dr. Tonya Caylor MD: Had dreams and visions of Alaska. And I was like, okay, I'm willing. And I got here and it's the best move I ever made.

Dr. Mike Woo-Ming: Okay, so let's talk about it. You were in, in failing medicine and you went into academic medicine after, or how did it start for you?

Dr. Tonya Caylor MD: So after residency, I was in a multi-specialty physician owned group and I'm primarily doing outpatient only and got to experience what it's like to be voted out with a specialist, say, Hey, primary care docs, you lose money.

So we're voting you out of the PR practice. I just... this is very interesting. And then we sold ourselves to a for-profit program so we could be fiscally viable and then watch what it was like to have somebody sit across from me telling me how many more AKGs I needed to order to get my RBU's up.

Eye opening, but really I had this whole deep desire the entire time. Really. I missed when I was a resident. I love teaching interns and medical students, and I was really missing that. And I knew I wanted to get into academic medicine. And so actually, when we moved to Alaska with lo and behold, there is an Alaska family medicine residency up here, and they were hiring at the time of our move. And that's how I got into it.

Dr. Mike Woo-Ming: How many family medicine residencies are up in Alaska?

Dr. Tonya Caylor MD: Just the one. In fact, there is a pediatric residency. That's still pretty new, but otherwise we're the only residency in the state.

Dr. Mike Woo-Ming: How big is the program?

Dr. Tonya Caylor MD: It's a 12, 12, 12

Dr. Mike Woo-Ming: program.

12 12 12 Program. Okay. Yeah. And how long you've been with the residency program?

Dr. Tonya Caylor MD: So I was core faculty from 2008, till 2015. And there's a whole burnout story that I won't go into necessarily today. And then I remained as an on-call faculty since that time, because I absolutely love working with residents and teaching.

Dr. Mike Woo-Ming: So it sounds like that was the impetus for you to start your coaching program. Can you tell us how that started for you?

Dr. Tonya Caylor MD: Yeah, so mine's a little bit different than some people. I actually went in and joined a mom and pop kind of family medicine program clinic. They private practice. They set it up to enjoy the practice of medicine. And so I worked there and healed for my burnout still, filling in as needed over at the residency program.

And from that place, I realized I had created too much margin in my life and I really wanted to fill it with somehow getting back with the residency without going full-time as core faculty again, and I hired a coach. For a singular purpose to help me explore options. And that coach invited me to be part of a group coaching program

But that's where I saw the power of coaching. That's where I learned the tools that I had no idea existed. And that's when I was like, convinced that this is what my next phase of my life was meant to be, is to take those tools and put them in the hands of the residents as they're learning so they can enjoy their chosen field and the faculty members who I know how many hats they wear and how easy it is to burn out.

To help them sustain so they can continue to train up the next generation of leaders in primary care.

Dr. Mike Woo-Ming: What time did you start your coaching program? How long have you had it?

Dr. Tonya Caylor MD: I started it right before the pandemic. So January of 2020 is actually when I started my own program and I've had some people say that's a very interesting time.

Like, why didn't you quit? And I have to credit, like I had some really good coaches about, how is this the perfect time? And, with Zoom happening and becoming normalized, it gave me the power to reach programs outside of my own program because I still... I don't like to coach my own residents that I'm still supervising.

Because I like to be the external coach, where I have a completely safe space for them. And while I don't coach up here in Alaska, Zoom becoming a normalized thing, made it possible for me to impact programs outside.

Dr. Mike Woo-Ming: When I have the, these interviews, it tends to go very organic and it gets my brain thinking about a lot of different things.

But one thing that you mentioned, I know you didn't really want to talk about your burnout, but I've talked with a lot of doctors can burn out and I don't hear a lot about burnout in academic medicine. Maybe you can speak to that. You hinted that you have many hats. I usually hear about burnout cause they're out in the field and, insurance-based and dealing with patients and declining reimbursements and all that.

And at some point maybe again, it's my naive thinking that academic medicine was shielded from some or most of that. Tell us about burnout in academic medicine.

Dr. Tonya Caylor MD: Yeah. I think it stems from several different places. And it is actually pretty common. That's why, if you look at most residency programs across the country, most have openings now.

And even at the leadership positions, especially in primary care there openings and leadership positions. But I think one of the things just from a clinical standpoint, and we'll just carve out this little space for a moment. In clinical medicine inside of an academic center, you're usually caring for the underserved primarily.

And so your patient base has a lack of resources. A lot of them have low health literacy. There are so many social resources and other things that are obstacles to giving them good care. That we don't encounter like in the private practice world as often. So the burden of caring for the underserved.

It's a, both a privilege because it's why so many people choose primary care. So they really care about that. But it's also a burden because it takes a lot of energy and effort to get it done. Then you put on top of that there's the educator piece. So most of us were not educated to be educators other than the couple pearls we learned from when our residents taught us or we taught our interns.

And so you're wearing this whole new skillset of educating adult learners and trying to figure out where that balance is, where you're not micromanaging. But at the same time, Like keeping patient safety at the forefront. So there's this always this kind of hopefully healthy tension, sometimes an unhealthy tension that exists in that space.

In addition to that, your responsible for curricular areas for. Writing curriculum for family medicine, because so much of our rotations are external, like keeping the rapport up with the obstetricians, keeping the rapport up with the urologist and making sure you create this environment.

That sets the learners up for actually being able to learn and just feeling like a third year medical student following them around. In addition to that, you are an advisor, so you're assigned resident advisees who you meet with, you tell them, where they're not meeting the mark, where they can meet the mark, explore things, you mentor them.

So there's all of those sorts of things. And then, there's the day to day, didactics and meetings and leadership positions. Hospital committees and academic successes everybody has to show that they're working in a research-based writing papers or publishing in journals and those kinds of things.

They're actually a lot of different hats. And if you're like me, and you had this like issue of unhealthy perfectionism combine that with a real heavy leaning on external validation, it's a setup for burnout.

