National Psychology Training Consortium

Introductory --- Designed for psychologists who may have little to no background in a specialized skill or content area. The learner can become acquainted with the theoretical underpinnings, principles, methods, and perspectives of a content area. Although it can be used as a foundation for more advanced learning, a program may simply focus on breadth, enrichment or general knowledge.

Course Description and Target Audience

This presentation introduces psychology interns to the foundational principles of operational leadership in private practice, addressing the business and systems knowledge often absent from graduate training. Participants will explore key differences between agency employment and private practice, including compensation models, scheduling, benefits, productivity expectations, and patient populations. The session will review essential components of starting and operating a practice, such as defining a niche, selecting insurance versus private pay structures, understanding contractor versus W2 models, and estimating start-up and operation costs. Interns will also learn what “operations” means within small behavioral health organizations, including workflow design, recruitment and hiring, budgeting, compliance, and policy implementation. 

Core leadership concepts including leadership styles, organizational design, strategic thinking, and change management will be examined through the lens of psychological training and clinical skill development. Applied exercises and case examples, including financial planning scenarios and employment-related case studies, will provide practical tools to help participants understand and pursue private practice settings with greater confidence and competence. Target audience: Mental health professionals who are interested in starting or working for a solo or group private practice.

The content of this presentation is grounded in empirical research from industrial-organizational psychology, business and management research, leadership science, and healthcare operations literature. Leadership frameworks discussed are supported by research linking these approaches to employee engagement, organizational effectiveness, and retention. Concepts related to workflow design, organizational structure, budgeting, and data-driven decision-making are informed by evidence-based operations management and quality improvement models within healthcare systems and business models. 

Topics including feedback, coaching, conflict resolution, and change management are rooted in behavioral, clinical and industrial and organizational psychology principles. In addition to empirical literature, the material integrates applied business research and the presenter’s direct operational leadership experience, including iterative learning through team feedback regarding what strategies are effective or ineffective in practice. While some components reflect practical business applications specific to private practice ownership, they align with industry standards and regulatory guidance. Overall, the presentation synthesizes research, clinical training, and lived leadership experience to ensure both accuracy and real-world utility for emerging psychologists.

While the presentation integrates empirical leadership research and applied operational strategies, several limitations should be acknowledged. Much of the leadership literature is derived from corporate and large healthcare systems, and findings may not fully generalize to small or solo private practice settings where resources and structures differ significantly. Leadership research also frequently relies on self-report and correlational data, limiting causal conclusions. Additionally, evidence in healthcare operations cautions that productivity-driven models may contribute to clinician burnout or unintended impacts on quality of care when financial metrics are overemphasized. 

Portions of the material related to private practice operations, compensation structures, and business decision-making are informed by applied literature and professional experience rather than experimental research, as controlled studies in small behavioral health businesses are limited. The presenter’s operational experience is based in Colorado, and regulatory requirements, employment law, reimbursement structures, and best practices may differ across states. Finally, private practice leadership often involves navigating ethical gray areas where legal guidance, clinical judgment, and organizational priorities intersect. These complexities require ongoing ethical decision-making, which can influence both employment outcomes and patient care quality, and may not always be resolved through clear empirical guidance alone.

Potential risks associated with this training are minimal but should be acknowledged. Discussion of business models, productivity expectations, compensation structures, and operational metrics could unintentionally contribute to overemphasis on financial performance if not balanced with clinical ethics and patient-centered care principles. Conversations around leadership authority, policy enforcement, and performance management may also evoke strong reactions for trainees with prior negative employment experiences. 

Case examples involving HIPAA violations, employment challenges, or ethical gray areas may prompt reflection on past supervisory or workplace dynamics, which could be activating for some participants. Additionally, as regulatory and employment laws vary by state, misapplication of general operational concepts without consulting local statutes or legal guidance could present risk if implemented without due diligence. To mitigate these risks, the training emphasizes ethical decision-making, state-specific regulatory awareness, consultation when needed, and alignment with professional standards of care. Overall, there are no known physical or clinical risks associated with participation in this educational session.

Diversity and diverse identities are meaningfully integrated throughout the presentation by examining how operational leadership decisions directly impact equity in hiring, compensation, access to care, and workplace culture. Discussions of recruitment, pay structures, promotions, and organizational design explicitly address implicit bias, pay equity, and the importance of creating inclusive systems that support clinicians and staff from historically marginalized backgrounds. The presentation also explores how private practice business models (e.g., insurance vs. private pay, niche specialization, geographic location) can either expand or restrict access to care for diverse patient populations, including individuals from varied socioeconomic, racial, cultural, gender, and disability identities. 

Leadership frameworks are discussed through a culturally responsive lens, emphasizing self-awareness, humility, and the role of power dynamics in supervision and employment relationships. Case examples and applied exercises invite interns to consider how policies, workflow design, productivity expectations, and enforcement practices may differentially affect employees and patients across identities. Ethical decision-making is framed within multicultural competence and social justice principles central to psychological training, reinforcing that operational leadership is not value-neutral and has real implications for equity in both employment and clinical outcomes.

Learning Objectives

• Participants will be able to describe the differences between agency employment and private practice, including scheduling, compensation models, patient populations, and clinical autonomy.
• Participants will be able to list and analyze the key operational components of establishing and managing a private practice, including business structure, payment models, workflow design, and budgeting.
• Participants will be able to apply principles from clinical psychology such as feedback, coaching, conflict resolution, and motivational strategies to operational leadership and staff supervision.
• Participants will be able to identify common leadership styles and evaluate their impact on team dynamics, organizational culture, and staff engagement.
• Participants will be able to develop strategies for recruitment, onboarding, policy enforcement, and change management while maintaining ethical and regulatory compliance.
• Participants will be able to analyze real-world case examples involving employment, compliance, or operational challenges and propose evidence-informed solutions.

Presenter Information

Dr. Amy Patinella is a licensed psychologist and mission-driven operations leader with a deep passion for transforming mental health care through values-aligned, scalable systems. My experience spans private practice, hospital systems, primary care, and wellness industries, giving me a broad perspective on the complexities of care delivery and operational infrastructure. I recently transitioned from serving as Chief Operating Officer at Aspen Ridge Mental Health to joining the team at Children’s Hospital Colorado, where I continue to blend clinical insight with operational strategy. I specialize in building human-centered solutions that streamline systems, improve access, and enhance sustainability.

Video Homestudy Format

CE’s for this homestudy training will be earned through completing the following tasks:

• Watch the presentation video and review all provided documents in their entirety.
• Pass the post-test questionnaire with at least 80% correct.

A program evaluation form will be provided to all who registered following the training. Please be sure to complete this form since your feedback helps direct future CE programming from our organization.

Registration Cost

This cost includes video links, materials, and tests required to obtain CE’s. Your CE certificate will be made available to you upon successful completion of the training (80% or higher on exam).

If you have any questions or concerns, please contact Training Support - Ember Serencko at [email protected].

National Psychology Training Consortium (NPTC) is approved by the American Psychological Association to sponsor continuing education for psychologists. NPTC maintains responsibility for this program and its content.