If you’re a group practice owner or leader and the word “structure” makes your skin crawl, you’re not alone. Structure often gets a bad rap — especially in mental health spaces — because it’s been equated with micromanagement, rigidity, and robotic systems that strip away humanity.

But here’s the truth: structure, done right, is freedom.

Let’s talk about feedback—the kind that doesn’t spiral into awkward shutdowns or emotional explosions.

Most group practice owners want to give feedback that’s helpful and kind, but they get stuck. Maybe it feels too personal. Maybe the team’s gotten defensive in the past. Maybe you’ve tried the whole “global email about expectations” and it backfired. (We’ve all been there.)

You’ve got a strong team. Your systems are humming. The fires are out. And yet... something just feels off. Not wrong, exactly—but like you don’t quite fit in the thing you built anymore.

It’s a weird, uncomfortable space. You’ve grown, but the thing around you hasn’t caught up. You’re successful on paper, but low-key stuck. There’s no crisis to fix. You’re just not lit up by it anymore.

Welcome to the liminal space of leadership.

Let’s talk about something that’s probably happening in your practice right now: your team isn’t taking initiative, projects are stalling, and you keep wondering, “Why can’t they just do the thing?”

Before you spiral into thinking your team is unmotivated, disengaged, or just plain lazy — pause. That sluggishness you’re seeing? It’s probably not laziness. It’s fog. And that fog is a leadership issue.

Growth doesn't always come from chaos. Sometimes the pressure to expand kicks in after the systems are in place, the team is solid, and the foundation is stable. It’s a weird tension—things are technically working, but there’s still an internal (or external) push whispering, "More."

This is a look inside that exact moment—what happens when you’re no longer scrappy, but you’re not settled either.

If you've ever run your practice without clear structure, you know the feeling — like you're stacking a house of cards and hoping it holds. That feeling of constant reaction, disjointed communication, and just “doing what needs to get done” without a long-term view? That’s what EOS helps fix.

Let’s talk about the chaos. Not the cute “we’re scrappy and growing!” kind—but the flavor that burns you out, breaks your systems, and makes you secretly wonder if everyone on your team is two minutes away from quitting. Yeah, that kind of chaos.

We’ve all lived it. And I’m here to say: chaos is not a culture strategy. It’s not leadership, it’s not sustainable, and it’s definitely not the vibe you want your team absorbing.

Hey there. I’m Dr. Tara Vossenkemper, and today I want to dive into something that’s been weighing on a lot of us: what happens when your hiring process is solid, your culture is dialed in, and still… no good candidates show up? That pit-in-your-stomach moment where the silence is louder than the “We’re hiring!” post you pushed out last week. You know the one.