Dr. Mike Woo-Ming: Yeah, it sounds you took it back again, fucking back to my residence, state residency days, it was all about us, it just probably just survive. We're not thinking what, are the program directors, the people who molded us to where. Where we are today, all the stress that they had.

So it's good for you to shine a light on that. So let's move on to actually starting up your coaching practice. How did that start? Did you say one day, you know what, this is what I want. I want to do. And the rent and how'd you with open doors and say, okay, name your price, right? Is that how it works?

Dr. Tonya Caylor MD: Haha! No, not at all. I will say that because I was looking for a way to fill that void that I had, where I wasn't working as close with residents. And then at the same time, like having my eyes open to the power of coaching, it was like the aha moment. And then I had. How does this war, right?

Because I didn't have, I'm really good at looking what somebody else's doing and putting it together, repeating it. But this was something new and outside the box that I didn't have a model to copy, which is outside my comfort zone, but that's where we grow. Would wear in that zone of discomfort.

I like to think of it. And so I try all different things. I had an idea that I had some key concepts that I wanted to teach. But I didn't want it to be all about didactics and lectures. So I made like short 10 to 15 minute modules. And so I actually had some people who gave scholarships to residents because they believed in the work as well. And so I had a few residents who in early career physicians who were willing to go through the process with me, as I learned what worked, what didn't work.

I then had the opportunity to coach in a program who had heard. That I love working with residents. And they invited me to do an experimental, like group coaching program. One for the residents and one for the faculty. So I learned a lot. And so what my mindset was is I learned to see failure, not as failure, but as a ha what do I learn from this?

How do I take this and grow? And so many different opportunities, like from the group coaching, I figured. What time's that you could expect for residents to be able to show up and what's not going to work. So going forward, I know when I'm talking with a program, what I will be doing and what I'm not willing to do and then taking that and honing in, like seeing just the group without the one-on-one.

There was something missing, but realizing that residency programs, especially in primary care are not usually a overflowing with funds, right? So like how do we make it affordable for them to access it and yet get that one-on-one and then that was the birth of the hybrid program, which seems to be working really well.

And then I'm also realizing that occasionally programs don't want a big group coaching program, but they have a resident or a faculty who are struggling. Some of them may officially be in difficulty and having a set like intensive six week program for them. So that's it's learning on the go... oh, so I guess you actually were asking like how so after I were learning all of that.

I think it really took that courage that I think all entrepreneurs tap into, no matter how scary the circumstances is, where you start talking about what you do. And putting it out there. And I am such not a salesy person. But once I could wrap my head around that, I believe in what I'm doing, like 100%.

And when I can talk from that place, I'm not pitching, I'm just sharing what's available. I'm not living out of scarcity. The programs who are ready to have coaching will find me. And absolutely convinced. And so that was step one. And then step two was like being brave enough to say, "Hey, Kenneth, I work with your program. Can I do a webinar to teach you more about coaching and just getting information out there. And from that, word of mouth has been very helpful to me."

Dr. Mike Woo-Ming: How has the, how have you found the residency's to be how's it been resonating with dev? Is this a unique concept to them? Are they looking for someone like you or are they not looking for someone like you? What have you found out since you've been out there in the trenches?

Dr. Tonya Caylor MD: I'd say yes to all of the above questions. I have had residency programs who thought this was a great idea, had identified... actually had a couple identify a resident in need, and then only define the resident who was like resistant to coaching. They don't know what it is. They're not interested. So that was interesting. It was like, oh, you know what? I'm talking to programs. But if the people I'm coaching are not invested, then I'm missing something. So trying to figure out how I make sure that they get an idea of what coaching is, I think is really important.

I have programs who were ripe for coaching. Like they, they had leaders that had experienced coaching or knew of others. Programs that were using coaching and they were actually eagerly looking for something that would fill that void. Some programs who hadn't had as much information about coaching but were looking for a way to really engage residents in wellness in a way that felt good because residents right now the tendency is to like, be like really a yoga class after what you're putting me through.

There's this resistance almost to anything with the word wellness and to have had at least one partner. And he was like, I just want to offload this piece, create a safe environment where we can still address, but the residents are open to it. So that has been there. And then, there are university programs that already have well established coaching programs and our faculty are talking.

Coaching approaches as advisors who actually are not needing it. But I find that usually the community programs are the ones that are the most eager to have coaching involved in their program.

Dr. Mike Woo-Ming: What challenges have you seen where the residents have today? We talked about how we're about the same age. We see the same year it's you looked much younger than me. Oh, by the way. But what challenges do the residents have these days that maybe we weren't aware of that back in.

Dr. Tonya Caylor MD: Yeah. I think things are so much more fragmented right now. We may not have had work hour rules.

But what they have right now is so completely fragmented. I think... I'm aging us. We both may have used paper charts. I don't know, but right. But learning pagers is well, and learning all this EMR. These fancy EMR is that big systems are using are really good for a lot of things, but they're not very easy for us to do the input.

So we've got to click a button, wait, type some stuff, click, wait, right? Whereas if you were dictating or writing your note, Much quicker. They have that, they have the same things that we struggle with to where they want their independence and they don't want to be managed at the same time.

They have all the self-doubt that you, how are you letting me manage patients, right? That, like tension that exists for all learners, which is actually part of the growth process. I think they do experience they, I think this generation is really good. Yeah. Seeing systems that are broken. And I'm not saying that our generation wasn't as good, but I think most of us just had our head down and just like plowing through the work.

But this generation has their eyes open and they're looking for what doesn't make sense and where there's duplication and where things can be better. And when that's their focus, which is a kind of a great perspective, it also. Adds so much extra burden and suffering to them that's my big take homes from that.

I, again, of course it differs between your residency programs, but I don't know when yours there wasn't that there wasn't any wellness curriculum or anything like that. And actually it was, it's a sign of weakness too recently. It's been right. It's a sign of weakness that, you, oh, you did.

