Leading a group therapy practice isn’t just about managing the business side of things — it’s about navigating the deeply human work of supporting your team, making decisions with limited data, and staying aligned with your values even when it’s uncomfortable.

Let’s talk about something most leaders don’t like to admit: You’re not stuck because you don’t know what to say. You’re stuck because you’re avoiding how it’s going to feel.

Let’s get real: conflict avoidance is one of the sneakiest leadership habits out there—and it’s doing way more damage than you think. If you’ve ever told yourself you were “just keeping the peace” by sidestepping a hard conversation, let me lovingly call bullshit on that.

Just because something feels tense doesn't mean you're dealing with true conflict. More often than not, it's something sneakier—unclear expectations, a broken system, or a values mismatch that’s been quietly brewing under the surface. If you’ve ever found yourself thinking “Why is this person being so difficult?”… this is for you.

Let’s be real: conflict doesn’t just feel hard—it feels like your entire nervous system wants to flip the table, crawl under it, or over-explain your way out of the conversation. If you’ve ever felt like you were crushing it one second and spiraling the next, you’re not broken. You’re just a human trying to navigate a tough conversation without losing your grounding.

Hard conversations suck. They just do. They're awkward, emotionally loaded, and personal in all the worst (and most important) ways. If you're in any kind of leadership or ownership role, you’ve either delayed one, over-explained one, or completely bailed on one. This guide is for the moments when you know you’ve got to say something, but the words just aren’t coming. Let’s fix that.

Conflict. It’s gonna happen. Whether it’s a passive-aggressive email, a team member with a grudge, or someone constantly stirring the damn pot, conflict is just part of running a group practice.

But here’s the deal—conflict itself isn’t the problem. Bad leadership is.

If you’re a practice owner drowning in hiring struggles, retention headaches, and why-the-hell-is-everyone-doing-their-own-thing moments, this is your space. I’m here to talk about the stuff no one tells you when you start this whole practice ownership gig–and, more importantly, how to get it right.