Creating a Feedback-Driven Culture in Your Group Practice (Without It Feeling Like a Firing Squad)
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.)
But here’s the truth: feedback fails when it’s unclear, inconsistent, or weaponized.
And that’s where EOS (Entrepreneurial Operating System) shines. It gives you a structure that takes feedback from cringe to clean—from unpredictable to expected.
Why Feedback Fails
Feedback feels hard because the stakes are emotional. When expectations are vague, you’re not just dealing with missed tasks—you’re dealing with resentment, confusion, and motivation slowly bleeding out.
And it’s not just the employee who’s struggling. You, as the leader, start to take things personally. It becomes about “respect” or “loyalty” when, really, it’s just about misaligned expectations. That’s solvable.
The Power of EOS Tools
With EOS, you’ve got a built-in system to prevent all that mess. Tools like:
L10 Meetings (weekly check-ins with a feedback loop baked in)
Quarterly Conversations (two simple questions: what’s working + what’s not)
Scorecards (quantitative data to ground the convo in facts, not feelings)
GWC (a framework to assess whether someone Gets it, Wants it, and has the Capacity to do it)
When you use these consistently, your team starts expecting feedback. And when feedback is expected, it’s less scary—and more productive.
Don’t Confuse Longevity With Clarity
Just because someone’s been around forever doesn’t mean they know what’s expected. Familiarity ≠ understanding. A veteran clinician might be doing something completely off-base, not because they’re defiant—but because no one has ever told them otherwise. EOS helps close those clarity gaps.
Values Are Your Compass—Not a Weapon
I’m a values-driven leader through and through, but let me be clear: values should guide your feedback, not be used to shame or control people.
When values become shorthand for how your team communicates (“Hey, I’m not seeing ownership here—what’s up?”), they support growth. When they’re used as a top-down weapon? That’s when trust gets torched.
Ready to Build a Feedback System That Works?
If you’re tired of winging it and want real feedback systems that support your team and your sanity, join the EOS Mastermind waitlist. We dive deep into these tools and walk through implementation in a way that actually fits group practices like yours.
🔗 www.taravossenkemper.com/eos-mastermind
You don’t need more “communication trainings.”
You need structure. You need clarity. You need EOS.
About the Author
Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?
Ready to dive deeper into practice culture? Join the membership and get access to the tools and insights that make thriving, sustainable practices more than just a pipe dream.