You didn't finish up your work. You're just adding more to the resident who's coming on for you. And you need to take care of that. You're not a team player. So how was the phrase coaching? How has that is that something that they're familiar with? Does it seem out of, I guess obviously it's dependent on the resident, but how has it been or is it's too broad to actually paint that picture on what coaching is.

I would say that initially the vast majority of residents and even faculty that I've worked. I have not understood coaching from this perspective. And so I usually need to start with an overview of what it is, and I like to start my overviews of what it's not. So I tell them, this isn't like athletic coaching, right?

This is a kind of a different way where I'm not acting as your mentor, I'm not the person that's going to tell you, like how to guide you and where to go and give you the advice like your advisor does. I'm not a therapist, right? I'm not a trained therapist diagnosed and treat. And that's not what I'm doing in this space because coaching actually sees the individual as having their own best answers, which is great.

I love that so many faculty members are learning this now to use this, but just giving that perspective that the person in front of you actually knows best what's the, to next in their journey for them. And having the job of helping them clarify it and take those blinders off. That's my job.

One of my favorite stories is. This was not too long ago. I had a faculty member telling me how they'd been in this role for, a few years and their whole story was how they failed, how they're not getting it. And it was so interesting to see how many blinders they had on. And so I just told them that my story back to them from their strengths.

And so this story could be so completely different if you told it this way, which is what I'm asking. And they just looked and they were like, because I think we get so tunnel visioned into the negative. That just having to be able to reflect back and say you've accomplished all of these things is so good.

Okay. I got off topic, but anyway, yeah. So I start with what coaching isn't and then give them some ideas of what coaching is, and then just say the best way to understand it. It's it to experience it.

Dr. Mike Woo-Ming: Yeah. Do you primarily work with a family medicine or primary care residencies or have you gone past that as well? And I'm just curious, how would you think if not do other routes, residency programs have that same relationship, but I'm thinking like a surgery program to coaching.

Dr. Tonya Caylor MD: So I primarily personally, my business, I work primarily with family medicine residencies and early career family physicians.

And in addition to that, I have friends who are in the coaching space, who are in academics. And so I have been invited to help with generals or general surgery residents in the Chicago area, emergency medicine and internal medicine residents in California pediatric residents North Carolina in with a group coaching kind of program and most of these have been introductions of coaching to residents in a grand rounds forum, where we come as a grand rounds.

Somebody gives like a short 10, 15 minute topic, and then we have breakout rooms where there's a coach in each breakout room and do some small group coaching. It's a non-threatening way to experience what coaching could be like. So in that realm, I have coached outside of family medicine, but yeah, for my business, I'm primarily focused on family medicine.

Dr. Mike Woo-Ming: No we all know about we're living at right now, that physician shortage that we have. And it's so great that you're in there early working with these physicians, but shouldn't we be discussing this in medical school too. Shouldn't they be introduced to these topics. And more importantly, because we are having this physician shortage, shouldn't it. These hospitals start paying for this.

Dr. Tonya Caylor MD: Yes, absolutely. And so here are the good news bullet points, medical schools are actually ahead of the curve of residencies and they are using coaching. Many institutions are, which is fabulous. I do join with Amway IGNITE, which is American medical women's association, that medical student branch.

And so I do coach in that space and Amway IGNITE and the medical schools are helping fund that for the coaches. And yes. In fact, one of my faculty mentors, when I explained what I was doing. You need to go back a step and coach the medical students because they're choosing residencies that are not a good match for them.

Yes, absolutely. I think it should start in medical school and the good news is it is starting there. And as far as... hospital systems. I would say that some hospital systems are also ahead of a lot of residency programs in and of that they are offering institution-wide programs. Coaching for institutions is a group that I'm involved with and we do coach and group programs in hospital systems based settings.

And I think that it's really good. It's been interesting to see different models, some models where the. The score it and at the position doesn't complete, like 80% then the position has to pay back 50% of it or something like that. So there's a financial investment if they don't follow through, but otherwise the pro the hospital systems pay for it.

So it's interesting to see different ways. I think hospitals understand. Especially the pandemic has highlighted all of the broken pieces and you're right. A yoga class. Isn't going to fix all of that. And at the same time, Giving access in a meaningful way to help each individual figure out what they can do to move forward on their own.

As the system also looks forward to how they can improve the system to decrease that moral injury and burnout that.

Dr. Mike Woo-Ming: Yeah, I know at class and maybe not a meditation app, I'm going to get myself in trouble. I can definitely, if you're watching this on the video, I could definitely see the deputy, the passion you have.

Could you share some success stories you've had working with these residents?

Dr. Tonya Caylor MD: Yeah. I always take it down to an individual level because that's where I live. I had one resident who After meeting a couple of times, he was just very frustrated with a specific attending and his words were quote, he has it out for me.

So every time he would precept, every time he was the preceptor, he would be like, oh, like he had this dread and then he would go in the room and he felt like he was just torn apart for his idea. And then he would ruminate about it. And I asked him, he said, how long does after one precepting session, how long does this go on for you?

Like where you're thinking about it and replaying it. And he said, oh, at least a week. And so we were able to tap into the benefit of the doubt, right? What if it's just this guy's team coaching, teaching style.

This is how he likes to motivate you. What if he thinks he's doing his best? And he was able to stop having dread when he went and precepted, he was actually able to build a semblance of a good relationship. I won't say it's his favorite preceptor, but just offloading that extra suffering residency has enough suffering.

Like we don't need the extra of the stories that we tell ourselves in our heads. And so just helping him find relief, I think was a really good one. Another story that comes to mind is I had a resident telling me he was debriefing about his clinic afternoon. And he was like, oh, and then my second patient was a train wreck.

He's a vascular path. And he is just telling me everything. And he was like, and then I went to walked in the room and he had a list and he was just going on. And so we were able to start to just peel apart the story. Because if you go in seeing the patient as a train wreck, you're going to feel overwhelmed.

And when you're feeling overwhelmed, you're just not going to show up as your best self. And you're just going to feel defeated. So peeling apart, let's not call him a train wreck. He's a patient who is here for your help. What are his issues? Let's list them because our brain makes it so much worse.

So yeah, the guy had a lot of issues, but we listed them and then able to peel apart what can he do and what can he not do? What does it mean to be referred out and what is something that he can just help this patient along the journey that he's not going to fix? So just getting some clarity there.

He was able to reflect back on what he actually was accomplishing with the patient. And he was able he was one of the ones in my pilot. We did a six week and he was over that six. Able to start, stop seeing patients, like an easy patient or a train wreck patient, like starting to see them as human again.

And I think, we all do that over the time of our training because we're so stressed that we start to depersonalize and lose the humanity. But he was able to tap back into that. I don't know. Do you want more stories?

Dr. Mike Woo-Ming: There was good, but I know you also have a a short amount of time too, but I think we can all, I think that, can we now officially say that these types of coaches had, has to be from a physical.

When you're talking with a resident, can we officially make that announcement because I can not imagine someone who has not gone through the trenches explaining who has not gone through the things that we have both have done. It's it's not going to connect with that resident. Yes or no?

Dr. Tonya Caylor MD: I'm going to make room for both. I think there may be some ability to connect, but I think that it's so much more efficient, right? Like. When a resident tells me they score a one in their milestones. I know what that means. I don't have to be like one that stinks. That's terrible. I said, oh, that's on target for a first-year resident.

Like I don't have to go through that learning curve and it's not on them to have the burden. And they know that I get it. They know that I've been there. And so I do think it really adds to the connection, the trust and the efficiency to move forward.

Dr. Mike Woo-Ming: You're being a little political, but okay. Yeah!

Dr. Tonya Caylor MD: I enjoy having my own physician coach and I really appreciate the benefits that I do have of being a physician coach. How's that?

Dr. Mike Woo-Ming: Yeah, that's perfect. Tanya lots of great information. I know there's people listening on say, maybe they're, they know a resident or they are a resident.

We have, we do have residents who listen to on. And the residency program could use this work. Can they go to get more information about what.

Dr. Tonya Caylor MD: So you can go to www.joyinfamilymedicine.com which is the name of my business. I have a blog on there that has some free value there as well. And I'm on Facebook, Twitter, LinkedIn, and YouTube. So wherever they prefer to find me, they can find me.

Dr. Mike Woo-Ming: And let's talk about your programs too, because you have you told us about just before the call, you, you got some unique ways of working with individuals or. Oh, residency's.

Dr. Tonya Caylor MD: Yeah. So for the residency programs, I have two offers. One is that hybrid program where I can coach a group of residents.

Right now I have a residency program where I'm coaching them and another residency program. I'm coaching or I can coach the faculty and they get group coaching, some toolbox talks, which are real short good tools. And then one-on-one sessions. I also for individual early career physicians or residents or faculty that wants to do it on their own, I have a 12 week program that kind of takes them through decreased.

The unnecessary suffering find ways to renew mental and physical energy and foster their ideal future. So all of that is on the web.

Dr. Mike Woo-Ming: And just like on a personal and then note how much has coaching changed your life? Being a coach,

huge impacts every area of my life from my clinical interactions, how I interact with patients, how I act with my adult children, how I interact with my spouse and my family members, and how I view things with a lot more ease and a lot less.

Oh I can definitely see that. Like I said, you definitely see in here, the passion that you have, Dr. Tommy Taylor, thank you so much for sharing that, sharing your time and your sharing your knowledge with us today.

Dr. Tonya Caylor MD: Great. Thank you so much for having me. I appreciate it.

Dr. Mike Woo-Ming: And thank you for everyone for listening.

If you are a resident, know of a resident, know a residency program that could use Dr. Tonya's services go out and reach out to us. We'd be happy to chat with you, but, I think the problem is going to solve itself. There, the coaches are there for a reason. It doesn't take a lot to go out. I assume you use a free consultation.

If they offer just a phone call and she'll even contact you from all the way from Alaska to so thank you again and thanks everybody for listening as always keep moving forward.

Let's look at typical physician qualities that can make for successful business owners:

1. Management Skills

You've learned how to manage both people, staff, and your own time (and sanity, hopefully)

2. Persuasion Skills

In many different businesses, the ability to persuade is a crucial quality for business success. We've persuaded people all our lives in determining the correct medical regimen - a great skill to have when selling stuff.

3. Ability to think on-your-feet

As a physician, you've had to be able to make quick decisions at a moment's notice, at often life and death situations. Responsibility and being able to compromise to lead to the best outcome can't be minimized.

4. Research Skills

You've spent a lot of time going to conferences, attending continuing medical education courses, and then synthesizing and interpreting that for patients. This trait goes along way in explaining complex products, evaluating your competitors and understanding systems.

5. Problem solving Skills

Probably one of the most important skills. No one needs someone to make excuses - entrepreneurs make the tough decisions, and find the quickest answer in determining a solution.

I've always said my skills as a marketer and entrepreneur stemmed from my understanding in medical school. Often times its recognition of these skills, often lead to the foundations of business success.

Why Defining Your Coaching Audience Matters

Defining your audience isnt just about choosing who you want to work withits about understanding their unique needs, challenges, and goals. When you have a clear audience in mind, you can:

• Create highly targeted and valuable content.

• Develop coaching programs that directly address their pain points.

• Market your services more effectively.

• Build deeper trust and credibility within your niche.

• Improve client satisfaction and retention rates.

Without a defined audience, your message may be too broad, making it harder to attract the right clients and stand out in a crowded coaching industry.

Steps to Identifying Your Ideal Coaching Audience

1. Assess Your Strengths and Passion

Start by looking inward. What are your strengths as a coach? What topics or challenges excite you the most? Coaching is most fulfilling when you work with people who align with your passions and expertise. Ask yourself:

• What skills and experiences do I bring to the table?

• What coaching topics do I enjoy discussing and teaching the most?

• What kind of transformations do I love helping people achieve?

2. Identify Common Traits in Your Best Clients

If youve already worked with clients, take a moment to reflect on your best experiences. Who have you enjoyed coaching the most? Consider the following:

• What characteristics did they have in common (age, profession, personality, goals)?

• What challenges were they facing when they sought your help?

• How did your coaching specifically help them improve their lives or businesses?

Patterns will begin to emerge, helping you clarify the type of people who benefit the most from your coaching style.

3. Define Their Pain Points and Goals

To attract the right clients, you need to understand their struggles and aspirations. Get specific by asking:

• What are their biggest frustrations and obstacles?

• What solutions are they actively looking for?

• What results do they hope to achieve through coaching?

For example, if youre a fitness coach, your audience might be busy professionals who struggle to find time for exercise but want to build a sustainable fitness routine.

4. Consider Their Demographics and Psychographics

Demographics help define your audience by measurable factors like age, gender, location, education, and income level. Psychographics, on the other hand, dive deeper into their behaviors, values, interests, and lifestyle.

Ask yourself:

• What stage of life are they in (young professionals, parents, retirees)?

• What are their interests, habits, and values?

• Where do they consume content (social media, books, podcasts, events)?

5. Find Out Where They Are and How to Reach Them

Once you know who you want to coach, the next step is figuring out where they spend time. This helps you market your coaching services effectively. Consider:

• What social media platforms do they use most?

• What type of content do they engage with (videos, blogs, webinars)?

• Do they attend networking events, conferences, or online communities?

By positioning yourself where your ideal audience already spends time, you increase the likelihood of connecting with potential clients.

6. Test and Refine Your Audience Over Time

Defining your audience isnt a one-time taskits an ongoing process. As you grow as a coach and gain more experience, you may refine or even shift your target audience. Regularly review your client base and business goals to ensure alignment.

Conclusion

Defining your ideal coaching audience is a critical step in building a successful coaching practice. By understanding who you want to help, what challenges they face, and where to find them, you can create more impactful coaching experiences and grow a thriving business. Take the time to reflect, research, and refine your audienceyour coaching career will thank you for it!

Understanding the Source of Conflict

Conflicts between coaches and physicians are common in sports settings, and they often stem from the following factors:

• Diverging Objectives Coaches aim for peak athletic performance and winning outcomes, whereas physicians prioritize the short- and long-term health of the athlete. These differing goals can sometimes create tension, especially when return-to-play decisions are involved.

• Communication Breakdowns Miscommunication or lack of transparency regarding injury severity, rehabilitation timelines, and treatment plans can lead to frustration on both sides. Coaches may feel left out of medical discussions, while physicians may feel pressured to clear an athlete prematurely.

• Time Pressures and External Expectations Sports seasons are fast-paced, and coaches often face pressure from management, fans, and sponsors to ensure players are available for competition. Physicians, on the other hand, must advocate for a medically appropriate recovery process, which may not always align with the teams schedule.

• Conflicting Expertise and Decision-Making Authority Coaches and physicians bring different areas of expertise to the table. While a coach may argue that an athlete is "tough enough" to play through pain, a physician may advise against it based on medical evaluations. The lack of a clear decision-making framework can lead to disputes.

Key Strategies for Conflict Resolution

Effectively managing and resolving these conflicts requires proactive communication, mutual understanding, and structured processes. The following strategies can help:

1. Foster Open and Transparent Communication

Regular and clear communication between coaches and physicians is vital for ensuring that both parties are on the same page. Some ways to improve communication include:

• Holding regular meetings to discuss player status, injury concerns, and rehabilitation progress.

• Using shared platforms for medical updates to ensure timely and accurate information exchange.

• Encouraging open dialogue so that both parties feel heard and respected.

When discussions are open and frequent, misunderstandings are minimized, and both coaches and physicians can work toward a shared goalkeeping the athlete in peak condition while ensuring long-term well-being.

2. Define Clear Roles and Responsibilities

Clearly outlining the responsibilities of both coaches and physicians helps establish mutual respect. Coaches should recognize that medical professionals have the final say when it comes to athlete health. At the same time, physicians should appreciate the pressures coaches face and provide as much clarity as possible regarding treatment and recovery timelines.

By setting clear boundaries and expectations, unnecessary conflicts can be avoided, and both parties can work together more effectively.

3. Prioritize Athlete-Centered Decision-Making

At the heart of any coach-physician disagreement should be one guiding principle: what is best for the athlete? Both parties must work together to strike a balance between competitive success and long-term health. Some ways to ensure athlete-centered decision-making include:

• Adopting a shared decision-making model that includes input from coaches, physicians, and the athlete.

• Using evidence-based medical guidelines to support injury management decisions.

• Educating athletes on injury risks, treatment plans, and the potential consequences of premature return to play.

When the athletes well-being is the central focus, conflicts can be resolved in a way that benefits both the individual and the team.

4. Develop a Conflict Resolution Framework

To avoid repeated disputes, teams should have a structured approach to resolving conflicts between coaches and medical staff. A conflict resolution framework could include:

• Establishing a neutral mediator, such as a team administrator or high-performance director, to facilitate discussions when conflicts arise.

• Implementing standardized return-to-play protocols based on medical best practices.

• Creating a system for documenting and reviewing decisions to ensure accountability and continuous improvement.

Having a clear resolution process in place allows conflicts to be managed efficiently and professionally, preventing them from escalating into larger issues.

5. Cultivate Mutual Respect and Trust

Ultimately, the most successful coach-physician relationships are built on mutual respect and trust. Each professional brings valuable expertise, and recognizing each others roles fosters a healthier working dynamic. Ways to build trust include:

• Acknowledging each others expertise and contributions to the teams success.

• Encouraging professional development opportunities where both parties can learn from one another.

• Promoting a team culture that values health, performance, and collaboration equally.

When trust is established, even difficult conversations become more productive, and conflicts are easier to resolve.

Conclusion

Navigating conflicts between coaches and physicians requires a proactive approach centered on communication, mutual understanding, and athlete welfare. By fostering open dialogue, defining clear roles, and prioritizing a structured resolution framework, teams can create a collaborative environment that supports both athletic performance and player well-being. In the end, when coaches and medical professionals work together harmoniously, the athletesand the team as a wholestand to benefit the most.

What Are Psychographics?

Psychographics delve into the psychological aspects of your audience, including their values, interests, lifestyle choices, personality traits, and behaviors. Unlike demographics, which tell youwho your clients are, psychographics revealwhy they make decisions and what motivates them.

Why Psychographics Matter

Understanding psychographics allows businesses to:

• Create highly targeted and personalized marketing campaigns.

• Develop products or services that align with clients' needs and desires.

• Improve customer engagement by speaking their language and addressing their pain points.

• Foster brand loyalty by aligning with clients' values and aspirations.

How to Gather Psychographic Data

To effectively use psychographics, businesses must collect data through various methods:

1. Surveys and Questionnaires Directly ask clients about their values, interests, and buying habits.

2. Social Media Insights Analyze comments, shares, and interactions to understand what resonates with your audience.

3. Website Analytics Track user behavior, content engagement, and conversion patterns.

4. Customer Interviews Conduct in-depth conversations to uncover motivations and emotional drivers.

5. Market Research Reports Leverage existing studies that provide industry-specific psychographic insights.

Applying Psychographics to Find Your Ideal Client

Once you have a deeper understanding of your audiences psychographics, you can:

• Craft more compelling messaging that speaks to their aspirations and pain points.

• Improve product positioning by aligning with their lifestyle and values.

• Enhance content marketing strategies by creating content that aligns with their interests.

• Optimize ad targeting by focusing on behaviors and attitudes rather than just age or income.

Conclusion

While demographics provide an essential starting point, psychographics take client understanding to the next level. By focusing on the motivations, interests, and behaviors of your ideal clients, you can create stronger connections, enhance your marketing efforts, and ultimately drive business growth.

Businesses that leverage psychographics effectively are not just reaching an audience; theyre building a community of loyal clients who resonate deeply with their brand.

The key lies in time-savvy coaching, a strategic approach that prioritizes flexibility, efficiency, and personalization. By adapting coaching methods to align with physicians' demanding schedules, coaches can maximize impact while minimizing time constraints. Heres how:

1. Embracing Micro-Coaching Sessions

Long, in-depth coaching sessions may not be feasible for busy physicians. Instead, shorter, high-impact micro-coaching sessions (15-30 minutes) can fit seamlessly into their schedule. These brief check-ins allow for focused discussions and actionable insights without disrupting their workflow.

2. Leveraging Asynchronous Communication

Not all coaching needs to happen in real-time. Email, voice messages, and coaching apps provide an opportunity for ongoing support without requiring scheduled meetings. Physicians can engage with coaching materials and respond at their convenience, making the process more adaptable.

3. Offering Flexible Scheduling Options

Physicians' schedules are unpredictable, with sudden emergencies and shifting priorities. Coaches should offer flexible scheduling, including early morning, evening, and weekend sessions. Providing on-demand or last-minute booking options can also enhance accessibility.

4. Integrating Coaching into Existing Routines

Rather than adding another commitment to a physicians day, coaching should blend seamlessly into their routine. For example, mobile-friendly coaching resources can be consumed during commutes, or coaching prompts can be incorporated into daily reflections or shift transitions.

5. Focusing on Immediate, Actionable Strategies

Physicians appreciate practical, time-efficient solutions. Coaching should emphasize actionable strategies that can be implemented immediately to improve efficiency, reduce stress, or enhance leadership skills. Prioritizing quick wins fosters engagement and demonstrates value.

6. Utilizing Technology for Efficiency

Digital coaching platforms, AI-driven insights, and self-paced learning modules can enhance the coaching experience without requiring significant time investments. Tools like video coaching, self-assessments, and automated reminders can provide support while respecting physicians schedules.

7. Creating a Supportive Network

Peer coaching and small-group coaching models can provide valuable support while minimizing time commitments. Physicians can learn from each others experiences, share best practices, and stay motivated through community-based learning.

8. Recognizing and Valuing Their Time

Coaches should acknowledge the time constraints physicians face and show appreciation for their commitment to self-improvement. Expressing gratitude and demonstrating a clear return on investment for each session helps reinforce the value of coaching.

Conclusion

Time-savvy coaching is about working smarter, not harder. By tailoring coaching strategies to fit the unique demands of physicians schedules, coaches can offer meaningful support without adding stress. The key is flexibility, efficiency, and a deep understanding of how to integrate coaching seamlessly into their lives.

For coaches working with physicians, the ultimate goal is to be a valuable resource rather than an additional obligationbecause when time is managed wisely, growth and success follow.

The Importance of Collaboration

Coaches and physicians bring unique expertise to the table. Coaches focus on performance, training, and motivation, while physicians provide medical oversight and address physical health concerns. Effective collaboration ensures that athletes, patients, or clients receive comprehensive care tailored to their individual needs. Miscommunication or lack of alignment, however, can lead to suboptimal outcomes, such as overtraining, delayed recovery, or even injury.

Digital Tools Enhancing Collaboration

Digital technology offers an array of tools to facilitate seamless communication and coordination between coaches and physicians:

1. Integrated Health PlatformsPlatforms that combine fitness tracking, medical records, and performance data allow both coaches and physicians to access real-time information. Tools like Trainerize, Fit for Practice, or similar apps offer a centralized hub where training plans, health metrics, and medical notes can be shared and updated collaboratively.

2. Telehealth ServicesTelehealth platforms enable coaches and physicians to consult virtually, reducing delays in communication. Video conferencing and secure messaging systems ensure timely decision-making, even across geographical boundaries.

3. Wearable TechnologyDevices like smartwatches, heart rate monitors, and GPS trackers provide valuable data on an individuals physical activity, recovery, and overall health. Coaches and physicians can analyze this data to adjust training programs or address emerging health concerns.

4. AI and Predictive AnalyticsArtificial intelligence tools can analyze patterns in training and health data to predict potential issues such as injury risk or overtraining. This proactive approach allows coaches and physicians to intervene before problems arise.

5. Electronic Health Records (EHR) IntegrationDigital EHR systems that allow selective sharing of medical information enable physicians to provide critical insights to coaches without compromising patient confidentiality. This is particularly useful for managing chronic conditions or tracking recovery from injuries.

Benefits of Digital Collaboration

Adopting digital solutions for coach-physician collaboration offers several advantages:

1. Improved CommunicationReal-time data sharing and communication reduce the risk of misinterpretation or information silos. Both parties stay informed and aligned on goals.

2. Personalized CareDigital tools allow for a more tailored approach to training and treatment. For example, adjustments can be made to training regimens based on real-time health metrics.

3. EfficiencyAutomated data collection and streamlined communication save time, allowing coaches and physicians to focus more on care and performance optimization.

4. Enhanced OutcomesThe collaborative use of data and insights ensures that interventions are timely and effective, leading to better health and performance results for clients or athletes.

Challenges and Considerations

While digital solutions offer many benefits, there are challenges to address:

• Data Privacy and Security: Ensuring that health and performance data are protected is paramount. Compliance with regulations like HIPAA (Health Insurance Portability and Accountability Act) is critical.

• Adoption and Training: Both coaches and physicians need to be comfortable using digital tools. Adequate training and user-friendly interfaces can help.

• Cost: High-tech solutions may require significant investment. Smaller organizations or individual practitioners may need affordable alternatives.

• Interoperability: Ensuring that different systems and devices can communicate seamlessly is crucial for effective collaboration.

Future Directions

As technology continues to evolve, so will opportunities for enhanced coach-physician collaboration. Emerging innovations like virtual reality for injury rehabilitation, blockchain for secure data sharing, and advanced machine learning algorithms will further improve the efficiency and effectiveness of these partnerships.

Conclusion

Digital solutions are transforming the way coaches and physicians collaborate, enabling more integrated, personalized, and effective care. By leveraging these tools, professionals can ensure that their clients and patients achieve optimal health and performance outcomes. While challenges remain, the benefits far outweigh the hurdles, making digital collaboration the way forward in health and performance management.

The Value of Certification

Certifications are credentials earned after completing specific training or passing an exam in a particular field. Theyre widely recognized across industries and often signal to employers that you have a certain level of competency or expertise. Heres why certifications can be valuable:

1. Enhanced CredibilityCertifications demonstrate your commitment to professional growth. They serve as proof that youve met industry standards and have the knowledge to perform specific tasks or roles.

2. Increased MarketabilityIn some industries, certifications are a baseline requirement for employment. For example, fields like IT, healthcare, and project management often prioritize candidates with recognized credentials. Even in less regulated industries, certifications can give you a competitive edge.

3. Up-to-Date KnowledgeMany certifications require ongoing education to maintain the credential. This ensures you stay current with evolving trends, technologies, and best practices in your field.

4. Higher Earning PotentialStudies show that certified professionals often command higher salaries than their non-certified peers. Employers are typically willing to pay a premium for proven expertise.

When Certification May Not Be Worth It

While certifications offer many advantages, they may not always be the best choice. Here are some scenarios where they might not be worth pursuing:

1. High Costs Without Clear ROISome certifications require significant financial investment, including exam fees, training courses, and study materials. If the expected return on investment (e.g., higher salary or better job opportunities) isnt clear, it may not be worth the expense.

2. Overemphasis on ExperienceIn certain industries, hands-on experience may carry more weight than certifications. Employers may prioritize demonstrated success over formal credentials.

3. Redundant or Unnecessary for Your GoalsIf your career path doesnt require specialized credentials, spending time and money on certification might not align with your objectives. For instance, entrepreneurs or professionals in creative fields may gain more from portfolio-building or networking.

Key Considerations Before Pursuing Certification

To determine whether certification is worth it for you, consider these factors:

1. Industry StandardsResearch your industrys expectations. Are certifications required, preferred, or optional? Speak with professionals in your field to gauge the value of certifications in your niche.

2. Cost vs. BenefitEvaluate the total cost of obtaining the certification, including time, money, and effort. Compare this to the potential benefits, such as increased job opportunities or earning potential.

3. RelevanceEnsure the certification aligns with your career goals. A credential thats highly regarded in one niche may hold little value in another.

4. AccreditationVerify the credibility of the certifying body. Employers are more likely to value certifications from recognized organizations with a strong reputation.

5. TimingConsider whether now is the right time to pursue certification. If youre early in your career, other forms of professional development might be more beneficial. Conversely, mid-career professionals might use certification to specialize further or pivot to a new role.

Alternatives to Certification

If certification doesnt seem like the right fit, there are other ways to strengthen your niche expertise:

• Online Courses: Platforms like Coursera, Udemy, and LinkedIn Learning offer affordable, flexible training options.

• Workshops and Seminars: Industry-specific events provide opportunities to learn and network without a formal certification.

• Mentorship: Learning from experienced professionals can be just as valuable as formal training.

• Self-Directed Learning: Books, podcasts, and blogs can be excellent resources to deepen your knowledge.

Conclusion

Certifications can be a powerful tool to bolster your career, enhance your credibility, and open doors to new opportunities. However, theyre not a one-size-fits-all solution. Carefully weigh the costs, benefits, and alignment with your career goals before committing to a certification program. By making an informed decision, you can ensure that your investment in specialized training strengthens your niche and propels you toward long-term success.

1. Customize Your Approach

Physicians operate in a high-pressure environment with unpredictable schedules. Flexibility is crucial to maintaining long-term engagement. Offer tailored coaching plans that adapt to their needs, whether its virtual sessions, on-demand resources, or shorter, focused meetings. The more aligned your coaching is with their lifestyle, the easier it will be for them to commit long-term. Remember, personalization demonstrates your understanding of their challenges and reinforces your value as a coach.

2. Focus on Continuous Growth

To keep physician clients engaged, highlight their progress and introduce new opportunities for growth. Set short- and long-term goals during your sessions and revisit them regularly. Celebrate milestones to reinforce their sense of achievement and encourage them to aim higher. Additionally, offer advanced topics or skills, such as leadership training or work-life balance strategies, to keep the coaching dynamic and forward-moving. Continuous growth not only sustains interest but also builds trust in your ability to guide them effectively.

3. Build a Strong Relationship Based on Trust and Empathy

Long-term engagement hinges on trust, which is built through empathy and consistency. Take time to understand your physician clients' personal and professional challenges. Be an active listener and create a safe space where they feel heard and supported. Trust isnt just about offering solutions; its about being a reliable partner who is genuinely invested in their well-being. When clients know they can count on you, theyre more likely to stay engaged for the long haul.

4. Offer Value Beyond Coaching Sessions

Expand your impact by providing value outside of one-on-one sessions. Share curated resources, such as articles, apps, or webinars tailored to their needs. Consider creating a support network or community group for physicians where they can connect with peers and share experiences. These additional touchpoints keep your coaching top-of-mind and foster a sense of community, further deepening their engagement with your services.

5. Regularly Evaluate and Evolve the Partnership

Periodic check-ins are essential to assess the effectiveness of your coaching and realign it with your clients evolving needs. Ask for feedback on whats working and what could improve. Be open to adjusting your approach or focus areas as their priorities shift. This willingness to adapt shows your commitment to their success and keeps the partnership relevant and impactful.

Long-term engagement with physician clients requires a combination of flexibility, empathy, and proactive value delivery. By understanding their unique challenges and providing tailored, evolving support, you can create a lasting partnership that benefits both your clients and your coaching practice.

Yes, I am learning.

And, my voice matters.

Yes, I am committed to the care of others.

And, I am my most important patient.

Yes, burnout is largely due to organizational factors.

And, I can improve my experience by managing my own mind.

Yes, burnout is an occupational hazard that accounts for 80% of physician burnout. We are not broken or powerless. Coaching is an evidence based to reduce burnout and improve job satisfaction, self-compassion, and resilience.

Know a resident or fellow who is coaching curious? I provide safe community coaching support for trainees.

I am Dr. Kara Pepper, practicing primary care Internist and life coach for physicians who want to feel as good as they look on paper.I became a coach after my own epic burnout and a leave of absence from medicine. With help from my own coach, I rebuilt my life in a way that brought me purpose and contentment. Now I help my colleagues do the same.

Its not uncommon for a Doctor to have an area or two where he (or she) needs advice or mentoring. Its only natural that they would feel most comfortable working with another Physician for support. Sometimes, depending on the area where coaching is needed, it can be difficult to find a professional who is a good fit. The good news is a new platform has stepped up to help solve this problem. In that spirit PhysicianCoaches.com recently launched, offering doctors access to a 100% free online directory that matches doctors and healthcare professionals with coaches, consultants, trainers and mentors who specialize in working with physicians. So far there are nearly 150 experts and mentors listed, many of whom are physicians themselves. The new platform has been met with enthusiasm for filling a very real need.

Physician coaches have already found success from the directory. In the first week, I had 2 physicians contact me that came through [the] site and both purchased my signature coaching package, Professional Coach Gina Geis MD said.

Physicians want to work and do business with other physicians, commented a spokesperson from Physician Coaches. However there was no central place to find each other. More doctors are realizing that they have expertise outside of clinical medicine and our site helps spotlight these physician-owned businesses. We are getting coaches and consultants in such a wide range of fields, and we're excited PhysicianCoaches.com helps bring them together!"

Some of the categories the online directory currently covers includes business coaches, career coaches, entrepreneurship coaches, executive coaches, health and fitness coaches, leadership coaches, life coaches, money coaches, relationship coaches, and many more. The list of categories is expected to grow to meet the needs of Physician Coaches users.

For more information be sure to visit .

About Physician Coaches

Physician Coaches is a professional 100% free directory that allows you to contact coaches, consultants, and mentors that specialize in working with physicians and other high level health care professionals. Start your search today!

Media Contact

Jenny Seaboldt

760-518-4809

info@mwmpro.com

Jessie is a mindful life coach who helps professional women who are successful on the surface yet struggle underneath declutter their mind and their lives so they can find calm, more ease, and a clear and intentional path forward. Reach out if you want to explore how coaching can transform your life. www.jessiemahoneymd.com Jessie offers mindful coaching and yoga retreats in beautiful locations around the world. Find out more here.

**Welcome to The AI Powered Physician Course!**

If you're a physician coach or consultant ready to level up, you've come to the right place. This AI course is crafted just for you.

**What You'll Get:**

- A beginner-friendly course tailor-made for physician coaches and consultants. No prerequisites, just your ambition needed.

- Practical AI applications to revolutionize your practice. We focus on action, not just theory.

**Course Outcomes:**

- Content Creation: Learn how AI, like ChatGPT, can help you create engaging, impactful content for your sessions.

- Email Efficiency: Harness AI to respond to client emails swiftly and effectively. Save time and up your response game.

-Business Productivity:Understand how AI can make your business more streamlined and productive.

**Bonuses:**

- AI Prompts: Get over 2000 AI prompts to apply your new skills to real-world scenarios. Your hands-on guide to understanding and integrating AI.

- The Prompt Generator: A specialized prompt for creating top-quality ChatGPT Prompts. Enhance your interactions with AI and generate meaningful and engaging content.

-Complete ChatGPT training: Step by Step How to Get the Most out of ChatGPT

**Benefits:**

- Stand out from the crowd as a top-tier physician coach or consultant.

- Improve the quality and efficiency of your services with AI.

- Stay ahead of the curve with cutting-edge AI skills.

**Take Action:**

Ready to step into the future and become an AI Powered Physician? Join us on this thrilling journey and transform your practice today!

FREE for Physician Coaches Pro Members / $150 for Non-Pro Members